بررسی تأثیر سرمایه روان‌شناختی و تمرکز در کار بر تمایل به ترک خدمت به واسطه روابط محتاطانه: شواهدی از زنان شاغل

نوع مقاله : مقاله پژوهشی

نویسندگان

1 استادیار گروه مدیریت، دانشکده علوم اداری و اقتصادی ، دانشگاه فردوسی مشهد

2 کارشناسی ارشد مدیریت اجرایی، دانشکده علوم اداری و اقتصادی ، دانشگاه فردوسی مشهد

چکیده

اساس زندگی امروزی باعث گردیده است زنان وظایف اکتسابی را بر وظایف سنتی خود اضافه کنند. این در حالی است که امروزه در فعالیت‌های خدماتی به‌خصوص در بخش گردشگری نقش زنان بسیار پررنگ شده است. هدف از این پژوهش بررسی تأثیر سرمایه روان‌شناختی و تمرکز در کار بر تمایل به ترک خدمت به‌واسطه روابط محتاطانه در کارکنان شاغل در آژانس‌های گردشگری شهر مشهد است. پژوهش حاضر به لحاظ هدف کاربردی و ازنظر روش انجام کار، از نـوع پیمایشـی- تحلیلی اسـت. به‌منظور جمع‌آوری داده‌ها از روش نمونه‌گیری غیر تصادفی در دسترس استفاده شد. به دلیل نامعین بودن حجم جامعه، تعداد 390 نفر به‌عنوان نمونه انتخاب شدند. یافته‌های پژوهش نشان داد، سرمایه روان‌شناختی و تمرکز در کار بر روابط محتاطانه زنان تأثیر مثبت و معنی‌داری دارند. از نتایج دیگر اینکه اثر سرمایه روان‌شناختی، تمرکز در کار و روابط محتاطانه بر قصد ترک خدمت کارکنان زن معنی‌دار است. علاوه بر این نقش واسط روابط محتاطانه نیز تائید شد.

کلیدواژه‌ها


عنوان مقاله [English]

Investigating the Effect of psychological capital and Task Focus on Turnover intention With the moderat role of Heedful Relating: Evidence from Women Employes

نویسندگان [English]

  • ghasem eslami 1
  • farshad ghadrei 2
1 Assistant Professor, Department of Management, Faculty of Economics and Administrative sciences , Ferdowsi University of mashhad.
2 Master of Executive Management, Department Economics and Administrative Sciences, Ferdowsi University of mashhad.
چکیده [English]

The basis of today's life has led women to add acquired tasks to their traditional duties. However, the role of women has been highlighted today in service activities, especially in the tourism sector. The purpose of this study is investigating the Effect of psychological capital and Task Focus on Turnover intention With the role of Heedful Relating in female Employees of travel agencies in Mashhad. The present research is a survey based on the purpose of the application and in terms of the method of doing the work. The statistical population includes female employees of hotels in Mashhad. Random sampling method was used to collect data. Due to the uncertainty in the size of the community, 390 people were selected as samples. The findings showed that psychological capital and Task Focus had a positive and significant effect on Heedful Relating of female Employees. From other results, the effect of psychological capital, Task Focus, and Heedful Relating on the Turnover intention woman employees is significant. In addition, the mediator role of Thriving at work has been confirmed.

کلیدواژه‌ها [English]

