بررسی تأثیر مقایسه اجتماعی و امتیاز ارزیابی عملکرد بر بازخورپذیری کارکنان با میانجیگری ادراک عدالت در بخش دولتی

نوع مقاله : مقاله علمی پژوهشی

نویسندگان

1 کارشناسی ارشد، گروه مدیریت منابع انسانی، دانشکده مدیریت، دانشگاه تهران، تهران، ایران.

2 استادیار، گروه مدیریت دولتی، دانشکده مدیریت، دانشگاه تهران، تهران، ایران.

3 استاد، گروه مدیریت دولتی، دانشکده مدیریت، دانشگاه تهران، تهران، ایران.

چکیده

 
هدف: هدف اصلی این پژوهش، بررسی تأثیر مقایسه اجتماعی بر بازخورپذیری کارکنان با میانجیگری ادراک عدالت در بخش دولتی (شرکت نفت پارس) است.
روش: پژوهش حاضر از نوع کمّی و کاربردی است. جامعه آماری آن، کارکنان پالایشگاه شرکت نفت پارس در سطوح کارشناس به بالا با تعداد 220 نفر بود که از بین آنها، 132 نفر با روش نمونه‌گیری احتمالی ساده و بر اساس فرمول کوکران در سطح اطمینان 95درصد برای نمونه انتخاب شد. داده‌ها از دو روش کتابخانه‌ای و میدانی (پرسش‌نامه) جمع‌آوری شدند و تحلیل آنها با استفاده از آزمون هم‌بستگی پیرسون، تحلیل معادلات ساختاری و روش بارون و کنی، در دو نرم‌افزار اس‌پی‌اس‌اس و اسمارت پی‌ال‌اس3 انجام شد.
یافته‌ها: طبق نتایج به‌دست‌آمده، مقایسه اجتماعی و امتیاز ارزیابی عملکرد بر بازخورپذیری کارکنان تأثیر معناداری دارند. اثر میانجیگری ادراک عدالت در رابطه مقایسه اجتماعی بر بازخوردپذیری معنادار و قوی بود؛ اما در رابطه بین امتیاز ارزیابی عملکرد بر بازخوردپذیری، این اثر معنادار و جزئی گزارش شد.
نتیجه‌گیری: نتایج این مطالعه نشان داد مقایسه اجتماعی در افرادی که امتیاز ارزیابی، سطح تحصیلی و شغلی بالاتری دارند، بیشتر است و این افراد به امتیاز خود حساس‌ترند، از این رو، تعامل بیشتر و ارائه بازخورهای عینی مبتنی بر شواهد، برای پذیرش بازخور، به‌ویژه در این گروه اهمیت بیشتری دارد. در واقع، ارتباط نمره‌های ارزیابی عملکرد با ادراک عدالت و بازخورپذیری، نوآوری این پژوهش محسوب می‌شود. از سوی دیگر، در نتایج عینی به‌دست‌آمده از ارزیابی عملکرد، تأکید بر اهداف توسعه‌ای مدیریت عملکرد نیز بسیار تأثیرگذار است. افزون بر این، ویژگی‌های شخصیتی کارکنان بر فرایند مقایسه اجتماعی و ادراک عدالت و در نتیجه پذیرش بازخور مؤثر است، از این رو، شناسایی دقیق ویژگی‌های افراد و ارائه بازخور متناسب با پروفایل شخصیتی و نیازهای افراد، در پذیرش بازخور بسیار حائز اهمیت است.

کلیدواژه‌ها


عنوان مقاله [English]

Investigating the Effects of Social Comparison and Performance Evaluation Score on Feedback Acceptance by Mediating Justice Perception in the Public Sector

نویسندگان [English]

  • Neda Omidi 1
  • Neda Mohammad Esmaeili 2
  • Ariyan Gholipoor 3
1 MSc., Department of Human Resource Management, Faculty of Management, University of Tehran, Tehran, Iran.
2 Assistant Prof., Department of Public Administration, Faculty of Management, University of Tehran, Tehran, Iran.
3 Prof., Department of Public Administration, Faculty of Management, University of Tehran, Tehran, Iran.
چکیده [English]

Objective: The main purpose of this research is to investigate the effects of social comparison on feedback acceptance by mediating justice perception in the public sector (Pars Oil Company).
Methods: This research is quantitative and is categorized in terms of purpose as applied research. The statistical population of the research is the staff of expert levels and above of Pars Oil Company refinery with 220 people and the number of sample members based on Cochran's formula calculations (95% confidence level) is 132 people. In this research, a simple probabilistic sampling method has been used. Data were collected from two methods of library and field (questionnaire) and its analysis was performed using Pearson correlation test, structural equation analysis and Baron and Kenny method through SPSS and SmartPLS3 software.
Results: According to the results, social comparison and performance appraisal scores have a significant effect on employee feedback. The mediating effect of the perception of justice in the relationship between social comparison and feedback is significant and complete, and this effect is significant and partial in the relationship between performance appraisal score and feedback.
Conclusion: Social comparisons and performance appraisal scores affect employee feedback. In this regard, providing feedback to individuals, especially female colleagues, should be done in more detail and accuracy, and also all the steps of evaluation should be clearly stated. Also, according to the effect of evaluation score on feedback and that acceptance of feedback in people with lower evaluation scores is usually more difficult, it is recommended that in feedback sessions to these people, try to provide objective information on performance, performance improvement and development methods. Emphasis on performance management development goals is also very effective. Employee personality traits should be accurately identified and feedback should be provided in accordance with the personality profile and needs of individuals.

کلیدواژه‌ها [English]

  • Performance evaluation
  • Social comparison
  • Fairness perception
  • Feedback acceptance
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