رابطة توانمندی‌های منش، تناسب شغلی و مشغولیت شغلی با بهزیستی سازمانی در سازمان تأمین اجتماعی

نوع مقاله : مقاله پژوهشی

نویسندگان

1 دانشگاه علامه طباطبائی

2 عضو هیات علمی دانشگاه علامه طباطبائی

3 دانشگاه علامه طباطبائی، گروه روانسنجی

چکیده

هدف: پژوهش حاضر با هدف بررسی رابطه توانمندی‌های منش، تناسب شغلی و مشغولیت شغلی با بهزیستی سازمانی در کارکنان سازمان تأمین اجتماعی غرب تهران بزرگ صورت گرفت. روش:  طرح پژوهش، توصیفی از نوع همبستگی با استفاده از مدل معادلات ساختاری بود. شرکت‌کنندگان این پژوهش 312 نفر از کارکنان شاغل در ادارة کل تأمین اجتماعی غرب تهران بزرگ و شعب تابعه آن در سال 1399 بودند که با روش نمونه‌گیری تصادفی خوشه‌ای انتخاب شدند و به پرسشنامه‌های شکوفایی در محل کار کرن (2014)، مقیاس تناسب شغلی احمدی (1394)، فضیلت‌های دخیل در عمل پترسون و سلیگمن (2004) و مشغولیت شغلی کانونگو (1982) پاسخ دادند. در مجموع 312 پرسشنامة قابل استفاده دریافت شد. ارزیابی داده‌ها با استفاده از مدل‌سازی معادلات ساختاری به روش حداقل مربعات جزئی انجام شد. یافته‌ها: نتایج تحلیل داده‌های به دست آمده نشان داد مدل پیشنهادی از برازش مناسبی برخوردار است (0.733 GOF=). برای رابطة غیر مستقیم بین دو متغیر بهزیستی سازمانی و توانمندی‌های منش با میانجی‌گری مشغولیت شغلی مقدار 3.543 t= و 0.05P= و برای رابطة غیرمستقیم بین دو متغیر بهزیستی سازمانی و تناسب شغلی با میانجی‌گری مشغولیت شغلی ‌3.137 t= و 0.05P= به دست آمد. نتیجه‌گیری: بر اساس این یافته‌ها پیشنهاد می‌شود با توجه به رابطة متغیرهای مطالعه شده در این پژوهش، تدوین برنامه‌هایی برای پرورش توانمندی‌های منش و همچنین توجه به تناسب شغلی در هنگام جذب و بکار گیری افراد در مشاغل مختلف، مد نظر سازمان قرار گیرد.

کلیدواژه‌ها

عنوان مقاله [English]

The Relationship Between Character Strengths, Person-Job Fit and Job Involvement with Organizational Well-Being in Social Security

نویسندگان [English]

  • mahnaz moradi 1
  • mahdi khanjani 2
  • mohammad asgari 3
1
2
3
چکیده [English]

Aim: This study was conducted to determine the relationship between character strengths, person-job fit and job involvement with organizational well-being in west Tehran social security employees. Methods: The research method was correlation and statistical population was 1400 employees of west Tehran Social Security Organization and its branches. The sample size was 312 employees which were selected by random cluster sampling. Tools used for this study were Kanungo’s job involvement questionnaire (1982), workplace Perma profiler by Kern (2014), via character strengths questionnaire by Peterson and Seligman (2004) and person job fit questionnaire by Ahmadi (2015). Data from 312 questionnaires were analysed using structural equations with partial least squares method in Smart Pls software. Findings: Calculation and analysis of fitness indicators using Smart-PLS software, confirmed adaptation of conceptual framework and empirical data. The conceptual model was validated by Goodness of Fit index (GOF=0.733). The results also showed that character strengths, person job fit, job involvement and organizational well-being are related and job involvement played a mediating role in the relationship(p=0.001 , t= 3.137, t=3.543). Conclusion: Fostering and encouraging using of character strengths by employees alongside with applying person job fit concept in hiring and task assigning in organization, can lead to higher organizational well-being and positive outcomes for both organization and employees.

کلیدواژه‌ها [English]

  • Organizational Well-Being
  • Person-Job Fit
  • Character Strengths
  • Flourish
  • Work Engagement

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