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احمدراد, فرید. (1402). ساخت و رواسازی مقیاس توانمندسازی روانشناختی کارکنان جمعیت هلال احمر (R-PES). , 14(4), 125-149. doi: 10.52547/jpap.2023.230561.1270
فرید احمدراد. "ساخت و رواسازی مقیاس توانمندسازی روانشناختی کارکنان جمعیت هلال احمر (R-PES)". , 14, 4, 1402, 125-149. doi: 10.52547/jpap.2023.230561.1270
احمدراد, فرید. (1402). 'ساخت و رواسازی مقیاس توانمندسازی روانشناختی کارکنان جمعیت هلال احمر (R-PES)', , 14(4), pp. 125-149. doi: 10.52547/jpap.2023.230561.1270
احمدراد, فرید. ساخت و رواسازی مقیاس توانمندسازی روانشناختی کارکنان جمعیت هلال احمر (R-PES). , 1402; 14(4): 125-149. doi: 10.52547/jpap.2023.230561.1270

ساخت و رواسازی مقیاس توانمندسازی روانشناختی کارکنان جمعیت هلال احمر (R-PES)

چشم انداز مدیریت دولتی
دوره 14، شماره 4 - شماره پیاپی 56، 1402، صفحه 125-149    اصل مقاله (611.47 K)
نوع مقاله: مقاله پژوهشی
شناسه دیجیتال (DOI): 10.52547/jpap.2023.230561.1270
نویسنده
فرید احمدراد*
دانشجوی دکتری سنجش و اندازه گیری (روانسنجی)، گروه سنجش و اندازه گیری دانشگاه علامه طباطبایی، تهران، ایران
چکیده
هدف: مطالعه حاضر با هدف ساخت و رواسازی ابزاری جهت سنجش توانمندسازی روانشناختی در کارکنان انجام گرفت.
طراحی/ روش‌شناسی/ رویکرد: روش مطالعه حاضر از نوع ترکیبی بوده و از طرح تحقیق اکتشافی متوالی استفاده شد؛ که به دو بخش کمی و کیفی تقسیم شده است. در بخش کیفی از روش پدیدارشناختی استفاده شد و داده‌های مستخرج از مصاحبه نیمه‌ساختار یافته با 26 تن از متخصص­ها و اساتید دانشگاه و جمعیت هلال‌احمر شامل معاونین و داوطلبان جمعیت هلال‌احمر تحلیل شدند. در بخش دوم از روش همبستگی از نوع معادلات ساختاری استفاده شد؛ در این بخش داده‌های مستخرج از 350 شرکت کننده تحلیل شدند؛ جامعه آماری در این بخش شامل کارکنان جمعیت هلال احمر استان تهران بود. در این مطالعه از پرسشنامه‌ توانمندسازی روانشناختی اسپیتزر (1999) و پرسشنامه‌ محقق ساخته استفاده شد.
یافته­‌های پژوهش:  نتایج نشان داد، پرسشنامه 29 سؤالی طراحی‌شده دارای ساختار عاملی مناسبی است؛ به‌طوری که حداقل 68 درصد از میزان واریانس توانمندسازی روان­شناختی کارکنان را می‌توان به‌درستی تشخیص داد؛ این تشخیص در هفت زیر مقیاس مورد سنجش قرار می‌گیرد که عبارت‌اند از: اعتماد، خود تعیینی، احساس معنادار بودن، احساس شایستگی، احساس مؤثر بودن، اعتمادبه‌نفس و نوآوری.
محدودیت­ها و پیامدها: در مطالعه حاضر فقط توانمندسازی روانشناختی در کارکنان مورد توجه قرار گرفته است؛ در حالی که این متغیر به صورت گسترده­ای در سایر ابعاد زندگی فردی و گروهی تاثیر می­گذارد.
پیامدهای عملی: نتایج تحقیق نشان داد که روایی صوری، محتوایی، همگرا و سازه‌ای پرسشنامه 29 سؤالی توانمندسازی روان‌شناختی کارکنان (R-PES) مناسب و قابل‌قبول است بنابراین می‌توان از آن به عنوان یک ابزار مفید برای سنجش توانمندسازی روانشناختی کارکنان استفاده کرد. توصیه می‌شود پژوهشگران، روانشناسان صنعتی و مشاوران شغلی از این پرسشنامه برای سنجش توانمندی روانشناختی کارکنان استفاده کنند. ساختار عاملی مناسب پرسشنامه و توانایی آن در ثبت دقیق حداقل 68 درصد از واریانس در توانمندسازی روانشناختی، آن را به ابزاری ارزشمند برای سنجش این سازه در زمینه محیط کار تبدیل کرده است.
ابتکار یا ارزش مقاله: این ابزار اولین پرسشنامه بومی ایرانی در زمینۀ سنجش توانمندسازی روان‌شناختی است.
نوع مقاله: علمی پژوهشی
 
 
 
کلیدواژه‌ها
ساخت؛ رواسازی؛ توانمندسازی روانشناختی؛ جمعیت هلال احمر
عنوان مقاله [English]
Development and validation of the Red Crescent Personnel psychological empowerment scale (R-PES)
نویسندگان [English]
farid ahmadrad
Ph.D. Candidate of Assessment and Measurement (Psychometrics), Department of Assessment and Measurement, Allameh Tabatabaei University, Tehran, Iran
چکیده [English]
Purpose: This study was undertaken to develop and validate an instrument for assessing psychological empowerment among employees.
Design/ methodology/ approach: Employing a mixed-methods approach, this study was structured into two phases: qualitative and quantitative. The qualitative phase utilized the phenomenological method, analyzing data from semi-structured interviews with 26 experts, including university professors and Red Crescent personnel such as deputies and volunteers. The subsequent quantitative phase adopted a correlational research design with structural equation modeling (SEM), analyzing data from 350 participants. This phase focused on employees of the Red Crescent Society in Tehran province. Instruments used included the Spitzer Psychological Empowerment Questionnaire (1999) and a questionnaire developed for this research.
Research Findings: Analysis revealed that the 29-item questionnaire possesses a robust factor structure, accurately explaining at least 68% of the variance in employees' psychological empowerment across seven sub-scales: trust, self-determination, sense of meaning, competence, effectiveness, self-confidence, and innovation.
Limitations & Consequences: This study exclusively focused on psychological empowerment, not accounting for its broad impact on various dimensions of individual and collective life.
Practical Consequences: The research confirms that the 29-item questionnaire for assessing psychological empowerment (R-PES) demonstrates sound face, content, convergent, and structural validity, making it a reliable tool for measuring employees' psychological empowerment. It is advisable for researchers, industrial psychologists, and career counselors to employ this questionnaire for assessing psychological empowerment among employees. Its validated factor structure and its proficiency in capturing significant variance in psychological empowerment render it a valuable instrument in workplace assessments.
Innovation or value of the Article: This questionnaire represents the first indigenous Iranian instrument designed to measure psychological empowerment.
Paper Type: Research Paper
کلیدواژه‌ها [English]
Development, Validation, Psychological Empowerment, Red Crescent Personnel
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