سامانه مدیریت نشریات علمی دانشگاه شهید بهشتی

دهقانی زاده, مرضیه, بنی اسد, مهدی. (1403). تاثیر طردشدگی در محیط کار بر رفتار خلاقانه کارکنان با تاکید بر نقش کامیابی، تعلق خاطر کاری و عزت نفس مبتنی بر سازمان. , 15(2), 87-110. doi: 10.48308/jpap.2024.232404.1320
مرضیه دهقانی زاده; مهدی بنی اسد. "تاثیر طردشدگی در محیط کار بر رفتار خلاقانه کارکنان با تاکید بر نقش کامیابی، تعلق خاطر کاری و عزت نفس مبتنی بر سازمان". , 15, 2, 1403, 87-110. doi: 10.48308/jpap.2024.232404.1320
دهقانی زاده, مرضیه, بنی اسد, مهدی. (1403). 'تاثیر طردشدگی در محیط کار بر رفتار خلاقانه کارکنان با تاکید بر نقش کامیابی، تعلق خاطر کاری و عزت نفس مبتنی بر سازمان', , 15(2), pp. 87-110. doi: 10.48308/jpap.2024.232404.1320
دهقانی زاده, مرضیه, بنی اسد, مهدی. تاثیر طردشدگی در محیط کار بر رفتار خلاقانه کارکنان با تاکید بر نقش کامیابی، تعلق خاطر کاری و عزت نفس مبتنی بر سازمان. , 1403; 15(2): 87-110. doi: 10.48308/jpap.2024.232404.1320

تاثیر طردشدگی در محیط کار بر رفتار خلاقانه کارکنان با تاکید بر نقش کامیابی، تعلق خاطر کاری و عزت نفس مبتنی بر سازمان

