اثر سرمایۀ روانشناختی، اعتماد به سازمان و سبک رهبری تحولی بر رشد روانشناختی در کار: نقش میانجی‌گری نیازهای روانشناختی اساسی

دانش و پژوهش در روان شناسی کاربردی

مقاله 4، دوره 23، شماره 1 - شماره پیاپی 87، خرداد 1401، صفحه 38-50   

نوع مقاله: مقاله پژوهشی

شناسه دیجیتال (DOI): 10.30486/jsrp.2020.1884715.2189

نویسندگان

غزاله حیاوی¹؛ آسیه مرادی^{* 2}؛ خدامراد مومنی³؛ نسرین ارشدی⁴

¹دانشجوی دکتری روانشناسی، دانشگاه رازی کرمانشاه، کرمانشاه، ایران.

²استادیار، گروه روانشناسی، دانشکده علوم اجتماعی، دانشگاه رازی ، کرمانشاه، ایران.

³دانشیار، گروه روانشناسی، دانشکده علوم اجتماعی، دانشگاه رازی ، کرمانشاه، ایران.

⁴استاد، گروه روانشناسی، دانشگاه شهید چمران اهواز، اهواز، ایران.

چکیده

هدف از انجام این پژوهش بررسی اثر سرمایۀ روانشناختی، اعتماد به سازمان و سبک رهبری تحولی بر رشد روانشناختی در کار از طریق نقش واسطه­ای نیازهای روانشناختی اساسی بود. جامعۀ  پژوهش کلیۀ کارکنان شرکت ملّی مناطق نفت­خیز جنوب-منطقه اهواز در سال 1398 را در بر می­گیرد که از این میان 418 نفر به روش نمونه­گیری تصادفی طبقه­ای انتخاب شدند. نتایج نشان داد که الگوی پیشنهادی از برازش خوبی با داده­ها برخوردار است. یافته­های پژوهش حاکی از تأیید اثرهای مثبت مستقیم نیازهای روانشناختی اساسی، سرمایۀ روانشناختی و اعتماد به سازمان به رشد روانشناختی در کار بود (001/0>p)؛ امّا اثر مثبت مستقیم رهبری تحولی به رشد روانشناختی در کار غیرمعنا­دار بود. نتایج حاصل از این مطالعه نشان داد که سرمایۀ روانشناختی و اعتماد به سازمان هم به صورت مستقیم و هم غیرمستقیم و سبک رهبری تحولی تنها به صورت غیرمستقیم بر رشد روانشناختی در کار اثرگذارند. با توجه به نتایج پژوهش، اقداماتی در افزایش سرمایۀ روانشناختی و اعتماد به سازمان توصیه می­شود.

کلیدواژه‌ها

سرمایۀ رواشناختی؛ اعتماد به سازمان؛ سبک رهبری تحولی؛ رشد روانشناختی در کار؛ نیازهای روانشناختی اساسی؛ شرکت ملّی مناطق نفت‌خیز جنوب

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