چشم انداز مدیریت دولتی

بررسی رابطه تناسب ضعیف داوطلب با سازمان و نیت ترک سازمان با تأکید بر نقش فرسودگی شغلی، معنویت و خودشیفتگی (مورد مطالعه: داوطلبان جمعیت هلال احمر استان قزوین)

نوع مقاله : پژوهشی ( با رویکردهای کمی)

نویسندگان

1 گروه مدیریت بازرگانی،دانشکده مدیریت و حسابداری، دانشگاه علامه طباطبائی، تهران، ایران

2 دانشجوی دکتری، مدیریت بازرگانی، دانشکده مدیریت و حسابداری، دانشگاه علامه طباطبائی، تهران، ایران

چکیده

هدف: امروزه داوطلبان یکی از دارایی­های مهم سازمان­های غیرانتفاعی، دولت و سازمان­های بشردوستانه هستند. هدف پژوهش حاضر، بررسی رابطه تناسب ضعیف داوطلب با سازمان و نیت ترک سازمان با تأکید بر نقش معنویت، فرسودگی شغلی و خودشیفتگی است. این مطالعه بر اساس نظریه حفظ منابع و نظریه تناسب فرد ـ سازمان است.
طراحی/ روش‌شناسی/ رویکرد: پژوهش از لحاظ هدف، کاربردی و از لحاظ ماهیت و روش از نوع توصیفی ـ پیمایشی است. به­منظور تجزیه­و­تحلیل داده­ها نیز از تحلیل عاملی تأییدی، آزمون ضریب همبستگی و مدل معادلات ساختاری استفاده شده است. 
یافته­هایپژوهش: یافته­های پژوهش نشان می­دهد که تناسب ضعیف داوطلب ـ سازمان با نیت ترک سازمان و فرسودگی شغلی، رابطه مثبت معناداری دارد و معنویت، رابطه مثبت بین تناسب کم داوطلب ـ سازمان، فرسودگی شغلی و نیت ترک را تعدیل می­کند.
محدودیت­هاوپیامدها: نیت ترک سازمان به­عنوان یکی از پیش­بینی­کننده­های قوی ترک سازمان توسط داوطلبان جمعیت هلال­احمر رصد شد. این پژوهش به لحاظ تعمیم نتایج آن برای داوطلبان سایر سازمان­ها محدودیت دارد.
پیامدهایعملی: خروجی این پژوهش می­تواند گامی مؤثر در جهت حفظ و نگهداشت داوطلبان سازمان­های غیرانتفاعی، دولت، کسب­وکار و سازمان­های بشردوستانه باشد.
ابتکاریاارزشمقاله: این پژوهش با درنظرداشتن نیت ترک سازمان توسط داوطلب بر پایه تناسب فرد ـ سازمان و نظریه COR (حفظ منابع) به پژوهش­های مدیریتی در حوزه داوطلب و نیت ترک سازمان می­افزاید.

کلیدواژه‌ها

عنوان مقاله [English]

Investigating the Relationship between Poor Volunteers’ Fit with their Organization and Intention to Quit with Emphasis on the Role of Burnout, Spirituality and Narcissism

نویسندگان [English]

  • Hamed Dehghanan 1
  • Elmira Shakeri 2
  • Shahram Azarirad 2

1 Department of Business Management, Faculty of Management and Accounting, Allameh Tabataba'i University, Tehran, Iran

2 Ph.D Student,, Business Management, Faculty of Management and Accounting, Allameh Tabataba'i University, Tehran, Iran

چکیده [English]

Purpose: Today, volunteers are one of the major assets of nonprofit organizations, governments and humanitarian organizations. The purpose of this research is to survey the relationship between Poor volunteers’ fit with their organization and intentions to quit with emphasis on the role of burnout, spirituality and narcissism. This study is based on both Conservation of Resources theory and person–organization(PO)fit theory.
Design/ Methodology/ Approach: This research is applied in terms of purpose and descriptive-survey in terms of nature and method. In order to analyze the data from the confirmatory factor analysis, correlation coefficient and Structural equation modeling was used.
Research Findings: The result of the study showed that Poor volunteers’ fit with their organization and burnout have a positive effect on intentions to quit and Burnout mediate the relationship between poor volunteer fit and intentions to quit.
Limitations & Consequences: The intentions to quit the organization was observed as a strong predictor of leaving the organization by Red Crescent volunteers. This research is limited in terms of generalizing its results to volunteers from other organizations.
Practical Consequences: The output of this research can be an effective step in maintaining the volunteers of non-profit organizations, the government, business and humanitarian organizations.
Innovation or Value of the Article: This study, considering the intentions to quit the organization by the volunteer based on the volunteer – organization fit and COR theory, adds to the managerial research in the field of volunteer and the intentions to quit the organization