چشم انداز مدیریت دولتی
دوره 15، شماره 2 - شماره پیاپی 58، 1403، صفحه 87-110    اصل مقاله (1.02 M)
نوع مقاله: مقاله پژوهشی
شناسه دیجیتال (DOI): 10.48308/jpap.2024.232404.1320
نویسندگان
مرضیه دهقانی زاده* 1؛ مهدی بنی اسد2
1استادیار، گروه مدیریت دولتی، دانشکده مدیریت، دانشگاه پیام نور، تهران، ایران.
2کارشناس ارشد، گروه مدیریت دولتی، دانشکده مدیریت، دانشگاه پیام‌نور، تهران، ایران.
چکیده
هدف: با توجه به پویایی‌های محیط در قرن حاضر، سازمان‌های خدماتی از جمله سازمان‌های آموزشی نیاز به رفتار خلاقانه کارکنان دارند، بنابراین با توجه به اهمیت رفتار خلاقانه کارکنان، محققان عوامل و موانع فردی و زمینه‌ای موثر برای رسیدن یا نرسیدن به رفتار خلاقانه کارکنان را بررسی نموده‌اند. پژوهش‌ها نشان داده‌اند که سطح خلاقیت کارکنان تحت تاثیر شرایط نامطلوب کاهش می‌یابد. لذا، پژوهش حاضر بر یکی از موانع رفتار خلاقانه کارکنان یعنی، طردشدگی در محیط کار تمرکز نموده است. طرد شدگی در محیط کار، می‌تواند یک عامل استرس‌زا باشد که منابع فرد را تحلیل می‌برد و در نتیجه به طور جدی از پیشرفت و کامیابی کارکنان جلوگیری می‌کند. همچنین طرد شدن در محل کار به عنوان یک عامل کاهش دهنده‌ی شور و اشتیاق کارکنان به کارشان می‌باشد که نشان‌دهنده عدم تعلق کاری کارکنان است و بدین ترتیب بر رفتارهای خلاقانه کارکنان نیز تاثیر منفی می‌گذارد. البته شدت اثرات منفی طرد شدن، ممکن است تابع تفاوت‌های فردی مانند عزت نفس مبتنی بر سازمان باشد؛ لذا، پژوهش حاضر با هدف بررسی تاثیر طردشدگی در محیط کار بر رفتار خلاقانه کارکنان با تاکید بر نقش کامیابی، تعلق خاطر کاری و عزت نفس مبتنی بر سازمان در دانشگاه علوم پزشکی شیراز انجام شد.
طراحی/ روش‌شناسی/ رویکرد: پژوهش حاضر از نظر هدف، کاربردی و از نظر نحوه گردآوری داده‌ها از نوع توصیفی- پیمایشی بود. جامعه آماری پژوهش حاضر، کلیه کارکنان ستادی دانشگاه علوم پزشکی شیراز (400 نفر) بودند که 196 نفر به روش نمونه‌گیری تصادفی ساده انتخاب شدند. ابزار گردآوری اطلاعات در این پژوهش، پرسشنامه‌های استاندارد شامل پرسشنامه طردشدگی در محیط کار از مطالعه فریس و همکاران؛ پرسشنامه تعلق خاطر کاری از مطالعه اسچوفلی و باکر؛ پرسشنامه کامیابی در محیط کار از مطالعه ایمران و همکاران؛ پرسشنامه رفتار خلاقانه کارکنان از مطالعه یاسینی؛ و پرسشنامه عزت نفس مبتنی بر سازمان از مطالعه پیرسی و همکاران بود که روایی پرسشنامه با استفاده از نظرات تعدادی از متخصصان این حوزه تایید شد. برای تعیین پایایی ابزار اندازه‌گیری از ضریب آلفای کرونباخ و پایایی ترکیبی استفاده شد. روش تحلیل مورد استفاده در این پژوهش، تکنیک مدل‌یابی معادلات ساختاری بود.
یافته‌­های پژوهش:  یافته‌های حاصل از اجرای پژوهش نشان داد، طردشدگی در محیط کار با تعلق خاطر کاری و کامیابی در محیط کار رابطه منفی و معناداری دارد؛ همچنین رابطه تعلق خاطر کاری با کامیابی در محیط کار و رفتار خلاقانه کارکنان؛ و رابطه کامیابی در محیط کار با رفتار خلاقانه کارکنان نیز تایید گردید. همچنین، کامیابی در محیط کار و تعلق خاطر کاری در رابطه بین طردشدگی و رفتار خلاقانه کارکنان؛ و تعلق خاطر کاری در رابطه بین طردشدگی در محیط کار و کامیابی در محیط کار؛ در نهایت کامیابی در محیط کار در رابطه بین تعلق خاطر کاری و رفتار خلاقانه کارکنان نقش میانجی دارند.
محدودیت­‌ها و پیامدها: عدم امکان تعمیم‌پذیری نتایج پژوهش به همه جوامع و استفاده از ابزار پرسشنامه برای سنجش نگرش افراد از جمله محدودیت‌های این پژوهش بود.
پیامدهای عملی: پیامدهای این پژوهش، طبق نظریه‌ی خودتعیینی بررسی نمود که کارکنان با انگیزه‌ی درونی، به دنبال یادگیری و پیشرفت بوده و کامیابی و رفتار خلاقانه آنان افزایش می‌یابد. با ادغام نظریه حفاظت از منابع با مدل درهم‌تنیدگی اجتماعی کامیابی، می‌توان استدلال نمود که طرد شدن در محیط کار از نظر خودپنداره مثبت کارکنان در سازمان برای افراد دارای عزت نفس بالا مضرتر است؛ بنابراین، تهدیدی بزرگ بر احساس کامیابی کارکنان است. همچنین کاهش سطح کامیابی و تعلق خاطر کاری کارکنان به دلیل طرد شدن کارکنان، پیامدهای منفی برای رفتار خلاقانه کارکنان در پی خواهد داشت و افرادی که در سازمان طرد شده‌اند، احساس پیشرفت و کامیابی کمتری در سازمان داشته و با توجه به اینکه احساس سرزندگی و یادگیری در آن‌ها کاهش می‌یابد، رفتار خلاقانه‌ی کمتری را نیز از خود نشان می‌دهند. با این وجود، مدیران سازمان می‌توانند با افزایش سطح کامیابی و تعلق خاطر کاری کارکنان، اثرات منفی طردشدگی در محیط کار بر رفتار خلاقانه کارکنان را کاهش دهند.
ابتکار یا ارزش مقاله: ارائه مدلی جهت نشان دادن پیامدهای طردشدگی در محیط کار.
نوع مقاله: مقاله پژوهشی
کلیدواژه‌ها
طردشدگی در محیط کار؛ رفتار خلاقانه کارکنان؛ تعلق خاطر کاری؛ کامیابی در محیط کار؛ عزت نفس مبتنی بر سازمان
عنوان مقاله [English]
The Effect of Ostracism at Workplace on Employees' Creative Behavior with Emphasis on the Role of Thriving, Job Engagement and Organization-based Self-esteem
نویسندگان [English]
Marziyeh Dehghanizadeh1؛ Mehdi Bani Asad2
1Assistant Professor, Department of Public Administration, Faculty of Management, Payame Noor University, Tehran, Iran.
2MSc., Department of Public Administration, Faculty of Management, Payame Noor University, Tehran, Iran.
چکیده [English]
