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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 اصل مقاله (433.34 K) | ||
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 | ||
مراجع | ||
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