تأثیر متناقض رضایت شغلی بر آوای مخرب کارکنان با توجه به نقش میانجی‌گری شبکه‌های اجتماعی و تعهد سازمانی

نوع مقاله : مقاله علمی پژوهشی

نویسندگان

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

2 استادیار گروه مدیریت فناوری اطلاعات، دانشکده مدیریت و حسابداری دانشگاه شهید بهشتی، تهران، ایران

3 کارشناس ارشد سیستم‌های اطلاعاتی مدیریت، دانشکده مدیریت دانشگاه شهید بهشتی، تهران، ایران

چکیده

هدف: هدف از پژوهش حاضر، بررسی نقش متناقض رضایت شغلی در اثرگذاری بر آوای مخرب کارکنان با توجه به نقش میانجی‌گری شبکه‌های اجتماعی و تعهد سازمانی است.
روش: در این پژوهش 240 نفر از کارکنان شرکت آسیاتک پیمایش شده‎اند. برای اعتبارسنجی فرضیه‎ها، روش حداقل مربعات جزئی مد نظر قرار گرفته است.
یافته‎ها: نتایج پژوهش حاکی از آن است که شبکه‌های اجتماعی به تقویت آوای مخرب کارکنان منجر می‎شود. افرادی که رضایت شغلی و تعهد سازمانی بالاتری دارند، از شبکه‌های اجتماعی برای برقراری ارتباط با همکاران خود بیشتر استفاده می‎کنند. تعهد سازمانی به کاهش آوای مخرب منجر شده و رضایت شغلی به طور مستقیم به افزایش آن منجر می‎شود.
نتیجه‎گیری: سهم افزایی نظری در این پژوهش آن است که نشان می‎دهد شبکه‌های اجتماعی علی‌رغم مزایای بسیاری که در محیط کار به ارمغان می‎آورند، با تهدیدهای اجتناب‎ناپذیری مانند تقویت آوای مخرب همراه هستند.

کلیدواژه‌ها


عنوان مقاله [English]

The Paradoxical Influence of Job Satisfaction on Destructive Employees’ Voice, Considering the Mediating Role of Social Network Sites and Organizational Commitment

نویسندگان [English]

  • Gholam Ali Tabarsa 1
  • Sajjad Shokouhyar 2
  • Mohammad Olfat 3
1 Prof. in Public Administration, Faculty of Management, Shahid Beheshti University, Tehran, Iran
2 Assistant Prof. in Information Technology Management, Faculty of Management, Shahid Beheshti University, Tehran, Iran
3 MSc. in Management Information Systems, Faculty of Management, Shahid Beheshti University, Tehran, Iran
چکیده [English]

Objective: This study aims to investigate the paradoxical influence of job satisfaction on destructive employees’ voice behavior considering the mediating role of using social networking sites (SNSs) and organizational commitment.
Methods: 240 employees of Asia-tech Company have been surveyed in this regard. PLS algorithm has been used to evaluate the validity of the hypothesis. To do so, the WarpPls software has been used.
Results: The results of the study showed that employees' social networking sites utilization can lead to an increase in destructive employees’ voice. The employees with higher level of job satisfaction and organizational commitment take more advantage of SNSs in order to keep in touch with their colleagues. Job satisfaction leads to an increase in level of both employees’ voice and organizational commitment. The employees with higher level of organizational commitment show less destructive voice than others.
Conclusion: The main contribution of this study is to show the fact that in spite of many advantages that can be considered for SNSs in the workplace, they can have some detrimental effects such as increasing destructive voice among employees.

کلیدواژه‌ها [English]

  • Public social networks
  • Enterprise social networks
  • Destructive employee voice
  • Organizational Commitment
  • Job satisfaction
جعفری، سید محمدباقر، آرین فر، مسعود، الوانی، سید مهدی. (1395). بررسی تأثیر انگیزه‌های فردی بر رفتار به اشتراک‌گذاری دانش با توجه به نقش تعدیل‎کنندگی ارزش‎ها (مطالعۀ موردی: ایده‎شهر. (فصلنامه علمی-پژوهشی مدیریت فناوری اطلاعات، 8(2)، 272-253
طالقانی، غلامرضا، عبدالملکی، جمال، غفاری، علی. (1395). بررسی عوامل فردی مؤثر بر قصد ترک شغلِ کارکنان ادارۀ کل آموزش و پرورش استان کردستان. فصلنامه علمی-پژوهشی مدیریت دولتی, 8(1), 219-232.
شاه حسینی، محمدعلی، استیری، مهرداد، کشفی، مریم السادات. (1395). بررسی تأثیر حمایت سازمانی ادراک‎شده و حمایت سرپرست ادراک‎شده بر تعهد سازمانی و عملکرد فردی کارکنان. فصلنامه علمی-پژوهشی مدیریت دولتی, 8(2), 373-391.
محمدی، جیران, نداف، مهدی، صفریان، سارا. (1396). تبیین تأثیر اعتماد و سلامت سازمانی بر مقاومت کارکنان در برابر تغییر در سازمان‌های دولتی با توجه به نقش میانجی تعهد سازمانی (مطالعۀ موردی: شهرداری اهواز). فصلنامه علمی-پژوهشی مدیریت دولتی, 9(1), 85-106.
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