Purpose: Given the dynamics of the current century's environment, service organizations, including educational institutions, require creative behavior from their employees. Considering the importance of employee creative behavior, researchers have examined individual and contextual factors and barriers that either facilitate or hinder such behavior. Studies have shown that the level of employee creativity decreases under adverse conditions. Thus, the present study focuses on one of the barriers to creative behavior, namely, workplace ostracism. Workplace ostracism can be a stressor that depletes individual resources, thereby seriously hindering employee progress and thriving. Additionally, ostracism in the workplace is a factor that diminishes employees' enthusiasm for their work, indicating a lack of job engagement, which negatively impacts their creative behaviors. However, the severity of the negative effects of ostracism may vary depending on individual differences, such as organizational-based self-esteem. Therefore, this study aimed to investigate the impact of workplace ostracism on employee creative behavior, emphasizing the role of thriving, work engagement, and organizational-based self-esteem at Shiraz University of Medical Sciences.
Design/ methodology/ approach:  This research is applied in nature and employs a descriptive-survey methodology for data collection. The study population consisted of all administrative staff at Shiraz University of Medical Sciences (400 individuals), from which 196 were selected through simple random sampling. The data collection tools used in this study were standardized questionnaires, including the Workplace Ostracism Scale by Ferris et al., the Work Engagement Scale by Schaufeli and Bakker, the Workplace thriving Scale by Imran et al., the Employee Creative Behavior Scale by Yasini, and the Organizational-Based Self-Esteem Scale by Pierce et al. The validity of the questionnaires was confirmed by a panel of experts, and the reliability of the measurement tools was assessed using Cronbach's alpha coefficient and composite reliability. Structural equation modeling was the analytical technique used in this study.
Research Findings: The findings from the research revealed that workplace ostracism has a significant negative relationship with work engagement and workplace thriving. Additionally, the relationship between work engagement and workplace thriving, as well as between work engagement and employees' creative behavior, was confirmed. The relationship between workplace thriving and employees' creative behavior was also validated. Moreover, workplace thriving and work engagement mediate the relationship between workplace ostracism and employees' creative behavior, while work engagement mediates the relationship between workplace ostracism and workplace thriving. Finally, workplace thriving serves as a mediator in the relationship between work engagement and employees' creative behavior.

Limitations & Consequences: The inability to generalize the research findings to all populations and the use of questionnaires to measure individuals' attitudes are among the limitations of this study.
Practical Consequences: The practical implications of this study, according to self-determination theory, suggest that employees with intrinsic motivation seek learning and progress, which enhances their thriving and creative behavior. By integrating the conservation of resources theory with the social embeddedness model of thriving, it can be argued that workplace ostracism is more detrimental to individuals with high organizational-based self-esteem in terms of their positive self-concept within the organization, posing a significant threat to their sense of thriving. Moreover, the decline in workplace thriving and work engagement due to workplace ostracism has negative consequences for employee creative behavior, as ostracized individuals feel less progress and thriving within the organization. Given the reduction in their vitality and learning, they also display lower levels of creative behavior. However, organizational managers can mitigate the negative effects of workplace ostracism on employee creative behavior by enhancing employees' thriving and work engagement.
Innovation or value of the Article: The study presents a model demonstrating the consequences of workplace ostracism.
Paper Type: Original Paper
 
کلیدواژه‌ها [English]
Ostracism at Workplace, Employees' Creative Behavior, Job Engagement, Thriving at Work, Organization-based Self-Esteem
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