کلیدواژه‌ها [English]

  • intentions to quit
  • volunteer – organization fit
  • Burnout
  • spirituality
  • narcissism
1. Allen, J. A., & Mueller, S. L. (2013). The revolving door: A closer look at major factors in volunteers' intention to quit. Journal of Community Psychology, 41(2), 139-155.
2.Andrews, M. C., Baker, T., & Hunt, T. G. (2011). Values and person-organization fit: Does moral intensity strengthen outcomes? Leadership & Organization Development Journal, 32(1), 5-19.
3. Bickerton, G.R.,Miner,M.H., Dowson,M., Griffin, B. (2014). Incremental validity of spiritual resources in the job demands– resources model. Psychology of Religion and Spirituality, 7(2), 1–11.
4. Bittman, M., & Fisher, K. (2006). Exploring the economic and social value of present patterns of volunteering in Australia. Social Policy Research Paper 28, Commonwealth of Australia, Canberra.
5. Boyd, N. C., Lewin, J.E., & Sager, J. K. (2009). A model of stress and coping and their influence on individual and organizational outcomes. Journal of Vocational Behavior, 75(2), 197-211.
6. Bureau of Labor Statistics.(2013). Volunteering intheUnitedStates –2012 (BLS Publication No.USDL-13-0285).Washington, DC: U.S. Government Printing Office.Chen, C., & Yu, T. (2012). Effects of positive vs negative forces on the burnout-commitment-turnover relationship. Journal of Service Management, 25(3), 388-410.
7. Edwards, J. R. (2008). 4 person-environment fit in organizations: As assessment of theoretical progress. The Academy of Management Annals, 2(1), 167-230.
8. Galea, M. (2014). Assessing the incremental validity of spirituality in predicting nurses' burnout. Archive for the Psychology of Religions, 36(1), 118-136.
9. Gholipour. A.,  Roshannejad. M., Sherafat. Sh.(2010). Explaining the Impact of Person-Organization Fit on Work Alienation and Work Engagement, Journal of Strategic Management Thought, 4(1), 209-229. (In Persian)
10. Golparvar. M., Hosseinzadeh. kh.(2011). Model of relation between person-job none fit with emotional exhaustion and desire to leave work: Evidence for the stress -unequilibrium-compensation model, Journal of Applied Psychology, Vol. 5, No. 1(17), 41-56. (In Persian)
11. Hashemi. S.E, Qotb. S. I., Honarmand. M. M., Beshlideh. K. (2017).The effect of Spiritual Resources on Turnover Intention and Workplace Well-beingin Employees: The mediation of Emotional Exhaustion and Work Engagement, Journal of Positive Psychology, 3(1), 29-48. (In Persian)
12. Hobfoll, S. E. (1989). Conservation of resources: A new attempt at conceptualizing stress. American Psychologist, 44(3), 513-524.
13. Hobfoll, S. E. (2010). Conservation of resources theory: Its implication for stress, health, and resilience. In S. Folkman, & P. E. Nathan (Eds.), The Oxford handbook of stress, health, and coping, pp. 127-147.
14. Hoffman, B. J., & Woehr, D. J. (2006). A quantitative review of the relationship between person-organization fit and behavioral outcomes. Journal of Vocational Behavior, 68(3), 389-399.
15. Hom, P.W., & Griffeth, R.W. (1991).A structural equation model of the process of employee turnover :Cross-sectional and longitudinal tests. Journal of Applied Psychology, 76, 350–366.
16. Hosseinzadeh. T., Rastegar. R.(2013). Investigating the Relationship between Psychological Capital and Job Leaving Tendency with an Emphasis on the Mediating Role of Burnout, Educational and scholastic studies, 2(4), 34- 53. (In Persian)
17. Isoard-Gautheur, S., Guillet-Descas, E., & Duda, J. L. (2013). How to achieve in elite training centers without burning out? An achievement goal theory perspective. Psychology of Sport and Exercise, 14, 72–83.
18. Jaros, S.J. (1997). An assessment of Meyer and Allen's (1991) three-component model of organizational commitment and turnover intentions. Journal of Vocational Behavior, 51, 319-337.
19. Kobanoğlu. M., Uygungil. S.(2018). Relationship Between “Burnout and Intention to Quit” the Organization: The Case of Employees Working with Dangerous Substances, Conference: Perspectives in Humanities and Social Sciences: Hinting at Interdisciplinarity 4th Edition: Revolutions, the Archeology of Change, At İasi, Romania: https:// www. researchgate.net /publication /322397905