  • psychological capital
  • Task Focus
  • Heedful Relating
  • Turnover intention
زارع خفری، شهاب‌الدین و حسنی، محمد. (1393). بررسی تأثیر هویت بخشی سازمانی بر رضـایت شـغلی و تمایـل بـه ترک شغل با در نظر گرفتن نقش میانجی رفتـار شـهروند سـازمانی (مطالعـة مـوردی: کارکنـان شهرداری منطقة 2 تهران(. فصلنامة مدیریت دولتی، 1، (4)، 130-109.
Abid, G., Zahra, I., & Ahmed, A. (2015). Mediated mechanism of thriving at work between perceived organization support, innovative work behavior and turnover intention, Pakistan Journal of Commerce and Social Sciences, 9(3): 982-998.
Abid, G., Zahra, I., & Ahmed, A. (2016). Promoting thriving at work and waning turnover intention: A relational perspective, Future Business Journal, 2(2): 127-137.
Ahmed, S., & Ahmed, A. (2015). Employee innovation: management practices affecting the innovative behavior at workplace. In 3rd Islamic Countries Conference on Statistical Sciences (ICCS-13): Statistics for Better Life.
Allen, D. G., Shore, L. M., & Griffeth, R. W. (2003). The role of perceived organizational support and supportive human resource practices in the turnover process, Journal of management, 29(1): 99-118.
Avey, J. B., Luthans, F. & Jensen, S. (2009). Psychological capital: A positive resource for combating stress and turnover. Human Resource Management, 48, 677–693
Branham, F. L. (2000). Six truths about employee turnover. NY: American Management Association, http://www. nichebenefits. com/Library/sixtruths. pdf (Accessed 5-19-08).
Cohen, Susan G. (1993). Designing effective self-managing work teams, Center for Effective Organizations, School of Business Administration, University of Southern California.
Coverman, S. (1989). Role overload, role conflict, and stress: Addressing          consequences of multiple role demands, Social forces, 67(4): 965-982.
Dess, G. G., & Shaw, J. D. (2001). Voluntary turnover, social capital, and organizational performance, Academy of Management Review, 26(3): 446-456.
Dutton, J. E. (2005). Embodying Social Interactions: Integrating Physiology into the Study of Connections and Relationships at Work. Linking organizations and physiology. Academy of ManagementReview33(1), 137-162.
Dutton, J. E. (2006). Energize your workplace: How to create and sustain high-quality connections at work. John Wiley & Sons.
Dutton, J. E., & Heaphy, E. D. (2003). The power of high-quality connections, In Positive organizational scholarship: Foundations of a new discipline, Publisher: Berrett-Koehler Publishers, Editors: Kim Cameron, Jane E Dutton, Robert Quinn, pp.263-278.
Eid, R. (2015). Integrating Muslim customer perceived value, satisfaction, loyalty and retention in the tourism industry: An empirical study. International Journal of Tourism Research, 17(3), 249-260.
Fisher, S. L., & Ford, J. K. (2006). Differential effects of learner effort and goal orientation on two learning outcomes. Personnel Psychology, 51(2), 397–420.
Gahlan, V. S., & Singh, K. (2014). The Effect of Role Overload and Role Ambiguity on Job Performance of IT Professionals in India, IUP Journal of Management Research, 13(3), 59 -81.
Hwang, W., & Ramadoss, K. (2017). The job demands–control–support model and job satisfaction across gender: The mediating role of work–family conflict. Journal of Family Issues, 38(1), 52-72.
Jiang, W., Wang, L., Chu, Z., & Zheng, C. (2019). Does leader turnover intention hinder team innovation performance? The roles of leader self-sacrificial behavior and empathic concern. Journal of Business Research, 104, 261-270.
Kahn, W. A. (1992). To be fully there: Psychological presence at work. Human Relations, 45(4), 321–349.
Khaksari, A., Lee, T. J., & Lee, C. K. (2014). Religious perceptions and hegemony on tourism development: The case of the Islamic Republic of Iran. International Journal of Tourism Research, 16(1), 97-103.
Kim, P. B., Kim, S., Kim, S. S., & Kim, J. (2017). Organizational drivers and outcomes of casino employees’ work adaptability, Journal of Hospitality Marketing & Management, 26(3), 276-296.
Luthans, F., Vogelgesang, G. R., & Lester, P. B. (2006). Developing the psychological capital of resiliency. Human Resource Development Review, 5(1), 25-44.
Luthans, F., Youssef, C. M., & Avolio, B. J. (2007). Psychological capital: Developing the human competitive edge.
Mahfud, T., Triyono, M. B., Sudira, P., & Mulyani, Y. (2019). The influence of social capital and entrepreneurial attitude orientation on entrepreneurial intentions: the mediating role of psychological capital. European Research on Management and Business Economics. 21(2): 175-182.
