بررسي اثر تحليل رفتگي شغلي بر پيامدهاي شغلي كاركنان

Investigation of the job burnout effect on employees job consequences (Text in Persian)

هدف پژوهش حاضر بررسي و درك تاثير تحليل رفتگي شغلي بر تعهد سازماني، رضايت مندي شغلي و تمايل به ترك خدمت در ميان كاركنان يكي از شركت هاي دولتي در ايران است. اين پژوهش از نظر هدف، كاربردي و از نظر نحوه ي گردآوري داده ها، توصيفي و از نوع همبستگي است؛ و به طور مشخص مبتني بر مدل معادلات ساختاري (SEM) است. در مدل تحليلي پژوهش، تحليل رفتگي شغلي، متغير مستقل و تعهد سازماني، تمايل به ترك خدمت و رضايت مندي شغلي كاركنان، متغيرهاي وابسته هستند. ميان تحليل رفتگي شغلي و ابعاد آن يعني خستگي عاطفي، مسخ شخصيت و كاهش عملكرد شخصي، همبستگي مثبتي برقرار است. نتايج اختصاصي مدل نشان مي دهد كه تحليل رفتگي شغلي به ترتيب بر روي تعهد سازماني و رضايت مندي شغلي اثر منفي و بر روي تمايل به ترك خدمت، اثر مثبتي دارد.

The purpose of this study is recognizing the impact of job burnout on organizational commitment، job satisfaction and intention to leave among the employees of an Iranian public sector company. From the viewpoint of aim، the research is applied، and from the viewpoint of quality of data collecting is a descriptive study. It is based on a correlation analysis through structural equation modeling (SEM). In the analytical model of research، job burnout is independent variable and organizational commitment، intention to leave and the employees’ job satisfaction are dependent variables. Between job burnout and its dimensions، include emotional exhaustion، depersonalization and diminished Personal accomplishment، there is positive correlation of 0.98، 0.92 and 0.95. The model specific results show that job burnout has negative effect of -0.88 and -0.85 on organizational commitment and job satisfaction and has positive effect of 0.58 on intention to leave. The results of the research also show that through decreasing the level of burnout among employees in the organization it is possible to control the variables of organizational commitment، job satisfaction and intention to leave.