رابطه‌ی بین رهبری‌تحولی و انرژی روان‌شناختی کارکنان: نقش میانجی‌گر رفتار شهروندی سازمانی

پژوهش های روان شناسی بالینی و مشاوره

مقاله 6، دوره 12، شماره 2 - شماره پیاپی 24، آذر 1401، صفحه 102-118   

نوع مقاله: پژوهشی

شناسه دیجیتال (DOI): 10.22067/tpccp.2022.77434.1306

نویسندگان

محمد فروهر¹؛ نقی رعدی افسوران^{* 2}؛ عباس فیروزآبادی³؛ سید باقر رشید⁴

¹دکترای مدیریت آموزشی، دانشگاه اصفهان، اصفهان، ایران

²استادیار، دانشگاه گیلان، گیلان، ایران

³استادیار گروه روانشناسی، دانشگاه فردوسی مشهد، مشهد، ایران

⁴کارشناس ارشد مدیریت آموزشی، دانشگاه اصفهان، اصفهان، ایران

چکیده

هدف: هدف پژوهش حاضر مطالعه‌ی رابطه‌ی بین رهبری تحولی و انرژی روان‌شناختی کارکنان و آزمون نقش میانجی رفتار شهروندی سازمانی بین رهبری تحولی و انرژی روان‌شناختی کارکنان بود.
روش: روش پژوهش حاضر از نوع همبستگی مقطعی بوده و جامعه‌ی آماری این پژوهش شامل کلیه‌ی کارکنان یکی از شرکت­های دولتی بود که با استفاده از نمونه‌گیری تصادفی، تعداد 253 نفر انتخاب و سپس به سؤال‌های پرسشنامه­ های پژوهش شامل مقیاس ­های رهبری تحولی، رفتار شهروندی سازمانی و انرژی روان‌شناختی کارکنان پاسخ دادند. جهت آزمون فرضیه­ ها، داده­ های جمع‌آوری‌شده با روش تحلیل معادلات ساختاری و با کمک نرم ­افزار آماری Smart-PLS 3 مورد تجزیه‌وتحلیل قرار گرفت.
یافته ­ها: نتایج تجزیه‌وتحلیل داده ­ها نشان داد که ضرایب تأثیر رهبری تحولی بر رفتار شهروندی سازمانی برابر با 34/0، رهبری تحولی بر انرژی روان‌شناختی کارکنان برابر با 17/0 و رفتار شهروند سازمانی بر انرژی روان‌شناختی کارکنان برابر با 43/0 است. یافته ­های تحلیل مسیر نیز حاکی از آن بود که رفتار شهروندی سازمانی نقش میانجی بین رهبری تحولی و انرژی روان‌شناختی کارکنان ایفاء می­کند. هم­چنین، نتایج تجزیه‌وتحلیل داده ­ها نشان داد که از بین مؤلفه‌های رهبری تحولی، مؤلفه‌ی انگیزش الهام ­بخش دارای بیشترین میزان تأثیر بر انرژی روان‌شناختی کارکنان است

کلیدواژه‌ها

رهبری تحولی؛ انرژی روانشناختی کارکنان؛ رفتارشهروند سازمانی

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