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صادقیان, نسرین, نعامی, عبدالزهرا, جلیلی شیشوان, علی. (1405). ارائه مدل علی اصالت کارکنان ورزشکار بهزیستی براساس متغیرهای سازمانی با میانجیگری نیازهای بنیادین روانشناختی. فصلنامه علمی زیست فناوری گیاهان زراعی, 13(2), 12-26. doi: 10.30473/fmss.2026.76712.2694
نسرین صادقیان; عبدالزهرا نعامی; علی جلیلی شیشوان. "ارائه مدل علی اصالت کارکنان ورزشکار بهزیستی براساس متغیرهای سازمانی با میانجیگری نیازهای بنیادین روانشناختی". فصلنامه علمی زیست فناوری گیاهان زراعی, 13, 2, 1405, 12-26. doi: 10.30473/fmss.2026.76712.2694
صادقیان, نسرین, نعامی, عبدالزهرا, جلیلی شیشوان, علی. (1405). 'ارائه مدل علی اصالت کارکنان ورزشکار بهزیستی براساس متغیرهای سازمانی با میانجیگری نیازهای بنیادین روانشناختی', فصلنامه علمی زیست فناوری گیاهان زراعی, 13(2), pp. 12-26. doi: 10.30473/fmss.2026.76712.2694
صادقیان, نسرین, نعامی, عبدالزهرا, جلیلی شیشوان, علی. ارائه مدل علی اصالت کارکنان ورزشکار بهزیستی براساس متغیرهای سازمانی با میانجیگری نیازهای بنیادین روانشناختی. فصلنامه علمی زیست فناوری گیاهان زراعی, 1405; 13(2): 12-26. doi: 10.30473/fmss.2026.76712.2694

ارائه مدل علی اصالت کارکنان ورزشکار بهزیستی براساس متغیرهای سازمانی با میانجیگری نیازهای بنیادین روانشناختی

مطالعات مدیریت رفتار سازمانی در ورزش
مقاله 2، دوره 13، شماره 2 - شماره پیاپی 50، تیر 1405، صفحه 12-26    اصل مقاله (1.38 M)
نوع مقاله: مقاله پژوهشی
شناسه دیجیتال (DOI): 10.30473/fmss.2026.76712.2694
نویسندگان
نسرین صادقیان* 1؛ عبدالزهرا نعامی2؛ علی جلیلی شیشوان3
1گروه روانشناسی ، دانشگاه شهید چمران اهواز، اهواز، ایران
2استاد گروه رواشناسی، دانشگاه شهید چمران، اهواز، ایران
3گروه روانشناسی ورزش، دانشگاه علامه طباطبایی، تهران، ایران
چکیده
چکیده
در پژوهش حاضر، الگویی از اثر رهبری اصیل، استقلال شغلی،عدالت سازمانی و حمایت سازمانی بر اصالت کارکنان با میانجی گری کامروایی نیازهای روانشناختی بنیادین تدوین و مورد بررسی قرار گرفت. طرح تحقیق توصیفی و مقطعی می باشد. از طریق نمونه‌گیری تصادفی ساده، تعداد 200 نفر از کارکنان ورزشکار بهزیستی استان آذربایجان‌شرقی به عنوان نمونه تحقیق شدند. مشارکت‌کنندگان، پرسشنامه اصالت کارکنان در محل کار(وان دن بوش و تریس، 2014)، پرسشنامه رهبری اصیل ( آوولیو، گاردنر و والیوم ،۲۰۰۶)،پرسسشنامه استقلال شغلی (هاکمن و اولدهام،1975)، پرسشنامه حمایت سازمانی (آیزنبرگر و همکاران ،1986 ) ، پرسشنامه عدالت سازمانی ادراک شده (کالکیت ، 2001 ) و پرسشنامه نیازهای روانشناختی بنیادین (لاگاردیا و همکاران،2000) را تکمیل کردند. داده ها با روش معادلات ساختاری با کمک نرم افزار ایموس تجزیه و تحلیل گردیدند. یافته‌های مدل‌سازی معادلات ساختاری نشان داد رهبری اصیل تأثیر مستقیم و مثبت شدیدی بر اصالت کارکنان دارد (β=0.79,P<0.001) و نیازهای روان‌شناختی نیز نقش میانجی معناداری در این رابطه ایفا می‌کنند (β=0.17,P<0.001). همچنین، استقلال شغلی (β=0.58) و عدالت سازمانی (β=0.12) اگرچه اثر مستقیم معناداری نداشتند، اما با تقویت نیازهای روان‌شناختی، به‌طور غیرمستقیم زمینه بروز اصالت کارکنان را فراهم می‌کنند.
کلیدواژه‌ها
اصالت کارکنان؛ رهبری اصیل؛ استقلال شغلی؛ عدالت سازمانی؛ حمایت سازمانی
عنوان مقاله [English]
Presenting a Causal Model of Authenticity in Well-Being Among Athlete Employees Based on Organizational Variables, with Mediation by Basic Psychological Needs
نویسندگان [English]
nasrin sadeghian1؛ abdolzahra naami2؛ ali jalili shishavan3
1Department of Psychology, Shahid Chamran University of Ahvaz, Ahvaz, Iran
2Professor, Department of Psychology, Shahid Chamran University, Ahvaz, Iran
3Department of Sport Psychology, Allameh Tabataba&#039;i University, Tehran, Iran
چکیده [English]
Background and Purpose: Organizational variables play a crucial role in shaping employee well-being and authenticity, particularly among athletic employees in welfare organizations who face unique professional and emotional demands. Authenticity at work—defined by authentic living, absence of self-alienation, and resistance to external influence—is recognized as a key driver of psychological health and performance. Drawing on Self-Determination Theory (SDT), basic psychological needs (autonomy, competence, and relatedness) are proposed as critical mechanisms translating contextual workplace variables into individual authenticity. Despite its importance, the causal pathways linking variables like authentic leadership, job autonomy, organizational justice, and organizational support to employee authenticity remain underexplored in this specific demographic. Therefore, the present study aims to present a causal model of the authenticity of athletic employees in the State Welfare Organization based on organizational variables, with the mediating role of basic psychological needs.
 
