نقش سرمایه‌های ‌روانی بر تعارض‌کار-خانواده و عملکرد سازمان (موردمطالعه: اداره‌کل ثبت اسناد واملاک شهر مشهد)

مدیریت بهره‌وری

مقاله 6، دوره 14، 1(52)بهار، فروردین 1399، صفحه 143-170   

نوع مقاله: علمی پژوهشی

شناسه دیجیتال (DOI): 10.30495/qjopm.2020.561563.1974

نویسندگان

زهرا امین افشار^{* 1}؛ ابوالفضل کزازی²؛ محسن هوشنگی³

¹دانشجوی دکترای آینده پژوهی،دانشگاه بین‌المللی امام خمینی(ره)،قزوین،ایران

²استادگروه مدیریت صنعتی،دانشکده مدیریت و حسابداری دانشگاه علامه طباطبائی تهران، ایران

³دانشجوی دکترای گروه مدیریت تولید و عملیات، دانشگاه علامه طباطبایی تهران، ایران

چکیده

سازمان ها یکی از بارزترین مشخصه­ های جوامع امروزی هستند که به سرعت در حال بهبود عملکرد خود می­ باشند. توجه به منابع انسانی به عنوان مهم ترین دارایی هر سازمان و عامل موفقیت عملکرد سازمان، سبب پررنگ شدن توسعه سرمایه ­های روانی و کاهش تعارضات سازمانی و خانوادگی شده که از مزیت های رقابتی سازمان های موفق به حساب می­ آید. هدف این مقاله ارزیابی سرمایه­ های­ روانی بر تعارض ­کار-خانواده و عملکرد سازمان می ­باشد. این تحقیق به روش ­میدانی و با استفاده از پرسش نامه­ در اداره ­کل ثبت ­اسناد و املاک شهر مشهد انجام شد. نمونه­ گیری با دوروش متناسب ­با حجم وتصادفی­ ساده و تعداد نمونه بر اساس جدول مورگان تعیین گردید که شامل 138 نفر از مدیران و کارکنان شد. این تحقیق بر اساس مدل معادلات ­ساختاری است که داده ­های جمع ­آوری شده با تکنیک حداقل­ مربعات­ جزئی و با استفاده از نرم ­افزار (Smart-PLS) مورد آزمون و تجزیه­ و تحلیل قرار گرفته ­اند. یافته ­های این تحقیق حاکی از وجود تأثیر بین بیشتر متغیرهاست. فرضیه ­های اول، دوم، چهارم، ششم و هشتم تأثیر منفی و فرضیه­ های پنجم و هفتم نیز تأثیر مثبت بین متغیرها را تأیید کردند. بدین­ معنا که سرمایه­ های­ روانی ­کارکنان بر توسعه رفتارهای ­شهروندی­ سازمانی می توانید بهبود دهنده باشد. تأثیر این متغیر در تعارض ­کار-خانواد منفی است، بدین معنا که سرمایه ­های­ غنی ­روانی در کارکنان و حمایت آنها از سوی سازمان می توانید به کاهش تعارض ­کار-خانواده بیانجامد. مشخص گردید که قصد ترک شغل نیز بر عملکرد سازمان تأثیر منفی دارد. به عبارتی هراندازه این قصد در کارکنان افزایش یابد، به تبع آن عملکرد سازمان که به طور مستقیم از رفتار کارکنان تأثیرمی پذیرد، کاهش خواهد یافت. نتایج این تحقیق مدیران را برای برنامه ­ریزی در جهت دستیابی به نیروی انسانی توسعه­ یافته و با انگیزه همراهی خواهد نمود.

کلیدواژه‌ها

سرمایه‌های روانی؛ تعارض کار-خانواده؛ رفتارشهروندی سازمانی؛ عملکرد سازمان؛ قصد ترک شغل

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