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رابطه بین فراشایستگی ادراک‌شده با خشنودی و خستگی شغلی با تعدیل‌گر معنادار بودن کار، تبادل رهبر-عضو و انسجام تیمی | ||
| شناخت اجتماعی | ||
| مقاله 11، دوره 12، شماره 24، آذر 1402 اصل مقاله (753.95 K) | ||
| نوع مقاله: مقاله پژوهشی | ||
| شناسه دیجیتال (DOI): 10.30473/sc.2024.71680.2991 | ||
| نویسندگان | ||
| پرنیا ابراهیمی لویه1؛ عبدالزهرا نعامی* 2؛ سید اسماعیل هاشمی2 | ||
| 1دانشجوی کارشناسی ارشد روانشناسی صنعتی و سازمانی گروه روانشناسی، دانشگاه شهید چمران اهواز، اهواز، ایران. | ||
| 2استاد گروه روانشناسی، دانشگاه شهید چمران اهواز، اهواز، ایران. | ||
| چکیده | ||
| هدف پژوهش حاضر تعیین رابطه فراشایستگی ادراک‌شده با خشنودی شغلی و خستگی شغلی و همچنین تعیین نقش تعدیل‌گری معنادار بودن کار، تبادل رهبر عضو و انسجام تیمی در رابطه بین فراشایستگی ادراک‌شده با خشنودی شغلی و خستگی شغلی می‌باشد. این پژوهش از نظر هدف از نوع کاربردی می‌باشد و از جنبه شیوه گردآوری داده‌ها از توصیفی (پیمایشی) است. جامعه آماری 180 نفر از کارکنان یک شرکت بودند که به‌صورت نمونه‌گیری تصادفی ساده انتخاب شدند. از پرسش‌نامه‌های سنجش فراشایستگی ادراک‌شده توس مینارد و همکاران (2006)، خشنودی شغلی کلی (آقو و همکاران ،1993)، پرسش‌نامه خستگی شغلی (وادانویچ و کاس (1990)، پرسش‌نامه انسجام تیمی (کارلس و دی پاولا،2000)، پرسش‌نامه معناداری کار (استگر و همکاران ،۲۰۱۲) و پرسش‌نامه تبادل رهبر-عضو (گرائن و یوهل-بین، 1995) استفاده شد. در این پژوهش برای تحلیل داده‌ها از روش‌های همبستگی و رگرسیون با استفاده از نرم‌افزار SPSS انجام شد. یافته‌ها نشان داد که بین فراشایستگی با خشنودی شغلی همبستگی مثبت و با خستگی شغلی همبستگی منفی وجود داشت. همچنین معنادار بودن کار، انسجام تیمی و تبادل رهبر-عضو رابطه بین فراشایستگی ادراک‌شده با خشنودی شغلی و خستگی شغلی را تعدیل نموده‌اند. | ||
| کلیدواژه‌ها | ||
| فراشایستگی ادراک‌شده؛ خشنودی شغلی؛ خستگی شغلی؛ معنادار بودن کار؛ تبادل رهبر-عضو | ||
| عنوان مقاله [English] | ||
| The Relationship between Perceived Overqualification with Job Satisfaction and Job Boredom, and the Moderating Role of Work Meaningfulness, Member-Leader Exchange and Team Cohesion | ||
| نویسندگان [English] | ||
| Pernia Ebrahimi Loya1؛ Abdulzahra Naami2؛ Seyed Esmaeil Hashemi2 | ||
| 1MA. Student Industrial and Organizational Psychology Department of Psychology, Shahid Chamran University of Ahvaz, Ahvaz, Iran. | ||
| 2Professor, Department of PsychologyShahid Chamran University of Ahvaz, Ahvaz, Iran. | ||
| چکیده [English] | ||
| Recently, due to factors such as the unfavorable economic situation, global changes in work and the increase in the level of education, the concern and problem of human resource management of organizations is that a large number of employees have an education level, skills and capabilities beyond what is necessary for the successful implementation of the job. are collisions. The purpose of the current research was to determined the relationship between perceived overqualification with job satisfaction and job boredom, and determine the moderating role of work meaningfulness, member-leader exchange and team cohesion in the relationship between perceived overqualification with job satisfaction and job boredom. The research design was cross-sectional. The statistical Sample included 180 participants that were selected by sample random sampling from a company in Tehran. The instruments included questioners of job satisfaction (Agho et al.., 1992), perceived over qualification (Maynard et al. 2006), job boredom (Vodanovich & Kass, 1990), cohesion work (Carless & De Paola, 2000), work meaningfulness (Steger et al., 2012) and member-leader exchange (Graen & Uhl-Bien, 1995). In this research, data analysis was done by correlation and regression methods using the SPSS software. In addition, work meaningfulness, member-leader exchange, and team cohesion team cohesion moderated the relationship between perceived overqualification with job satisfaction, and job boredom. The inherent limitation of the present study is the cross-sectional research design, which does not provide the possibility of causal inference from the results. Although the proposed hypotheses are designed based on strong theories in the field of super-competence, the existence of reverse causality is not far from the mind. In addition, the use of only questionnaires can be another limitation of this research. It is suggested that this research be carried out in other organizations to determine the generalizability of the results. | ||
| کلیدواژه‌ها [English] | ||
| Perceived Overqualification, Job Satisfaction, Job Boredom, Work Meaningfulness, Member-Leader Exchange | ||
| مراجع | ||
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