palette
تبیین رابطه تحقق قرارداد روان‌شناختی ادراک شده (PPCF) با سلامت روانی و قصد جابجایی بر پایه مدل JD-R
مهدی وفایی زاده, محمود ابوالقاسمی, محمد قهرمانی

چکیده

پژوهش حاضر سعی دارد تا در بستر مدل JD-R به بررسی رابطه تحقق قرارداد روان­شناختی ادراک شده با سلامت روانی و قصد جابجایی در قالب فرایند انگیزشی و رابطه تحقق قرارداد روانشناختی ادراک شده با ارتقاء سلامت روانی در قالب فرایند تضعیف سلامت این مدل بپردازد. علاوه بر این اثر میانجی اشتیاق کاری نیز در این روابط مورد مطالعه قرار گرفته است. در این راستا پیش­فرض نخست این پژوهش آن است که تحقق قرارداد روانشناختی ادراک شده در چارچوب مدل JD-R شکلی از منابع شغلی است که کارکنان انتظار دارند تا سازمان برای آن­ها فراهم آورد. از سوی دیگر، فرض بر آن بود که تحقق قرارداد روانشناختی ادراک شده رابطه مثبتی با تعهد عاطفی و اشتیاق کاری و رابطه منفی با قصد جابجایی دارد. فرضیه­های این پژوهش با کمک نمونه­ای 157 نفره از اعضای هیات علمی دانشگاه شهید بهشتی و با استفاده از روش مدل معادلات ساختاری و اجرای پرسشنامه مورد آزمون قرار گرفتند. نتایج حاکی از آن بود که کلیه فرضیات پژوهش تایید شده و این نتیجه حاصل شد که تحقق قرارداد روانشناختی ادراک شده آثار انگیزشی دارد.

واژگان کلیدی
تحقق قرارداد روانشناختی ادراک شده (PPCF)، مدل JD-R، اشتیاق، تعهد عاطفی، قصد جابجایی، سلامت روانی، روابط استخدامی

منابع و مآخذ مقاله

Allen, N. J. and Meyer, J.P. (1990), “The measurement and antecedents of affective, continuance and normative commitment to the organization”, Journal of Occupational Psychology, Vol. 63 No. 1, pp. 1-18.

Bakker, A. and Demerouti, E. (2007), “The job demands-resources model: state-of-the-art”, Journal of Managerial Psychology, Vol. 22 No. 3, pp. 309-28.

Conway, N. and Briner, R.B. (2005), Understanding Psychological Contracts at Work. A Critical Evaluation of Research, Oxford University Press, Oxford.

Coyle-Shapiro, J.A-M. and Shore, L. (2007), “The employee-organization relationship: where do we go from here?”, Human Resource Management Review, Vol. 17 No. 2, pp. 166-79.

Cropanzano, R. and Mitchell, M. (2005), “Social exchange theory: an interdisciplinary review”, Journal of Management, Vol. 31 No. 6, pp. 874-900.

Demerouti, E., Bakker, A.B., Nachreiner, F. and Schaufeli, W.B. (2001), “The job demands resources model of burnout”, Journal of Applied Psychology, Vol. 86 No. 3, pp. 499-512.

Frazier, P.A., Tix, A.P. and Baron, K.E. (2004), “Testing moderator and mediator effects in counseling psychology research”, Journal of Counseling Psychology, Vol. 51 No. 1, pp. 115-34.

Fredrikson, B.L. and Joiner, T. (2002), “Positive emotions trigger upward spiral toward emotional wellbeing”, Psychological Science, Vol. 13 No. 2, pp. 172-5.

Gonza´ lez-Roma, V., Schaufeli, W.B., Bakker, A.B. and Lloret, S. (2006), “Burnout and engagement: independent factors or opposite poles?”, Journal of Vocational Behaviour, Vol. 68 No. 1, pp. 165-74.

Guerrero, S. and Herrbach, O. (2007), “The affective underpinnings of psychological contract fulfilment”, Journal of Managerial Psychology, Vol. 23 No. 5, p. 47 .

Guest, D.E. (2004), “The psychology of the employment relationship: an analysis based on the psychological contract”, Applied Psychology: An International Review, Vol. 53 No. 4, pp. 541-55.

Hakanen, J.J., Schaufeli, W.B. and Ahola, K. (2008), “A three-year cross-lagged panel study on the job demands-resources model: do home demands and resources play a role?”, a submitted manuscript.

Hallberg, U. and Schaufeli, W.B. (2006), “‘Same same’ but different? Can work engagement be discriminated from job involvement and organizational commitment?”, European Psychologist, Vol. 11 No. 2, pp. 119-27.

