چشم انداز مدیریت دولتی

تأثیر طردشدگی در محیط کار بر عملکرد شغلی با نقش میانجی انضباط کاری کارکنان ادارات دولتی

نوع مقاله : مقاله پژوهشی

نویسنده

استادیار، گروه علوم تربیتی، دانشکده علوم تربیتی و روانشناسی، دانشگاه پیام نور، تهران، ایران

چکیده

هدف: مشکلات مربوط به عملکرد، مشکلاتی هستند که همواره مدیران با آن مواجه هستند؛ بنابراین مدیریت باید عوامل مؤثر بر عملکرد کارکنان را بشناسد. عوامل زیادی بر عملکرد کارکنان تأثیر می‌گذارند، از بین آن‌ها طردشدگی و انضباط کاری دو عنصر کلیدی هستند که اخیراً در بین سازمان‌ها بیشتر مورد توجه قرار گرفته‌اند؛ لذا، پژوهش حاضر با هدف بررسی تأثیر طردشدگی در محیط کار بر عملکرد شغلی با نقش میانجی انضباط کاری کارکنان ادارات دولتی انجام شد.
طراحی/ روش‌شناسی/ رویکرد: پژوهش حاضر از نظر هدف، کاربردی و از نظر اجرا و شیوه گردآوری داده‌ها توصیفی - پیمایشی است. جامعه آماری پژوهش همه کارمندان ادارات دولتی شهرستان صحنه به تعداد 207 نفر بودند که به روش کوکران و نمونه‌گیری تصادفی طبقه‌ای 135 نفر به عنوان نمونه انتخاب شدند اما 125 نفر با پژوهشگر همکاری کردند. برای گردآوری داده‌ها از سه پرسشنامه استفاده شد. الف: پرسشنامه طردشدگی در محیط کار هیتلان و نوئل (2009). ب: پرسش‌نامه انضباط کاری امیرنژاد (1392). ج: پرسشنامه عملکرد شغلی میکلسون و اولسون (2019). برای تجزیه و تحلیل داده‌ها از روش مدل‌سازی معادلات ساختاری با روش حداقل مربعات جزئی و نرم‌افزار Smart-PLS نسخه 4 استفاده شد.
یافته­‌های پژوهش:  تحلیل یافته‌های توصیفی نشان داد که میانگین و انحراف معیار متغیر طردشدگی 36/34 و 68/5، انضباط کاری 43/41 و 05/2 و عملکرد شغلی 95/25 و 64/2 است. همچنین مقدار آماره کولموگروف - اسمیرنوف در دو متغیر انظباط کاری و عملکرد شغلی معنی‌دار است، یعنی غیرنرمال است؛ بنابراین از نرم‌افزار آماری Smart-PLS4 برای تحلیل داده‌ها استفاده شد. برای بررسی کفایت و مناسب بودن مدل مفهومی پژوهش از تحلیل معادلات ساختاری استفاده شد. در تدوین مدل اولیه مجموعاً تعداد 33 گویه (17 گویه برای متغیر طردشدگی، 10 گویه برای متغیر انضباط کاری و 6 گویه برای متغیر عملکرد شغلی) وارد شد. در بررسی اولیه مدل، گویه‌های با بار عاملی ضعیف مشخص و از مدل حذف گردید. از متغیر طردشدگی تعداد نُه گویه، از متغیر انضباط کاری تعداد سه گویه و از متغیر عملکرد شغلی تعداد دو گویه حذف شد. قبل از بررسی فرضیه‌های پژوهش روایی و پایایی سازه‌ها بررسی و تأیید شد.
یافته‌های حاصل از اجرای پژوهش نشان داد، طردشدگی از محیط کار تأثیر مثبت و معناداری بر عملکرد شغلی و تأثیر منفی غیرمعناداری بر انضباط کاری کارمندان دارد و اثر انضباط کاری بر عملکرد شغلی منفی و غیرمعنادار است. همچنین اثر غیرمستقیم طردشدگی بر عملکرد شغلی با نقش واسطه‌ای انظباط کاری معنادار نیست، یعنی نقش میانجی انضباط کاری معنادار نیست.
محدودیت­‌ها و پیامدها: انتخاب جامعه محدود و حجم نمونه پایین و استفاده از پرسش‌نامه به عنوان تنها ابزار اندازه‌گیری و کمبود نظریه‌های موجود در زمینه موضوع پژوهش باعث شد تا اعتبار و تعمیم نتایج کاهش یابد.
پیامدهای عملی: پیامد اصلی این پژوهش ارتقاء آگاهی مدیران از طردشدگی کارمندان و تأثیرات آن در محیط کار است که باعث می‌شود سیاست‌های انضباط کاری روشن را ایجاد کنند تا امنیت روانی کارمندان تقویت شود و اثرات نامطلوب طردگرایی کاهش یابد. اجرای مکانیسم‌هایی مانند برنامه‌های حمایتی همتایان و مدیران و ابتکارات آموزشی می‌تواند فرهنگ محل کار و رفاه کارکنان را افزایش دهد و به عنوان یک بازدارنده مؤثر برای طرد شدن در محل کار عمل کند.
ابتکار یا ارزش مقاله: ارائه مدلی که پیامد‌های طردشدگی در محیط کار بر انضباط کاری و عملکرد شغلی کارمندان را در ادارات دولتی نشان می‌دهد.
نوع مقاله: مقاله پژوهشی