20. Kristof-Brown, A. L., Zimmerman, R. D., & Johnson, E. C. (2005). Consequences of individuals' fit at work: A meta-analysis of person-job, person-organization, person-group, and person-supervisor fit. Personnel Psychology, 58(2), 281-342.
21. Kulik, L. (2006). Burnout among volunteers in the social services: The impact of gender and employment status. Journal of Community Psychology, 34(5), 541-561.
22. Kumar, V., & Kumar, S. (2014). Workplace spirituality as a moderator in relation between stress and health: An exploratory empirical assessment. International Review of Psychiatry, 26(3), 344-351.
23. Maslach, C., Jackson, S. (1986). Maslach Burnout Inventory. Palo Alto, University of CA: Consulting Psychologists.
24. Pines, A., Aronson, E. (1988). Career burnout: Causes and cures. New York, NY:Free Press.
25. Pyhalto, K., Pietarinen,J., & Salmela-Aro, K. (2011). Teacher-working-environment fit as a framework for burnout experienced by Finnish teachers. Teaching and Teacher Education, 27(7), 101-110.
26. Quick, J. C., & Gavin,J. H. (2001). Four perspectives on Conservation ofResources Theory: A commentary. International Association for Applied Psychology, 50(3), 392-399.
27. Rastgar. A., Siahsarani.M.A.(2016).The effect of perceived injustice on employee burnout with the mediating effect of organizational commitment, Public Administration Perspaective, 6(4), 125-149. (In Persian)
28. Roberts.R, Woodman. T , Sedikides. C.( 2018). Pass me the ball: narcissism in performance settings, International Review of Sport and Exercise Psychology, 11(1), 190–213.
29. Rupert, P. A., Miller, A. O., Dorociak, K. E. (2015). Preventing burnout: What does the research tell us? Professional Psychology: Research and Practice, 46(3), 168-174.
30. Shader K, Broome ME, Broome CD, West ME, Nash M..(2001). Factors influencing job satisfaction and anticipated turnover in an academic medical center. J Nurs Adm, 31(4), 210–17.
31. Scherer. L.L., Allen. J.A., & Harp. E. R. (2016). Grin and bear it: An examination of volunteers’ fit with their organization, burnout and spirituality, Burnout Research, 3(1), 1-10.
32. Schwarzkopf, K., Straus, D., Porschke, H., Znoj, H., Conrad, N., Schmidt-Trucksäss, A. & Känel, R. von (2016a). Empirical ev­idence for a relationship between narcissistic personality traits and job burnout. Burnout Research, 3(2), 25–33.
33. Schwarzkopf, K., Conrad, N., Straus, D., Porschke, H. & Känel, R. von (2016b). Einmal Burnout ist nicht immer Burnout: Eine stationäre multimodale Psychotherapie ist eine effektive Burnout- Behandlung. Praxis (16618157), 105(6).
34. Sekiguchi, T., Huber.V. L.(2011). Theuse of person – organization fit and person –job fit information in making selection decisions. Organizational Behavior and Human Decision Processes, 116(2), 203–216.
35. Shanafelt, T. D., West, C. P., Sloan,J. A., Novotny, P.J., Poland, G. A., Menaker, R., et al. (2009). Career fit and burnout among academic faculty. Archives of Internal Medicine, 169(10), 990-995.
36. Shields, M. A., Ward, M. (2001). Improving nurse retention in the National Health Service in England: the impact of job satisfaction on intentions to quit. Journal of Health Economics, 20(5), 677-701.
37. Tong,J., Wang, L., & Peng, K. (2015). From person-environment misfit to job burnout: Theoretical extensions. Journal of Managerial Psychology, 30(2), 169-182.
38. Underwood, L. G., & Terisi, J. A. (2002). The daily spiritual experience scale:Development, theoretical description, reliability, exploratory factor analysis, and preliminary construct validity using health-related data. Annals of Behavioral Medicine, 24(1), 22-33.
39. VanVianen, A. E. M., Nijstad, B. A., & Voskuijl, O. F. (2008). A person-environment fit approach to volunteerism: Volunteer personality fit and culture fit as predictors of affective outcomes. Basic and Applied Social Psychology, (30), 153-166.
40. Yamani. M., Hozuri. M.J., & Ghorbani. M.J. (2012). Evaluating Similar- to- me effect and its consequences on the selection and appointment of government managers. Public Administration Perspaective, 3(3), 133-157. (In Persian)
چشم انداز مدیریت دولتی
دوره 11، شماره 2 - شماره پیاپی 42
تیر 1399
صفحه 149-176