تأثیر فلات‌زدگی شغلی بر قصد ترک سازمان، نقش متغیرهای حمایت سازمانی ادارک شده، یادگیری خودکارآمدی، محوریت کار و متغیرهای تعدیلگر قدرت تحمل ابهام و مربیگری

پژوهش نامه مدیریت تحول

مقاله 7، دوره 14، شماره 1 بهار و تابستان 1401 - شماره پیاپی 27، شهریور 1401، صفحه 189-217  

نوع مقاله: مقاله پژوهشی

شناسه دیجیتال (DOI): 10.22067/tmj.2022.68312.1027

نویسنده

علیرضا صارمی

دکتری مدیریت منابع انسانی دانشگاه پیام نور

چکیده

چکیده
هر چند در ادبیات به عوامل تأثیرگذار بر قصد ترک سازمان توجه کافی شده است، اما به فلات شغلی به شکلی منسجم و در قالب یک مدل توجه چندانی نشده است، حتی زمانی که کارمندان در پست‌های خود برای مدت زیادی می‌مانند و احتمال پیشرفت یا افزایش مسئولیت‌های شغلی کم است. هدف از این مطالعه بررسی عوامل مؤثر بر فلات شغلی و تأثیر آن بر قصد ترک سازمان، با نقش متغیرهای تعدیلگر قدرت تحمل ابهام و مربیگری است. جامعه‌ آماری کارشناسان شهرداری‌های درجه 1 تا 7 استان فارس و روش نمونه‌گیری، تصادفی سیستماتیک است. داده‌ها با استفاده از پرسشنامه استاندارد جمع‌آوری و به روش مدل معادلات ساختاری در قالب نرم‌افزار اسمارت پی‌ال‌اس مورد تجزیه‌وتحلیل قرار گرفت. نتایج نشان داد متغیرهای حمایت سازمانی ادراک شده و یادگیری خودکارآمدی بر فلات ساختاری و محتوایی و همچنین فلات‌زدگی ساختاری و محتوایی بر قصد ترک سازمان تأثیر منفی و معناداری دارد. محوریت کار بر فلات ساختاری تأثیر منفی و معناداری دارد، اما این تأثیر بر فلات‌زدگی محتوایی رد شد. نتایج حاصل از متغیرهای تعدیلگر نشان داد که مربیگری به‌طور منفی رابطه بین فلات‌زدگی ساختاری و محتوایی با قصد ترک سازمان تحت تأثیر قرار می‌دهد. متغیر قدرت تحمل ابهام به‌طور مثبت رابطه بین فلات‌زدگی ساختاری با قصد ترک سازمان تحت تأثیر قرار می‌دهد. بر این اساس افرادی که قدرت تحمل ابهام بالایی دارند با درک فلات‌زدگی ساختاری تمایل به ترک سازمان در آنان تقویت می‌شود، ضمن اینکه این تأثیر در مورد فلات‌زدگی محتوایی رد شد.

کلیدواژه‌ها

فلات شغلی؛ قصد ترک سازمان؛ قدرت تحمل ابهام؛ مربیگری

مراجع

References

Allen, M. W.; Armstrong, D. J.; Reid. M. F., & Riemenschneider. C. K. (2008). Factor impacting the perceived organizational support of IT employees, Information & Management. 45, 556-563.

Allen, T. D.; Russell, J. A.; Poteel, M. L., & Dobbins, G. H. (1999). Learning and development factors related to perceptions of job content and hierarchical plateauing, Journal of Organizational Behavior. 20, 1113-1137.

Armstrong-Stassen, M. (2008). Factors associated with job content plateauing among older workers, Career Development International, 13 (7), 594-613.

Arshadi, N., & Hayavi G. (2013). The effective of perceived organizational support on effective commitment and job performance: mediating role of OBSE, Journal of Procedia- social and behavioral sciences. 84, 739- 743.

Ajzen, I. (2002). Residual effects of past on later behavior: Habituation and reasoned action perspectives, Personality and Social Psychology Review, 6(2), 107-122.

Blazeviciene, A., & Milonas, D. (2019). Moral Distress and Intention to Leave the Profession: Lithuanian Nurses in Municipal Hospitals, Journal of Nursing Scholarship, 0(0), 1–9.

Chin, W.W. (2010). How to write up and report PLS analyses. In V. E. Vinzi, W. W. Chin, J. Henseler, H. & Wang (Eds.), Handbook of partial least squares: Concepts, methods and applications in marketing and related fields. Berlin: Springer.

Damnjanovic,V.; Proud, W., & Milosavljevic M. (2020). Mentoring development at student international business case competitions, Euro Med Journal of Business. DOI 10.1108/EMJB-12-2018-0092.

