ﻧﻘﺶ ﻣﯿﺎﻧﺠﯽ ﻋﺰت ﻧﻔﺲ در راﺑﻄﻪ ﺑﯿﻦ ﻫﻮش اﺧﻼﻗﯽ و ﻋﻤﻠﮑﺮد ﺷﻐﻠﯽ

Mediating Role of Self-Esteem in the Relationship between Ethical Intelligence & Job Performance

زﻣﯿﻨﻪ: در ﯾﮏ ﺳﺎزﻣﺎن، ﻫﻤﯿﺸﻪ ﻫﻮش اﺧﻼﻗﯽ، ﻋﺰت ﻧﻔﺲ و ﻋﻤﻠﮑﺮد ﺷﻐﻠﯽ ﺑﺎ ﻫﻢ اﻧﻄﺒﺎقﭘﺬﯾﺮي ﺧﺎﺻﯽ داﺷﺘﻪ و ﺑﺎ ﯾﮑﺪﯾﮕﺮ ارﺗﺒﺎط ﻣﻌﻨﺎﯾﯽ داﺷﺘﻪ اﻧﺪ. ﺑﻨﺎﺑﺮاﯾﻦ ﻫﺪف ﺗﺤﻘﯿﻖ ﺣﺎﺿﺮ ﺑﺮرﺳﯽ ﻧﻘﺶ ﻣﯿﺎﻧﺠﯽ ﻋﺰت ﻧﻔﺲ در راﺑﻄﻪ ﺑﯿﻦ ﻫﻮش اﺧﻼﻗﯽ وﻋﻤﻠﮑﺮد ﺷﻐﻠﯽ ﮐﺎرﮐﻨﺎن داﻧﺸﮕﺎه ﻋﻠﻮم ﭘﺰﺷﮑﯽ اردﺑﯿﻞ ﻣﯽﺑﺎﺷﺪ. روش: روش ﭘﮋوﻫﺶ ﺑﺮ ﻣﺒﻨﺎي ﻫﺪف از ﻧﻮع ﮐﺎرﺑﺮدي، از ﺣﯿﺚ ﮔﺮدآوري دادهﻫﺎ ازﻧﻮع ﺗﻮﺻﯿﻔﯽ-ﻫﻤﺒﺴﺘﮕﯽ و از ﻧﻈﺮ ﻧﻮع دادهﻫﺎي ﺟﻤﻊ آوري ﺷﺪه از ﻧﻮع ﮐﻤﯽ ﻣﯽﺑﺎﺷﺪ. ﺟﺎﻣﻌﻪ آﻣﺎري اﯾﻦ ﺗﺤﻘﯿﻖ، ﮐﺎرﮐﻨﺎن داﻧﺸﮕﺎه ﻋﻠﻮم ﭘﺰﺷﮑﯽ اردﺑﯿﻞ ﻣﯽﺑﺎﺷﺪ ﮐﻪ از ﻃﺮﯾﻖ ﺟﺪول ﻣﻮرﮔﺎن ﺗﻌﺪاد 201 ﻧﻔﺮ ﺑﺮاي ﻧﻤﻮﻧﻪ آﻣﺎري اﻧﺘﺨﺎب ﺷﺪﻧﺪ. روش ﻧﻤﻮﻧﻪﮔﯿﺮي ