تناسب فرد–شغل و رفتارهای انحرافی کارکنان: عجینشدن با کار بهمثابه سازوکار انگیزشی و عدالت سازمانی ادراکشده بهمثابه شرط زمینهای
کلمات کلیدی:
تناسب فرد–شغل, رفتارهای انحرافی کارکنان, عجینشدن با کار, عدالت سازمانی ادراکشده, مدل میانجی ـ تعدیلگر, رفتار سازمانیچکیده
هدف پژوهش حاضر بررسی تأثیر تناسب فرد–شغل بر رفتارهای انحرافی کارکنان با نقش میانجی عجینشدن با کار و نقش تعدیلگر عدالت سازمانی ادراکشده بود. پژوهش حاضر از نظر هدف کاربردی و از نظر روش، کمی، توصیفی–پیمایشی و مبتنی بر مدلیابی معادلات ساختاری بود. جامعه آماری شامل کارکنان شرکت توزیع داروپخش بود که از میان آنان 302 نفر با روش نمونهگیری تصادفی ساده انتخاب شدند. دادهها با استفاده از پرسشنامههای استاندارد تناسب فرد–شغل، رفتارهای انحرافی در محیط کار، عجینشدن با کار و عدالت سازمانی ادراکشده گردآوری شد. تحلیل دادهها با رویکرد حداقل مربعات جزئی و نرمافزار SmartPLS انجام گرفت. نتایج نشان داد تناسب فرد–شغل اثر منفی و معناداری بر رفتارهای انحرافی کارکنان دارد؛ بهگونهای که ضریب مسیر این رابطه برابر با 0.199-، مقدار t برابر با 3.688 و سطح معناداری برابر با 0.000 بود. همچنین تناسب فرد–شغل اثر مثبت و معناداری بر عجینشدن با کار داشت؛ بهطوریکه ضریب مسیر 0.817، مقدار t برابر با 47.175 و سطح معناداری 0.000 به دست آمد. عجینشدن با کار نیز اثر منفی و معناداری بر رفتارهای انحرافی داشت، با ضریب مسیر 0.215-، مقدار t برابر با 2.375 و سطح معناداری 0.018. اثر عدالت سازمانی ادراکشده بر رفتارهای انحرافی نیز منفی و معنادار بود، با ضریب مسیر 0.545-، مقدار t برابر با 5.141 و سطح معناداری 0.000. اثر غیرمستقیم تناسب فرد–شغل بر رفتارهای انحرافی از طریق عجینشدن با کار نیز معنادار گزارش شد. یافتهها نشان میدهد کاهش رفتارهای انحرافی کارکنان صرفاً نتیجه مستقیم تناسب فرد با شغل نیست، بلکه از طریق افزایش عجینشدن با کار و در بستر ادراک عدالت سازمانی تقویت میشود؛ بنابراین سازمانها باید همزمان بر انتصاب شغلی مناسب، طراحی مشاغل انگیزاننده و ارتقای عدالت سازمانی تمرکز کنند.
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حق نشر 2025 Mehdi Farahani (Author); Samad Rahimi Aghdam (Corresponding author)
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