چشم انداز مدیریت دولتی

تاثیر خودکارآمدی و خوش‌بینی بر عملکرد شغلی با نقش میانجی تعلق خاطر کاری

نوع مقاله : پژوهشی ( با رویکردهای کمی)

نویسندگان

1 دکتری مدیریت، گروه مدیریت دولتی، دانشکده مدیریت و اقتصاد، دانشگاه تربیت مدرس، تهران، ایران .

2 استاد، گروه مدیریت دولتی، دانشکده مدیریت و حسابداری، دانشگاه شهید بهشتی، تهران، ایران.

چکیده

هدف: بی‌­شک سازمان برای دستیابی به اهداف در یک زمینه خاص نیاز به توانایی کارکنان خود برای اجرای فعالیت‌های خاص در این زمینه دارد و در صورتی می‌­تواند به این هدف نائل شود که کارکنان به توانایی خود باور و اعتقاد داشته باشند و بتوانند اهداف چالشی برای خود تعیین کرده و جهت نیل به موفقیت، تلاش‌­های خود را دو چندان کنند که این ضرورت نیاز به خودکارآمدی را در کارکنان نشان می‌دهد. از سوی دیگر سازمان‌­ها جهت درگیر کردن کامل کارکنان در کار باید یک حالت ذهنی مثبت و رضایت‌­بخش در آنها ایجاد کنند تا کارکنان بتوانند با کار خود ارتباط برقرار کرده که این ضرورت تعلق خاطر کاری را در سازمان‌ها نشان می‌­دهد. از جنبه دیگر سازمان باید این نگرش را در کارکنان ایجاد کند که تلاش آنها به نتیجه مثبت و مطلوبی ختم خواهد شد و همیشه منتظر اتفاقات خوب و نتایج مثبت باشند که اهمیت خوش‌­بینی را در بین کارکنان نشان می‌­دهد. در این راستا از آنجا که معضل اصلی سازمان‌­ها عملکرد شغلی پایین کارکنان می‌باشد و عملکرد شغلی سازه‌­ای ترکیبی محسوب می‌­شود و زمینه‌­های مختلفی برای خوب عمل کردن کارکنان در شغل وجود دارد، دغدغه اصلی پژوهش حاضر این است که عواملی که به عملکرد شغلی بالا منتهی می‌­شود بررسی شده و راهکارهایی برای مدیران سازمان‌­ها برای ارتقای عملکرد شغلی کارکنان ارائه شود. از این رو پژوهش حاضر با هدف بررسی تاثیر خودکارآمدی و خوش­بینی بر عملکرد شغلی با نقش میانجی تعلق خاطر کاری صورت گرفته است.
طراحی/ روش‌شناسی/ رویکرد: این پژوهش از نظر هدف کاربردی و از نظر شیوه گردآوری داده‌ها پیمایشی از گروه پژوهش‌های توصیفی است. جامعه آماری کلیه کارشناسان شاغل در معاونت توسعه مدیریت و منابع وزارت امور اقتصادی و دارایی به تعداد 200 نفر است. تعداد نمونه آماری با استفاده از فرمول کوکران 80 نفر شد که با روش نمونه­‌گیری تصادفی ساده انتخاب شدند. ابزار جمع‌­آوری داده‌‌ها پرسشنامه خودکارآمدی شرر و همکاران، پرسشنامه خوش‌­بینی کارور و همکاران، پرسشنامه تعلق خاطر کاری ریچ و همکاران و پرسشنامه عملکرد شغلی پاترسون  است. تحلیل داده‌‌ها با رویکرد مدلسازی معادلات ساختاری با روش حداقل مربعات جزئی از طریق نرم‌­افزار Smart-PLS 3 انجام شده است.
یافته­‌های پژوهش: یافته‌‌ها نشان داد که مدل پیشنهادی پژوهش، ‌مورد تایید قرار گرفته و خودکارآمدی و خوش‌­بینی به تعلق خاطر کاری منجر شده و این امر بر عملکرد شغلی تاثیر دارد و متغیر تعلق خاطر کاری در رابطه بین خودکارآمدی و عملکرد شغلی و همچنین در رابطه بین خوش­‌بینی و عملکرد شغلی نقش میانجی ایفا می‌­کند.
محدودیت‌­ها و پیامدها: محدودیت این پژوهش انجام آن در یک سازمان خاص می‌باشد که قابلیت تعمیم آن را به سایر سازمان‌­ها دشوار می‌کند. بنابراین انجام مطالعاتی در این زمینه در سایر سازمان‌ها توصیه می‌شود. از سوی دیگر استفاده از ابزار پرسشنامه برای سنجش نگرش افراد از محدودیت‌های دیگر این پژوهش می‌باشد.
پیامدهای عملی: خروجی این پژوهش که برای اولین بار انجام شده است می‌تواند در پیش‌­بینی اقدامات مدیران نسبت به کارکنان موثر باشد. لذا بهره‌گیری از متغیرهای این پژوهش سبب موفقیت منابع انسانی در ایفای نقش‌ها و کارکردهای آنها شده و می‌تواند به مدیران در حل چالش‌های حوزه منابع انسانی در سازمان کمک‌ کند. از این رو ضروری است تا توجه بیشتری نسبت به درک روحیات و شرایط کارکنان سازمان صورت گیرد، چرا که می‌تواند بر بهبود عملکرد شغلی آن‌ها تأثیرگذار باشد.
ابتکار یا ارزش مقاله: برخلاف پژوهش‌­های قبلی که به بررسی دو یا سه متغیر از مجموع متغیرهای پژوهش حاضر پرداخته­‌اند در این پژوهش به طور همزمان چهار متغیر مورد بررسی قرار گرفته است و خلا نظری و کاربردی موجود در پژوهش‌های پیشین به واسطه بررسی همزمان این چهار متغیر در سازمان مورد توجه قرار گرفته است.
نوع مقاله: مقاله پژوهشی
 

