مدیریت منابع انسانی در ورزش

دو فصل نامه

شماره جاری

بر اساس شماره‌های نشریه

بر اساس نویسندگان

بر اساس موضوعات

نمایه نویسندگان

نمایه کلیدواژه ها

درباره نشریه

اهداف و چشم انداز

اعضای هیات تحریریه

اصول اخلاقی انتشار مقاله

بانک ها و نمایه نامه ها

پیوندهای مفید

پرسش‌های متداول

فرایند پذیرش مقالات

اطلاعات آماری نشریه

اخبار و اعلانات

نقش بی نزاکتی ادراک شده در محیط کار بر بیگانگی شغلی معلمان تربیت‌بدنی با نقش تعدیل‌گر اعتماد بین فردی

نوع مقاله : پژوهشی کاربردی

نویسندگان

1 هیات علمی دانشگاه آزاد اسلامی واحد آزادشهر

2 دانشجوی کارشناسی ارشد روانشناسی عمومی، واحد آزادشهر، دانشگاه آزاد اسلامی، آزادشهر، ایران.

چکیده

هدف از اجرای این پژوهش مطالعه نقش بی نزاکتی ادراک شده در محیط کار بر بیگانگی شغلی معلمان تربیت‌بدنی با نقش تعدیل‌گر اعتماد بین فردی بود.

به منظور اجرا نمودن این پژوهش کاربردی از روش تحقیق همبستگی استفاده گردید. تمامی معلمان تربیت‌بدنی استان گلستان (575 معلم) تشکیل دهنده جامعه آماری این مطالعه بودند که 231 معلم به شیوه انتخاب تصادفی طبقه‌ای گزینش شده به پرسش‌نامه‌های بی‌نزاکتی ادراک شده در محیط کار، اعتماد بین فردی و بیگانگی شغلی پاسخ دادند. در راستای ارزیابی روایی ابزار مورد استفاده از نظرات پنج دکترای مدیریت ورزشی استفاده شد و با انجام یک مطالعه مقدماتی ضرایب پایایی 83/0، 78/0 و 79/0 به ترتیب برای متغیرها محاسبه گردید. تحلیل داده‌های به دست آمده در دو بخش توصیفی و استنباطی با استفاده از دو نرم‌افزار آماری اس‌پی‌اس‌اس و اسمارت پی‌ال‌اس انجام شد.

یافته‌ها: یافته‌های پژوهش مشخص نمود رابطه بین بی‌نزاکتی ادراک شده در محیط کار با بیگانگی شغلی معلمان تربیت‌بدنی مثبت و معنی‌دار است. بخش دیگری از نتایج نشان دهنده وجود رابطه منفی و معنی‌دار بین اعتماد بین فردی با بیگانگی شغلی معلمان تربیت‌بدنی بود. در نهایت، نقش تعدیل‌گر اعتماد بین فردی در رابطه بین بی‌نزاکتی ادراک شده در محیط کار با بیگانگی شغلی معلمان تربیت‌بدنی تأیید نشد.

با توجه به نتایج می‌توان بیان نمود ادراک بی‌نزاکتی در محیط کار توسط معلمان تربیت‌بدنی می‌تواند پیامدهای مخربی مانند افزایش بیگانگی شغلی را به همراه داشته باشد؛ بنابراین پیشنهاد می‌شود مدیران با تعیین شاخص‌های اخلاقی و تقویت مهارت‌های ارتباطی معلمان در مدارس از بروز چنین پدیده‌ای جلوگیری نمایند.