Methodology: This applied study adopted a descriptive-correlational, cross-sectional design and employed Structural Equation Modeling (SEM). The statistical population consisted of all athletic employees of the State Welfare Organization in East Azerbaijan Province. Based on Cochran’s formula and methodological recommendations, a sample of 251 employees (170 holding Bachelor’s, 69 Master’s, and 12 PhD degrees; mean age = 52.19 years) was selected using convenience sampling via online questionnaires. Data were collected using standard instruments: Individual Authenticity Measure at Work (Van den Bosch & Taris, 2014), Authentic Leadership Questionnaire (Avolio et al., 2006), Job Autonomy Scale (Hackman & Oldham, 1975), Perceived Organizational Support (Eisenberger et al., 1986), Organizational Justice (Colquitt, 2001), and the Basic Psychological Needs Scale (La Guardia et al., 2000). Statistical assumptions, including normality and absence of multicollinearity (VIF < 10), were confirmed. Data analysis was conducted using SPSS 24 and AMOS 24, utilizing bootstrapping methods to assess mediation effects.
 
Results: The SEM results demonstrated a satisfactory fit for the proposed conceptual model. Findings revealed that authentic leadership had a strong and significant direct positive effect on employee authenticity (β=0.79, p<0.001). Furthermore, the fulfillment of basic psychological needs significantly mediated the relationship between the organizational variables and employee authenticity (β=0.17, p<0.). Interestingly, while job autonomy (β=0.58) and organizational justice (β=0.12) did not exhibit significant direct effects on employee authenticity, they had significant indirect effects through the mediation of basic psychological needs.
 
Discussion: The findings confirm that authentic leadership is a primary determinant of authenticity among athletic employees, aligning with prior literature highlighting the importance of supportive and transparent leadership. The significant mediating role of basic psychological needs provides robust empirical support for Self-Determination Theory (SDT) in the workplace, indicating that organizational factors such as justice and autonomy foster authenticity only when they successfully fulfill employees’ innate psychological needs. The lack of direct effects for job autonomy and justice emphasizes the necessity of this psychological translation process. Limitations of the study include its cross-sectional design, which restricts definitive causal inferences, and the reliance on convenience sampling limited to East Azerbaijan Province, which warrants caution in generalizing the results to other regions or sectors.
 
Conclusions: The present study demonstrated that basic psychological needs act as a vital mechanism channeling the positive impact of organizational variables—especially authentic leadership—toward employee authenticity. The results support key principles inferred from SDT, emphasizing the multidimensional nature of workplace well-being. Theoretically, the study contributes to the expansion of authenticity and psychological needs research within sport and welfare settings. Practically, it provides welfare organizations, human resource managers, and policymakers with actionable insights to cultivate authentic leadership and design interventions aimed at satisfying basic psychological needs. Future studies are recommended to test this causal model longitudinally and validate it across broader geographical regions and diverse athletic populations.
کلیدواژه‌ها [English]
Employee authenticity, authentic leadership, job autonomy, organizational justice, organizational support
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