کلیدواژه‌ها

عنوان مقاله [English]

The Effect of Self-Efficacy and Optimism on Job Performance: The Mediating Role of Work Engagement

نویسندگان [English]

  • Mansooreh Moeini Korbekandi 1
  • Gholamali Tabarsa 2

1 Ph.D. in Management, Department of Public Administration, Faculty of Management and Economics, Tarbiat Modares University, Tehran, Iran.

2 Professor, Department of Public Administration, Faculty of Management and Accounting, Shahid Beheshti University, Tehran, Iran.

چکیده [English]

Purpose: Undoubtedly, to achieve goals in a specific field, an organization requires its employees to perform specific activities proficiently. This can be achieved if employees believe in their abilities, set challenging goals, and double their efforts to attain success, highlighting the importance of self-efficacy. Additionally, for full employee engagement, organizations must cultivate a positive and satisfactory mindset, facilitating effective communication with work, thereby emphasizing the necessity of work engagement. Moreover, organizations should instill optimism in employees, fostering the belief that their efforts will yield positive outcomes, underscoring the importance of optimism among employees. Given that low job performance is a primary concern for organizations and encompasses various performance domains, this research aims to explore factors influencing high job performance and provide managerial solutions to enhance employee job performance. Thus, this study investigates the impact of self-efficacy and optimism on job performance with work engagement as a mediating factor.
Design/ methodology/ approach: This study adopts a practical approach with survey methodology. The statistical population comprises all experts employed in the Deputy of Management Development and Resources of the Ministry of Economic Affairs and Finance, totaling 200 individuals. Simple random sampling was utilized, and Cochran's formula determined a sample size of 80 individuals. Data were collected through questionnaires assessing self-efficacy (Scheier et al., 1982), optimism (Carver et al., 2010), work engagement (Rich et al., 2010), and job performance (Patterson, 1990). Data analysis employed Structural Equation Modeling (SEM) with the partial least squares method using Smart-PLS 3 software.
Research Findings: Results confirm the validity of the research model, indicating that self-efficacy and optimism positively influence work engagement, which, in turn, impacts job performance. Work engagement also serves as a mediating factor in the relationships between self-efficacy and job performance, as well as between optimism and job performance.
Limitations & Consequences:  One limitation of this research is its focus on a specific organization, limiting generalizability to other contexts. Therefore, conducting similar studies in diverse organizational settings is recommended. Additionally, reliance on questionnaires to measure attitudes poses another limitation.
Practical Consequences: The findings of this pioneering research can guide managerial actions towards employees, enhancing human resource effectiveness and aiding managers in addressing HR challenges within organizations. Thus, understanding employee morale and organizational conditions is crucial for improving job performance.
Innovation or value of the Article: Unlike previous studies that explored only a subset of the variables examined in this research, this study simultaneously investigates four variables, addressing theoretical and practical gaps in previous literature.
Paper Type: Research Paper
 

کلیدواژه‌ها [English]

  • Self-efficacy
  • Optimism
  • Work Engagement
  • Job Performance
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چشم انداز مدیریت دولتی
دوره 15، شماره 1 - شماره پیاپی 57
1403
صفحه 15-35