کلیدواژه‌ها

موضوعات

مراجع
  1. Turner K. Workplace incivility and organizational outcomes: is the quality of social relationships at work important for employee attitudes, behaviors, and mental health? [Dissertation]: Acadia University, Nova Scotia; 2020.
  2. Lee S, Byun G, Kim S. Effects of coworkers’ helping behavior on employees’ knowledge sharing and creativity: the moderating role of interactional justice. International Journal of Environmental Research and Public Health. 2021; 18:13302. DOI: 10.3390/ijerph182413302
  3. Hur WM, Kim BS, Park, SJ. The relationship between coworker incivility, emotional exhaustion, and organizational outcomes: The mediating role of emotional exhaustion. Human Factors and Ergonomics in Manufacturing & Service Industries. 2015; 25:701–712. DOI: 10.1002/hfm.20587
  4. Anderson LM, Pearson CM. Tit for tat? The spiraling effect of incivility in the workplace. Academy of Management Review. 1999; 24(3):452–471.
  5. Yao J, Lim S, Guo CY, Ou AY, Ng JWX. Experienced incivility in the workplace: A meta-analytical review of its construct validity and nomological network. Journal of Applied Psychology. 2022; 107(2):193-220. DOI: 10.1037/apl0000870
  6. Cho M, Bonn MA, Han SJ, Lee KH. Workplace incivility and its effect upon restaurant frontline service employee emotions and service performance. International Journal of Contemporary Hospitality Management. 2016; 28:2888–2912. DOI: 10.1108/IJCHM-04-2015-0205
  7. Gui W, Bai Q, Wang L. Workplace incivility and employees’ personal initiative: a moderated mediation model of emotional exhaustion and meaningful work. SAGE Open. 2022; 12(1):1-15. DOI: 10.1177/21582440221079899
  8. Lan Y, Xia Y, Li S, Wu W, Hui J, Deng H. Thwarted enthusiasm: Effects of workplace incivility on newcomer proactive behaviors. Chinese Management Studies. 2020; 14:1035–1056. DOI: 10.1108/CMS-05-2019-0167
  9. Han S, Harold CM, Oh IS, Kim JK, Agolli A. A meta-analysis integrating 20 years of workplace incivility research: Antecedents, consequences, and boundary conditions. Journal of Organizational Behavior. 2022; 43(3):497-523. DOI: 10.1002/job.2568
  10. Martin LD, Zadinsky JK. Frequency and outcomes of workplace incivility in healthcare: A scoping review of the literature. Journal of Nursing Management. 2022; 30(7): 3496-3518. DOI: 10.1111/jonm.13783
  11. Mitchell MS, Ambrose ML. Abusive supervision and workplace deviance and the moderating effects of negative reciprocity beliefs. Journal of Applied Psychology. 2007; 92:1159–1168. DOI: 10.1037/0021-9010.92.4.1159
  12. Mohammadi Moghadam Y, Shoghi B. Impact of organizational wisdom on interpersonal trust with the mediating role of emotional intelligence. Management Studies in Development and Evolution. 2021; 30(101):67-90. DOI: 10.22054/jmsd.2021.47951.3463
  13. Sun B, Yu X, Yuan X, Sun C, Li W. The effect of social perspective-taking on interpersonal trust under the cooperative and competitive contexts: The mediating role of benevolence. Psychology Research and Behavior Management. 2021; 14:817–826. DOI: 10.2147/PRBM.S310557
  14. Brewster KN. The effect of interpersonal and institutional trust on organizational commitment in voluntary settings on organizational commitment in voluntary settings. [Dissertation]: University of Northern Colorado; 2019.
  15. Alkaabi O, Wong C. Relationships among authentic leadership, manager incivility and trust in the manager. Leadership in Health Services. 2020; 33(1):27-42. DOI: 10.1108/LHS-06-2019-0030
  16. Saleem F, Malik MI, Asif I, Qasim A. Workplace incivility and employee performance: does trust in supervisors matter? (A dual theory perspective). Behavioral Science. 2022; 12:513-538. DOI: 10.3390/bs12120513
  17. Rawat PS, Bhattacharjee SB, Ganesh V. Selective incivility, trust and general well-being: a study of women at workplace. Journal of Indian Business Research. 2019; 12(3):303–326. DOI: 10.1108/JIBR-04-2018-0107
  18. Welbourne JL, Sariol, AM. When does incivility lead to counterproductive work behavior? Roles of job involvement, task interdependence, and gender. Journal of Occupational Health Psychology. 2017; 22:194–206. DOI: 10.1037/ocp0000029
  19. Kavakli BD, Yildirim N. The relationship between workplace incivility and turnover intention in nurses: A cross-sectional study. Journal of Nursing Management. 2022; 30:1235–1242. DOI: 10.1111/jonm.13594
  20. Wu LZ, Zhang H, Chiu RK, Kwan HK, He XG. Hostile attribution bias and negative reciprocity beliefs exacerbate incivility’s effects on interpersonal deviance. Journal of Business Ethics. 2014; 120:189–199. DOI: 10.1007/s10551-013-1658-6
  21. Schilpzand P, Huang L. When and how experienced incivility dissuades proactive performance: An integration of sociometer and self-identity orientation perspectives. Journal of Applied Psychology. 2018; 103(8):828–841. DOI: 10.1037/apl0000303
  22. Wang H, Yan M, Wu G, Li J, Wang X. Hostile retaliation or identity motivation? The mechanisms of how newcomers’ role organizational socialization affects their workplace ostracism. Acta Psychologica Sinica. 2019; 51(1):128–140. DOI: /10.3724/SP.J.1041.2019.00128
  23. Shantz A, Alfes K, Truss C. Alienation fromwork: Marxist ideologies and twenty-first-century practice. International Journal of Human Resource Management. 2014; 25:2529–2550. DOI: 10.1080/09585192.2012.667431