Hoyle, R.H. (1995), “The structural equation modeling approach: basic concepts and fundamental issues”, in Hoyle, R.H. (Ed.), Structural Equation Modeling, Concepts, Issues, and Applications, Sage, Thousand Oaks, CA.

Huhtala, H. and Parzefall, M.-R. (2007), “Promotion of employee wellbeing and innovativeness: an opportunity for a mutual benefit”, Creativity and Innovation Management, Vol. 16 No. 3, pp. 299-307 .

James, L.R., Mulaik, S.A. and Brett, J.M. (2006), “A tale of two methods”, Organizational Research Methods, Vol. 9 No. 2, pp. 233-44.

Kahn, W.A. (1990), “Psychological conditions of personal engagement and disengagement at work”, Academy of Management Journal, Vol. 33 No. 4, pp. 692-724.

Keyes, C.L. (2005), “Mental illness and/or mental health? Investigating axioms of the complete state model of health”, Journal of Consulting and Clinical Psychology, Vol. 73 No. 3 pp. 539-48.

Lester, S.W., Turnley, W.H., Bloodgood, J.M. and Bolino, M.C. (2002), “Not seeing eye to eye: differences in supervisor and subordinate perceptions of and attributions for psychological contract breach”, Journal of Organizational Behavior, Vol. 23 No. 1, pp. 39-56.

Millward, L.J. and Hopkins, L.J. (1998), “Psycholgical contracts, organizational and job commitment”, Journal of Applied Social Psychology, Vol. 28 No. 18, pp. 1530-56.

Parzefall, M.R. & Hakanen, J. (2010). Psychological contract and its motivational and healthenhancing outcomes Journal of Managerial Psychology, 25(1), 22-43.

Ramamoorthy, N., Flood, P.C., Slattery, T. and Sardessai, R. (2005), “Determinants of innovative work behaviour: development and test of an integrated model”, Creativity and Innovation Management, Vol. 14 No. 2, pp. 142-50.

Rousseau, D.M. (2003), “Extending the psychology of the psychological contract. A reply to ‘Putting psychology back into psychological contracts’”, Journal of Management Inquiry, Vol. 12 No. 3, pp. 229-38.

Rusbult, C.E., Farrell, D., Rogers, G. and Mainous, A.G. III (1988), “The impact of exchange variables on exit, voice, loyalty and neglect. An integrated model of responses to declining job satisfaction”, Academy of Management Journal, Vol. 31 No. 3, pp. 599-628.

Saks, A.M. (2006), “Antecedents and consequences of employee engagement”, Journal of Managerial Psychology, Vol. 21 No. 7, pp. 600-19.

Salanova, M.S. and Schaufeli, W.B. (2008), “A cross-national study of work engagement as a mediator between job resources and proactive behaviour”, The International Journal of Human Resource Management, Vol. 19 No. 1, pp. 116-31.

Salanova, M.S., Agut, S. and Peiro´ , J.M. (2005), “Linking organizational facilitators and work engagement to extra-role performance and customer loyalty: the mediation of service climate”, Journal of Applied Psychology, Vol. 90 No. 6, pp. 1217-27.

Schaufeli, W.B. and Bakker, A.B. (2004), “Job demands and job resources and their relationship

with burnout and engagement: a multiple-sample study”, Journal of Organizational Behaviour, Vol. 25 No. 3, pp. 293-315.

Schaufeli, W.B., Taris, T.W. and van Rhenen, W. (2008), “Workaholism, burnout and work engagement: three of a kind or three different kinds of employee wellbeing?”, Applied Psychology: An International Review, Vol. 57 No. 2, pp. 173-203.

Schaufeli, W.B., Salanova, M., Gonza´ lez-Roma, V. and Bakker, A.B. (2002), “The measurement of engagement and burnout: a two sample confirmatory factor analytic approach”, The Journal of Happiness Studies, Vol. 3 No. 1, pp. 71-92.

Swailes, S. (2002), “Organizational commitment: a critique of the construct and measures”, International Journal of Management Reviews, Vol. 4 No. 2, pp. 155-78.

Turnley, W.H., Bolino, M.C., Lester, S.W. and Bloodgood, J.M. (2003), “The impact of psychological contract fulfilment on the performance of in-role and organizational citizenship behaviors”, Journal of Management, Vol. 29 No. 2, pp. 187-206.

Williams, L.J. and Anderson, S.E. (1994), “An alternative approach to method effects by using latent-variable models: applications in organizational behavior research”, Journal of Applied Psychology, Vol. 79 No. 3, pp. 323-31.

Zhao, H., Wayne, S.J., Glibkowsky, B.C. and Bravo, J. (2007), “The impact of psychological contract breach on work-related outcomes: a meta-analysis”, Personnel Psychology, Vol. 60 No. 3, pp. 647-80.


ارجاعات
  • در حال حاضر ارجاعی نیست.