کلیدواژه‌ها

عنوان مقاله [English]

The Impact of Ostracism in The Workplace on Job Performance with the Mediating Role of Employees' Work Discipline in Government Offices

نویسنده [English]

  • Abedin Darabi Emarati

Assistant Professor, Department of Educational Sciences, Faculty of Educational Science and Psychology, Payame Noor University, Tehran, Iran

چکیده [English]

Purpose: Performance-related problems are issues that managers always face; therefore, management must recognize the factors affecting employee performance. Many factors influence employee performance, among them, ostracism and work discipline are two key elements that have gained more attention among organizations recently; hence, the present research aimed to examine the impact of ostracism in the workplace on job performance with the mediating role of work discipline among employees of government offices.
Design/methodology/approach: This research is applied in terms of its objective, utilizing a descriptive survey approach in its execution and data collection method. The statistical population of the study consisted of all 207 employees of government offices in Sahneh County, from which 135 individuals were selected as the sample using Cochran's method and stratified random sampling. However, 125 individuals participated in the study. Three questionnaires were used to collect data: a) Hitlan and Noel's (2009) Workplace Rejection Questionnaire; b) Amirnejad's (2012) Work Discipline Questionnaire; c) Michleson and Olson's (2019) Job Performance Questionnaire. Structural equation modeling with the partial least squares method and Smart-PLS version 4 software was used to analyze the data.
Research Findings: The analysis of the descriptive findings showed that the mean and standard deviation of the variable of rejection were 34.36 and 5.68, work discipline were 41.43 and 2.05, and job performance were 25.95 and 2.64. Additionally, the value of the Kolmogorov-Smirnov statistic is significant in two variables: work discipline and job performance. Therefore, Smart-PLS4 statistical software was used to analyze the data. To investigate the adequacy and appropriateness of the conceptual model of the research, structural equation analysis was used. In the development of the initial model, a total of 33 items (17 items for the rejection variable, 10 items for the work discipline variable, and six items for the job performance variable) were entered. In the initial review of the model, items with weak factor load were identified and removed from the model. Nine items were eliminated from the rejection variable, three items from the work discipline variable, and two items from the job performance variable. Before reviewing the research hypotheses, the validity and reliability of the constructs were investigated and confirmed.
The research findings showed that workplace ostracism has a positive and significant effect on job performance and a non-significant negative impact on employee work discipline; however, the effect of work discipline on job performance is negative but non-significant. Additionally, the indirect effect of ostracism on job performance, mediated by work discipline, is not significant, indicating that the mediating role of work discipline is not significant.
Limitations & Consequences: The limited sample size and the use of a questionnaire as the sole measurement tool, along with a lack of existing theories in the research area, reduced the validity and generalizability of the results.
Practical Consequences: The primary outcome of this research is to increase managers' awareness of employee ostracism and its impact in the workplace, prompting them to establish clear disciplinary policies that enhance employees' psychological security and mitigate the adverse effects of ostracism. Implementing mechanisms such as peer and manager support programs and educational initiatives can enhance workplace culture and improve employee well-being, serving as an effective deterrent to workplace ostracism.
Innovation or value of the Article: presenting a model that shows the consequences of ostracism in the workplace and work discipline on the job performance of employees in government offices.  
Paper Type: Original Paper

کلیدواژه‌ها [English]

  • Ostracism
  • Work Discipline
  • Job Performance
  • Employee
  • Organization
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چشم انداز مدیریت دولتی
دوره 16، شماره 2 - شماره پیاپی 62
تیر 1404
صفحه 58-79