  24. Garcia-Contreras R, Muñoz-Chávez JP, Muñoz-Chávez RL, Lezama-León E, Barrios-Quiroz H. Work Alienation, deviant workplace behavior and performance in public sector. Sustainability. 2022; 14:1-14. DOI: /10.3390/su141710490
  25. Amarat M, Akbolat M, Ünal Ö, GüneşKarakay B. The mediating role of work alienation in the effect of workplace loneliness on nurses’ performance. Journal of Nursing Management. 2019; 27(3):553–559. DOI: 10.1111/jonm.12710
  26. Xia B, Wang X, Li Q, He Y, Wang, W. How workplace incivility leads to work alienation: A moderated mediation model. Frontiers Psychology. 2022; 13:1-13. DOI: 10.3389/fpsyg.2022.921161
  27. Darkhor S, Arshadhi N, Hashemi I. Designing and testing a model of some consequences of observing incivility in the workplace. Social Psychology Researches. 2018; 28:23-40. [In Persian]
  28. Savadkouhi S, Oreyzi HR, Asgari K. Investigating the relationship between civility, respect and enhancement relationship with relational energy: the mediating role of the climate of trust and respect. Journal of Research in Cognitive and Behavioral Sciences. 2020; 10(1):18, 1-20. [In Persian] DOI: 10.22108/cbs.2020.124320.1426
  29. Sheykhi R, Nastiezaie N. The effect of workplace ostracism on workplace incivility through the mediating role of turnover intention of physical education teachers in Sistan Region. Research on Educational Sport. 2021; 9(24):161-86. [In Persian] DOI: 10.22089/res.2021.9742.1996
  30. Maharani Barzani M, Sadeghi Deh Cheshmeh M, Rashidpour A. Investigating the effects of perceived organizational policies on incivility in the workplace through employees' perceived resilience. Human Resources Excellence. 2022; 3(2):1-20. [In Persian]
  31. Rahimi Koloor H, Ebrahimi Kharajo V. The effect of the dark triad of personality on organizational citizenship behavior: The role of rudeness in work environment and Islamic work ethics. Journal of Sustainable Human Resource Management. 2023; 5(8):265-285. [In Persian] DOI: 10.22080/shrm.2023.4169
  32. Haq IU, De Clercq D, Azeem MU. The danger of feeling sorry for oneself: How coworker incivility diminishes job performance through perceived organizational isolation among self-pitying employees. Australian Journal of Management. 2023; 48(1):130–146. DOI: 10.1177/03128962221092088
  33. Nawaz M, Abid G, Quartey-Papafio TK. Relation of workplace incivility, prosocial motivation and emotional exhaustion to thriving of nurses. Nursing Research and Reviews. 2022; 12:207-222. DOI: 10.2147/NRR.S373694
  34. Zahid A, Nauman S. Does workplace incivility spur deviant behaviors: roles of interpersonal conflict and organizational climate? Personnel Review. 2023; https://doi.org/10.1108/PR-01-2022-0058.
  35. Kuriakose V, Paul V, Bishwas SK. Examining the pathway linking workplace incivility and employee well-being: a study among frontline hotel employees in India. International Journal of Contemporary Hospitality Management. 2022; 35(7):2465-2480. DOI: 10.1108/IJCHM-01-2022-0142
  36. Omofowa S, Akhidue-Ogogo RO. Predictors of work incivility on alienation sensitivity in Organization. Conference Paper, August 2023; https://www.researchgate.net/publication/373682897.
  37. Cahyadi A, Hendryadi H, Mappadang A. Workplace and classroom incivility and learning engagement: the moderating role of locus of control. International Journal for Educational Integrity. 2021; 17(4):1-14. DOI: 10.1007/s40979-021-00071-z
  38. Orunbon NO, Ibikunle GA. Principals’ toxic leadership behavior and teachers’ workplace incivility in public senior secondary schools, Lagos State, Nigeria. Journal of Education and Learning Innovation. 2023; 3(2):202-213. DOI: 10.35877/454RI.eduline1717
  39. Rahimi Pordanjani T, Ghorbanian A. The relationship between job demands and workplace incivility in an industrial company: the mediating role of emotional exhaustion and moderating role of perceived organizational support. Occupational Medicine Quarterly. 2021; 13(1):24-33. [In Persian] DOI: 10.18502/tkj.v13i1.6576
  40. Peyravi M. The effect of emotional regulation self-efficacy on interpersonal trust and moral decision-making of physical education teachers. [Thesis]: Azadshahr Islamic Azad University; 2023. [In Persian]
  41. Bai N, Ghanbarpour Nosrati, A. & Sadegh Khiji, I. (2018). Studying effects of organizational factors on work alienation among employers of sport and youth offices in Golestan province. Journal of Human Resource Management in Sport. 2018; 5(2):235-247. [In Persian] DOI: 10.22044/shm.2018.5068.1422
  42. Seyed Abbaszade MM, Amani Saribegloo J, Khezri Azar H, Pashoi, G. An introduction to structural equation modeling by PLS method and its application in behavioral sciences. Uromia University Publication; 2012. [In Persian]
  43. Rajabi M, Rasoolimanesh SM, Andam R, Abdollahnezhad F. A systematic review of PLS in sports management. Human Resource Management in Sport. 2023; 10(1):167-192. [In Persian] DOI: 10.22044/shm.2023.12856.2541
  44. Chin WW. The partial least squares approach for structural equation modeling. Lawrence Erlbaum Associates Publishers; 1998.
مدیریت منابع انسانی در ورزش
دوره 11، شماره 1
دی 1402
صفحه 131-150
فایل ها
هم رسانی
ارجاع به این مقاله
آمار