Deranty, J. P. (2015). Historical Objections to the Centrality of Work, Constellations, 22(1), 105-121.

Drucker-Godard, C.; Fouque, T.; Gollety, M., & Flanchec, A. L. (2015). Career Plateauing, Job Satisfaction and Commitment of Scholars in French Universities, Public Organiz Rev. 15, 335–351.

Ettington, D. R. (1998). Successful Career Plateauing, Journal of Vocational Behavior. 52 (11), 72-88.

Kline, R. B. (2012). Principles and Practice of Structural Equation Modeling. New York: Guilford Press.

Eys, M. A.; Beauchamp, M. R.; Bray. S. R., & Carron A.V. (2003). The effect of role ambiguity on competitive state anxiety, Journal of Sport and Exercise Psychology. 25, 77–92.  

Foster, B. P.; Shastri, T., & Withane, S. (2011). The Impact of Mentoring on Career Plateau and Turnover Intentions of Management Accountants, Journal of Applied Business Research. 20(4), 33-43.

Godshalk, V. M., & Fender, M. C. (2014). External and Internal Reasons for Career Plateauing: Relationships with Work Outcomes, Group & Organization Management. 40(4),529-559.

Hajdu, G., & Sik, E. (2018). Age, Period, and Cohort Differences in Work Centrality and Work Values, Societies, 8(1), 1-33.

Hajkarimi, A.; Rezaian, A.; Alamtabriz, A., & Soltani, M. (2012). An intermediate model to explain the relationship between perceptions of organizational support, perceptions of organizational respect, and participation in decision-making with organizational commitment, Strategic management thinking. 6(2),177-200.

Hair, J. F.; Ringle, M., & Sarstedt, M. (2011). PLS-SEM: Indeed, a silver Bullet, Journal of Marketing Theory and Practice. 19(2), 139–151.

Heijden, B. I. J. M.; Dam, K. V., & Hasselhorn, H. (2009). Intention to leave nursing, Career Development International, 14(7), 616-635.

Homburg, V.; Heijden, B., & Valkenburg, L. (2013). Whydo nurses change jobs? An empirical study on determinants ofspecific nurses’ post-exit destinations, Journal of Nursing Man-agement, 21(6), 817-826.

Heilmann, S. G.; Holt, D.T., & Rilovick, C. Y. (2008). Effects of career plateauing on turnover: A test of a model, Journal of Leadership & Organizational Studie, 15:  59-68.

Hofstetter, H., & Cohen, A. (2014). The mediating role of job content plateau on the relationship between work experience characteristics and early retirement and turnover intentions, Personnel Review, 43(3), 350-376.

Hom, P. W.; Lee, T. W.; Shaw, J. D., & Hausknecht, J. P. (2017). One hundred years of employee turnover theory and research, Journal of Applied Psychology, 102(3), 530.

Honicke, T., & Broadbent, J. (2016). The influence of academic self-efficacy on academic performance: A systematic review, Educational Research Review, 17, 63–84.

Hwang, J., & Chang, H. (2008). Explaining turnover intention in Korean public community hospitals: occupational differences, Int J Health Plann Mgmt. 23,119-138.

Hwang, J., & Chang, H. (2009). Work climate perception and turnover intention among Korean hospital staff, International nursing review. 56(1), 73-80.

Jang, K. R., & Kim, T. H. (2009). Impacts of career plateau on job commitment, organizational commitment, and counterproductive work behaviors among sport management professionals, Korean journal of physical education, 48(6), 335-346.

Kang, M., & Sung, M. (2019). To leave or not to leave: the effects of perceptions of organizational justice on employee turnover intention via employee-organization relationship and employee job engagement, Journal of Public Relations research. 31(5-6), 1-24.

Kaur, H., & Kaur, R. (2021). Career adaptability and job outcomes: a moderated mediation model of proactivity and job content plateau in educational sector, Higher Education, Skills and Work-Based Learning, 4, 929-945.

Kavanaugh, J.; Duffy, J. A., & Lilly, J. (2006). The relationship between job satisfaction and demographic variables for healthcare professionals, Management Research News. 29 (6), 304-25.

Kim, S. D., & Kim, I. G. (2020). The Relationship among Employee Career Plateau, Job Satisfactions, Organizational Cynicism and Turnover Intention of Public Sports Facility in Korea Local autonomy, International Journal of Advanced Science and Technology, 29(4), 229-238.

Lentz, E., & Allen, T.D. (2009). The Role of Mentoring Others in the Career Plateauing Phenomenon, Group & Organization Management. 34(3), 358-384.

