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، 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

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