نوع مقاله : مقاله پژوهشی
نویسندگان
1 دانشجوی دکتری روانشناسی، دانشکده روانشناسی و علوم تربیتی، دانشگاه اصفهان، اصفهان، ایران
2 استاد، روانشناسی صنعتی و سازمانی، مرکز تحقیقات عوامل اجتماعی موثر بر سلامت، دانشگاه علوم پزشکی اصفهان، اصفهان، ایران.
3 پرستاری، دانشکده پرستاری و مامایی، دانشگاه شهید بهشتی، رشت، ایران
چکیده
م
قدمه: نظریه‌ی انگیزه‌ی خدمت به خلق یکی از معدود نظریات انگیزشی است که به بررسی انگیزه در سازمان‌های دولتی و همبسته‌های سازمانی آن همچون عملکرد شغلی در بخش دولتی می‌پردازد. پژوهش‌های پیشین با تأکید بر تأثیر مستقیم انگیزه‌ی خدمت به خلق بر عملکرد، منجر به ایجاد نتایج ضد و نقیض گشته‌اند. در این پژوهش، استدلال شده است که تأثیر انگیزه بر عملکرد شغلی، به صورت غیر مستقیم است، متغیرهای تناسب فرد- سازمان و تناسب فرد- شغل، به عنوان متغیرهای میانجی در این رابطه مورد شناسایی قرار گرفت.
روش بررسی: این مطالعه مقطعی بود و از آن جایی که شغل پرستاری یکی از بهترین مشاغلی است که می‌توان در آن انگیزه‌ی خدمت به خلق مشاهده کرد، بیمارستان‌های دولتی به عنوان محیط پژوهش انتخاب شد. بدین منظور تعداد 103 نفر از پرستاران زن بیمارستان‌های دولتی شهر اصفهان به صورت تصادفی انتخاب شدند و به پرسش‌نامه‌های انگیزه‌ی خدمت به خلق، تناسب فرد- سازمان، تناسب فرد- شغل و عملکرد شغلی پاسخ دادند. نتایج حاصل سپس توسط نرم‌افزار معادلات ساختاری AMOS (Analysis of moment structures) تحلیل شد.
یافته‌ها: رابطه‌ی میان انگیزه‌ی خدمت به خلق هم با تناسب فرد- سازمان (371/0 = β و 01/0 > P) و هم با تناسب فرد- شغل (561/0 = β و 001/0 > P)، مثبت و معنی‌دار است. همچنین روابط تناسب فرد- سازمان و هم تناسب فرد- شغل نیز با عملکرد شغلی، مثبت و معنی‌دار است (به ترتیب: 367/0 = β و 001/0 > P و 482/0 = β و 001/0 > P). اما مطابق فرض در حضور تناسب فرد- سازمان و تناسب فرد- شغل، انگیزه‌ی خدمت به خلق با عملکرد رابطه‌ی معنی‌دار نداشت که تأیید کننده‌ی نقش میانجی این دو متغیر است.
نتیجه‌گیری: در حالی که سازمان‌های خصوصی می‌توانند با تکیه‌ی بیشتر بر پاداش‌های مادی همچون پول، افراد را در جهت کار کردن بهتر در راستای اهداف و تأمین سود مالک برانگیزانند، سازمان‌های دولتی باید بیشتر بر درخواست از کارکنانشان برای کار در جهت پیشبرد اهداف جامعه و همچنین ارضای نیازهای شخصی متکی باشند تا کارآیی بالاتری را شاهد باشند
کلیدواژه‌ها
عنوان مقاله [English]
Mediating Role of Individual-Organization and Individual-Job Proportion in Correlation with Public Service Motivation and Job Performance among Nurses of Governmental Hospitals in Isfahan, Iran*
نویسندگان [English]
- Ali Naseri Mohammad Abadi 1
- Abolghasem Nouri 2
- Azadeh Askari 1
- Robab Sadegh 3
1 PhD Student, Psychology, School of Psychology and Educational Sciences, The University of Isfahan, Isfahan, Iran
2 Professor, Psychology, Research Center of Social Factors Effective on Health, Isfahan University of Medical Sciences, Isfahan, Iran
3 Nursing, School of Nursing and Midwifery, University of Shahid Beheshti, Rasht, Iran
چکیده [English]
Introduction: Public service motivation (PSM) is one of the few motivational theories, which
investigates the motivation and its organizational outcomes such as job performance in public and
governmental sectors. By emphasizing on direct effect of PSM on job performance, previous
studies led to contradictory results. In this study, it is supposed that the effect of PSM on job
performance is indirect; thus individual-organization and individual-job proportion were
investigated as mediator variables in this correlation.
Methods: Since nursing is one of the best jobs that the PSM might be observed in, this study was
conducted in governmental hospitals. Similarly, 103 nurses, who were employed in governmental
hospitals of Isfahan, were randomly selected and then answered to PSM, individual-organization
proportion, individual-job proportion and job performance questionnaires. Thereafter, the data
were analyzed through SPSS AMOS™ structural equation modeling software.
Results: Findings indicated that the PSM had a significant and positive correlation with both
individual-organization proportion (β = 0.371, P < 0.01) and individual-job proportion (β = 0.561,
P < 0.001). In addition, positive correlation between individual-organization proportion and
individual-job proportion with job performance was also significant (β = 0.367, P < 0.001) and
(β = 0.482, P < 0.001), respectively. However, according to what was assumed and hypothesized
for the individual-organization proportion and individual-job proportion, PSM did not have a
significant correlation with job performance; therefore, the individual-organization proportion
and individual-job proportion confirmed these two variables to serve as a mediator.
Conclusion: While private organizations could rely more on material rewards such as financial aid
for motivating their employees in the direction of employer’s goals and interests, governmental
organizations should focus on requesting their employees in order to attempt for advancing the
community goals as well as satisfying individual needs in order to increase their efficiency.
کلیدواژه‌ها [English]
- Motivation
- Public Service Motivation
- Individual-Organization Proportion
- Individual-Job Proportion
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