Mansour, S., & Tremblay, D. G. (2016). How the need for “leisure benefit systems” as a “resource passageways” moderates the effect of work-leisure conflict on job burnout and intention to leave: A study in the hotel industry in Quebec. Journal of Hospitality and Tourism Management, 27, 4-11.
Meek, W. R., Davis‐Sramek, B., Baucus, M. S. & Germain, R. N. (2011). Commitment in franchising: The role of collaborative communication and franchisee's propensity to leave, Entrepreneurship Theory and Practice, 35(3): 559 -581.
Mitchell, T. R., Holtom, B. C., Lee, T. W., Sablynski, C. J., & Erez, M. (2001). Why people stay: Using job embeddedness to predict voluntary turnover. Academy of Management Journal, 44(6), 1102-1101.
Mohamadi, A., Safaei, B. (2016). Entrepreneurship, Learning Orientation, Market Orientation and Human Resource Efforts in Iran 4-Star and 5-Star Hotels. Tourism Management Studies, 11(33), 41-61.
Mossholder, K. W., Richardson, H. A., & Settoon, R. P. (2011). Human resource systems and helping in organizations: A relational perspective. Academy of Management Review, 36(1), 33-52.
Nelson, D. & Cooper, C.L. (Eds.) (2007). Positive Organizational Behavior. SAGE Publications Inc.
Newman, A., Schwarz, S., & Borgia, D. (2014). How does microfinance enhance entrepreneurial outcomes in emerging economies? The mediating mechanisms of psychological and social capital. International Small Business Journal32(2), 158-179.
Niessen, C., Sonnentag, S., & Sach, F. (2012). Thriving at work—A diary study. Journal of Organizational Behavior33(4), 468-487.
Orvis, K. A., Fisher, S. L., & Wasserman, M. E. (2009). Power to the people: Using learner control to improve trainee reactions and learning in web-based instructional environments. Journal ofApplied Psychology94(4), 960-972.
Paterson, T. A., Luthans, F., & Jeung, W. (2014). Thriving at work: Impact of psychological capital and supervisor support, Journal of Organizational Behavior, 35(3): 434-446.
Peterson, M. F., Smith, P. B., Akande, A., Ayestaran, S., Bochner, S., Callan, V., & Hofmann, K. (1995). Role conflict, ambiguity, and overload: A 21-nation study, Academy of Management Journal, 38(2): 429-452.
Porath, C., Spreitzer, G., Gibson, C., & Garnett, F. G. (2010). Thriving at work: Toward its measurement, construct validation, and theoretical refinement, Journal of Organizational Behavior, 33(2): 250-275.
Reisel, W. D., Probst, T. M., Chia, S. L., Maloles, C. M., & König, C. J. (2010). The effects of job insecurity on job satisfaction, organizational citizenship behavior, deviant behavior, and negative emotions of employees, International Studies of Management Organization, 40(1): 74-91.
Rhoades, L., & Eisenberger, R. (2002). Perceived organizational support: a review of the literature, Journal of Applied Psychology, 87(4): 698–714.
Rizwan, M., Arshad, M. Q., Munir, H. M. A., Iqbal, F., & Hussain, A. (2014). Determinants of Employees intention to leave: A Study from Pakistan. International Journal of Human Resource Studies4(3), 1- 18.
Ryle, G. (1949). The concept of mind, Hutchinson & Co. Ltd., London, 15.
Spreitzer, G., Porath, C. L., & Gibson, C. B. (2010). Toward human sustainability: How to enable more thriving at work, Organizational Dynamics, 41(2): 155-162.
Uhl-Bien, M., Graen, G. B., & Scandura, T. A. (2000). Implications of leader-member exchange (LMX) for strategic human resource management systems: Relationships as social capital for competitive advantage, Research in Personnel and Human Resources Management, 18(2000): 137-186.
Wang, J. L. (2006). Perceived work stress, imbalance between work and family/personal lives, and mental disorders. Social Psychiatry and Psychiatric Epidemiology, 41(7): 541-548.
Weick, K. E., & Roberts, K. H. (1993). Collective mind in organizations: Heedful interrelating on flight decks. Administrative science quarterly, 357-381.
Weick, K. E. (2003). Positive organizing and organizational tragedy. Positive organizational scholarship: Foundations of a new discipline, Publisher: Berrett-Koehler Publishers, Editors: Kim Cameron, Jane E Dutton, Robert Quinn, pp. 66-80.
Ye, X., Ren, S., Li, X., & Wang, Z. (2020). The mediating role of psychological capital between perceived management commitment and safety behavior. Journal of Safety Research, 24(2): 255-273.
Zare Khafri, S., Hassani, M. (2014). Investigating the Impact of Organizational Identification on Job Satisfaction and Turnover, Given the Mediation Role of Organizational Citizenship Behavior (Case Study: Region 2 of Tehran Municipality). Journal of Public Administration, 6(1), 109-130.