Liou, S. R., & Cheng, C. Y. (2009). Organizational climate, organizational commitment and intention to leave amongst hospital nurses in Taiwan, Journal of Clinical Nursing, 19: 1635–1644.

Mannheim, B.; Baruch, Y., & Tal, J. (1997). Alternative models for antecedents and outcomes of work centrality and job satisfaction of high-tech personnel, Human Relations. 50 (12), 1537-62.

Mcline, D. L. (2009). Evidence of the Properties of an ambiguity tolerance Measure: the Multiple Stimulus Types an ambiguity tolerance Scale-11 (MSTAT-11), Psychological Reports, 105, 975-988.

Meier, K., & Alisa, H. (2008). Employee Turnover and Organizational Performance: Testing a Hypothesis from Classical Public Administration, Journal of Public Administration Research and Theory. 18, 573–90.

Mikkelsen, A., & Burke, R.I. (2006). Examining the career plateau among police officers, International Journal of police strategy and management, 29 (4), 691-703.

Minjeong Kang, M., & Sung, M. (2019). To leave or not to leave: the effects of perceptions of organizational justice on employee turnover intention via employee-organization relationship and employee job engagement, Journal of Public Relations Research, 31(5-6), 152-175.

Mirkamali, M.; Ebrahimi, S.; khalilbeigi, K., & Fathi, A. (2019). Relationship between job plateau with tendency to leave service, job stress and burnout of employees, Development and transformation. 36,1-9.

Mobasheri, E., & Babaee M. (2017). Investigating the relationship between job plateau and staff leaving the second refinery of South Pars Gas Complex, Research and accounting. 37, 52-63.

Nunally J. (1978). Psychometric theory. New York: Mc Graw-Hill.

Nyberg, A. (2010). Retaining your high performers: Moderators of the performance—job satisfaction—voluntary turnover relationship, Journal of Applied Psychology. 95, 440–53.

Omar, K.; Anuar, M. M.; Salleh, A. M., & Yaakop, A.Y. (2014). Career Plateauing: Is It Still a Matter of Concern, Mediterranean Journal of Social Sciences. 5(7), 224-230.

Ongori, H., & Agolla, J.E. (2009). Paradigm shift in managing career plateau in organization: the best strategy to minimize employee intention to quit, African journal of business management, 3(6), 268-271.

Panaccio, A., & Vandenberghe C. (2012). Perceived sacrifice and little alternative commitment: The motivational underpinnings of continuance commitment’s sub dimensions, Journal of Vocational Behavior. 81(1), 59-72.

Park, I. J.; Hai, S.; Lee, S., & Sohn, Y. (2019). Investigating Psychometrics of Career Decision Ambiguity Tolerance Scale, Psycho, 10.

Riggle, J.; Robert, D. R.; Edmondson, J. D., & Hansen, H. (2009). A meta- analysis of the relationship between perceived organizational support and job outcomes: 20 years of research, Journal of business research. 62, 1027-1030.

Robson, A., & Robson, F. (2016). Investigation of nurses’ intention to leave: a study of a sample of UK nurses, Journal of Health Organization and Management, 30(1).

Rotondo, D. M., & Perrewe, P.L. (2000). Coping with a career Plateau: An Empirical Examination of What Works and What Doesn’t, Journal of Applied Social Psychology, 30, 2622-2646.

Salehardestani, A., & Sayednaghavi M. (2016). Explaining the relationship between job burnout and organizational indifference and the tendency of employees to retire, General Management Research. 9(31), 145-160.

Sarlak, M. (2011). Emerging figures of the organization in the 21st century (theories, applications and challenges). Tehran:  publication of Marjae Danesh. (In Persian).

Schneider, M., & Preckel, F. (2017). Variables associated with achievement in higher education: A systematic review of meta-analyses, Psychological Bulletin, 143(6), 565.

Song, R. G.; Kyoung, S., & Min, L. M. (2018). The curvilinear relationship between career plateauing and organizational citizenship behavior, Journal of Management & Organization. 25(6), 1– 22.

Steinmetz, S. d. V., & Tijdens, K. G. (2014). Should I stay or should I go? The impact of working time and wages on retention in the health workforce, Human resources for health. 12(1), 23.

Su, T. W.; Kuo, J. H.; Cheung, Y. H.; Hung, C. Z.; Lu, S. H., & Cheng J. W. (2017). Effect of Structural/Content Career Plateaus on Job Involvement: Do Institutional/Occupational Intentions Matter, Universal Journal of Management. 5(4), 190-198.

Trybou, J.; Malfait, S.; Gemmel, P,. & Clays, E. (2015). Nursing staff and their team: Impact on intention to leave, International Council of Nurses, 62, 489–496.