سامانه مدیریت نشریات علمی دانشگاه شهید بهشتی

چنانی, رضا, نعامی, عبدالزهرا, ارشدی, نسرین, هاشمی شیخ شبانی, سید اسماعیل. (1396). طراحی و آزمودن الگویی از برخی پیشایندهای شخصیتی و سازمانی رفتارهای شغلی پویا با نقش میانجی‌گر حالت‌های انگیزشی پویا کارکنان شرکت ملی حفاری ایران. , 9(32), 9-31.
رضا چنانی; عبدالزهرا نعامی; نسرین ارشدی; سید اسماعیل هاشمی شیخ شبانی. "طراحی و آزمودن الگویی از برخی پیشایندهای شخصیتی و سازمانی رفتارهای شغلی پویا با نقش میانجی‌گر حالت‌های انگیزشی پویا کارکنان شرکت ملی حفاری ایران". , 9, 32, 1396, 9-31.
چنانی, رضا, نعامی, عبدالزهرا, ارشدی, نسرین, هاشمی شیخ شبانی, سید اسماعیل. (1396). 'طراحی و آزمودن الگویی از برخی پیشایندهای شخصیتی و سازمانی رفتارهای شغلی پویا با نقش میانجی‌گر حالت‌های انگیزشی پویا کارکنان شرکت ملی حفاری ایران', , 9(32), pp. 9-31.
چنانی, رضا, نعامی, عبدالزهرا, ارشدی, نسرین, هاشمی شیخ شبانی, سید اسماعیل. طراحی و آزمودن الگویی از برخی پیشایندهای شخصیتی و سازمانی رفتارهای شغلی پویا با نقش میانجی‌گر حالت‌های انگیزشی پویا کارکنان شرکت ملی حفاری ایران. , 1396; 9(32): 9-31.

طراحی و آزمودن الگویی از برخی پیشایندهای شخصیتی و سازمانی رفتارهای شغلی پویا با نقش میانجی‌گر حالت‌های انگیزشی پویا کارکنان شرکت ملی حفاری ایران

مشاوره شغلی و سازمانی
مقاله 1، دوره 9، شماره 32، مهر 1396، صفحه 9-31    اصل مقاله (366.45 K)
نوع مقاله: علمی - پژوهشی
نویسندگان
رضا چنانی* 1؛ عبدالزهرا نعامی2؛ نسرین ارشدی2؛ سید اسماعیل هاشمی شیخ شبانی2
1دانشجو
2عضو هیئت علمی
چکیده
    هدف پژوهش حاضر، طراحی و آزمودن الگویی از برخی پیشایندهای شخصتی(شخصیت پویا، جهت‌گیری هدف یادگیری، باز بودن به تجربه) و سازمانی (رهبری تحولی و جو روان‌شناختی)، رفتارهای شغلی پویا با توجه به نقش میانجی‌گر حالت‌های انگیزشی پویای علت یابی (انگیزش درونی)، توانستن(خودکارآمدی و توانمندسازی روانشناختی) و نیروبخشی( عواطف مثبت) بود. جامعه‌ی پژوهش شامل تمام کارکنان شرکت ملی حفاری ایران در سال 1395 بوده است. جهت آزمون فرضیه‌های پژوهش، نمونه‌ای شامل 420 نفر به شیوه نمونه‌گیری تصادفی طبقه‌ای انتخاب گردید. ابزارهای پژوهش جهت گردآوری داده‌ها، شامل پرسش‌نامه‌های شخصیت پویا (سیبرت و همکاران، 1999)، جهت‌گیری هدف یادگیری (باتون و همکاران، 1996)، باز بودن به تجربه (مک‌کری و کاستا، 1992)، رهبری تحولی (کارلس و همکاران، 2000)، جو روان‌شناختی (کویز و دیکوتیز، 1991)، خودکارآمدی (ریگوتی و همکاران، 2008)، توانمندسازی روان‌شناختی (اسپریتزر، 1995)، انگیزش شغلی (بلیس، 1994)، عواطف مثبت (واتسون و همکاران، 2008) و رفتار شغلی پویا (پارکر و کالینز، 2010) بودند. برای تحلیل داده­ها از روش مدل­یابی معادلات ساختاری با استفاده از نرم‌افزار AMOS-22 استفاده شده است. بر اساس نتایج، مدل نهایی از برازش مطلوبی برخوردار است. همچنین، نتایج نشان دادند که حالت‌های انگیزشی پویا میانجی‌گر رابطه‌ی پشایندها با رفتارهای شغلی پویا می‌باشد. بر اساس نتایج به دست آمده، برای گسترش و بهبود رفتارهای شغلی پویا در سازمان‌ها، پیشنهاد می‌شود تا سازمان‌ها یک جو روان‌شناختی مناسب و سبک رهبری تحولی را در سازمان حاکم کنند. علاوه بر آن، تقویت جهت‌گیری هدف یادگیری و خودکارآمدی و نیز انگیزش درونی می‌تواند رفتار شغلی پویا در کارکنان را افزایش دهد.
عنوان مقاله [English]
Designing and testing a model of some personality and organizational antecedents of proactive behaviors with mediating role of motivational states National Iranian Drilling Company
نویسندگان [English]
Reza Chenani1؛ Abdulzahra Naami2؛ Nasrin Arshadi2؛ Seied Esmaeil Hashemi Sheikh Shabani2
1student
2Associate Professor
چکیده [English]
This research aims was to design and test a model of some personality antecedents (proactive personality, learning goal orientation, openness to experience)and organizational antecedents (transformational leadership and psychological climate) of proactive behaviors with mediating role of motivational states of reason to ( intrinsic motivation) can do (self-efficacy, psychological empowerment) and energized (positive emotions). The study population included all employees of National Iranian Drilling Company in 2017. A sample of 420 persons was selected through stratified random sampling for testing the study hypothesis. Proactive Personality (Seibert et al, 1999), learning goal orientation (Button et al, 1996), Openness to Experience (McCrae & Costa, 1992), transformational leadership (Carless et al, 2000), psychological climate (Koys & Decotiis, 1991), proactive job behavior (Parker & Collins, 2010), Self-Efficacy (Rigotti et al, 2008), psychological empowerment (Spreitzer, 1995), Job Motivation (Blais, 1994) and Positive Emotions (Watson et al, 1988) questionnaires were used to collect the data. For data analysis, structural equation modeling with AMOS-22 was used. Based on the results, the final model has a good fitness. Also, finding indicated that antecedents have an indirect effect on proactive behavior by mediating role of proactive motivational states. Based on the results, to improve the proactive behavior in organizations, suggested that a suitable psychological climate and transformational leadership style will be ruling in organization. In addition, developing the learning goal orientation, self-efficacy and intrinsic motivation can increase employee proactive behavior.
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