دو فصلنامه علمی جامعه شناسی آموزش و پرورش

نوع مقاله : مقاله پژوهشی (کمی)

نویسندگان

گروه مدیریت دولتی،واحد قزوین،دانشگاه آزاد اسلامی، قزوین،ایران

10.22034/ijes.2021.529963.1053

چکیده

هدف: پژوهش حاضر با هدف بررسی تاثیر حالات روان­شناختی بر وفاداری کارکنان در آموزش­و­­پرورش انجام شد.
روش­شناسی: پژوهش از نظر هدف کاربردی و به لحاظ روش آمیخته (کیفی وکمی) بود. جامعه پژوهش در بخش­کیفی خبرگان تعلیم وتربیت و اساتید روانشناختی بودندکه براساس اصل اشباع نظری به تعداد۲۰نفر انتخاب و باروش نمونه­گیری هدفمند و گلوله برفی مصاحبه شدند. تمام مصاحبه­ها به شیوه تحلیل مضمون کدگذاری و با نرم­افزار Maxqude تحلیل شد. در بخش کمی جامعه آماری شامل کارکنان ستادی، دبیران و مدیران منتخب آموزش­وپرورش استان­قزوین در پائیز ۱۳۹۹به­تعداد ۱۲۰۰نفر و براساس فرمول­کوکران ۲۹۲ نفر به­عنوان نمونه آماری انتخاب شد. روایی پرسش­نامه بااستفاده از روایی صوری و محتوایی تایید شد. پایایی پرسش­نامه با آزمون کرونباخ مقدار ۹۲/۰حاصل شد. تجزیه­وتحلیل داده­ها با تحلیل عاملی استنباطی و با نرم­افزار MICMAC انجام شد. درنهایت برای اعتبار­سنجی معادلات ساختاری و برازش مدل از روش حداقل مربعات­جزئی و نرم­افزار  PLS استفاده شد.
یافته­ها: نتایج بخش کیفی نشان داد ۶۴ شاخص و ۲۶مولفه در قالب ۷بُعد وجودداشت که شامل : بُعدشخصی با مولفه­های(خودکارآمدی، تاب­آوری، عزت­نفس، رفتار­فرانقشی)، بُعد شرایط­شغلی با مولفه­های(حمایت­سرپرستان، استقلال­وآزادی­عمل، توسعه­حرفه­ای، تناسب­شغل- فرد)، بُعدشرایط­سازمانی بامولفه­های(اعتمادسازمانی، فرصت­رشدویادگیری، پاداش­وقدردانی، هویت­واستراتژی­های­سازمانی)، متغیر تعدیل­گر حالات­روان­شناختی با مولفه­های (امنیت­شغلی، تعامل­سازمانی، وجوه­شخصیتی، هنجارهای اجتماعی)، بُعدنتایج فردی با مولفه­های(شورواشتیاق، جذب­درکار، سطح مهارت)، بُعدنتایج­شغلی شامل مولفه­های(رضایت­شغلی، تعهدبه­کار، توانمندسازی) و  بُعد نتایج سازمانی شامل مولفه­های(بهره­وری­مطلوب، بهبودکیفیت، شایسته­سالاری­درسازمان، تکریم­ورضایت ارباب­رجوع) استخراج شده دارای اثر مثبت بر وفاداری کارکنان آموزش­و پرورش بودند. نتایج بخش­کمی نشان داد مدل برازش(۳۹/۰= GOF) مناسبی داشت و مجموعه متغیرهای الگو توانستند به میزان ۷۶/۰­واریانس وفاداری را پش­بینی کنند.
بحث و نتیجه­گیری: براساس یافته­های پژوهش در الگوی ارائه شده می­توان نتیجه گرفت حالات روان­شناختی یکی از مهمترین و حیاتی­ترین عوامل در پرورش وفاداری کارکنان آموزش­وپرورش بود. این نتایج می­تواند زمینه بازنگری و ایجاد تغییرات اساسی در قوانین سازمانی را فراهم آورد.
 

کلیدواژه‌ها

عنوان مقاله [English]

Designing a Pattern on the Effect of Psychological States on the Loyalty in the Educational Organization Employees

نویسندگان [English]

  • Mohsen Norani
  • Reza Shabannejad
  • Beitollah Akbari Moghaddam

Department of Public Administration, Qazvin Branch, Islamic Azad University, Qazvin, Iran

چکیده [English]

Purpose: In human capital management, the term employee loyalty is used as a key to motivate and maintain employees with higher productivity and has a significant effect on well-being, attachment and job satisfaction, employee effectiveness and organizational performance. Enthusiastic employees completely integrate with the organization and consider the organization as their identity, consider the organization's failure and success as their own failure and success, and strengthen each other in difficult and critical times, cover the organization's weak points, and in They take the path of doing impossible things.This study aimed to investigate the effect of psychological states on loyalty in the educational organization employees.
Methodology: The research was applied in terms of purpose and mixed in terms of method (qualitative and quantitative). The research population in the qualitative section were education experts and psychology professors who based on the principle of theoretical saturation, 20 people were selected and interviewed by purposeful sampling and snowball. All interviews were coded by content analysis method and were analyzed by Maxqude software. In a small part of the statistical population, including staff, teachers and selected managers of education in Qazvin province in the fall of 2020 with a number of 1200 people and based on Cochran's formula 292 people were selected as a statistical sample. The validity of the questionnaire was confirmed using face and content validity. The reliability of the questionnaire was 0.92 with Cronbach's test. Data analysis was performed by inferential factor analysis with MICMAC software. Finally, Minimum Partial- Squares method and PLS software were used to validate the structural equations and model fit.
Findings: he results of the qualitative section showed that there were 64 indicators and 26 components in the form of 7 dimensions, which include: personal dimension with components (self-efficacy, resilience, self-esteem, role-playing behavior), working conditions dimension with components (supervisor support, Independence and freedom of action, professional development, job-person fit), organizational-organizational dimension with components (organizational trust, learning opportunities, reward and appreciation, identity, organizational strategies), moderating variables with Psychological components (job security, organizational interaction, personality traits, social norms), individual outcomes with components (passion, job attraction, skill level), job components (outcomes including, Job satisfaction, commitment to work, empowerment) and the dimension of organizational results including: (productivity, desirability, quality improvement, meritocracy in the organization, respect and client satisfaction) extracted have a positive effect on the loyalty of education staff. The results of a small part showed that the model had a good fit (GOF = 0.39) and the set of pattern variables could predict the loyalty variance of 0.76.
Conclusion: According to the research findings in the proposed pattern, it could be concluded that psychological states are one of the most important and vital factors in developing loyalty among educational organization employees. These results can provide a basis for reviewing and making fundamental changes in organizational rules.
 

کلیدواژه‌ها [English]

  • Employee Loyalty
  • Psychological States
  • Meta-Synthetic Method
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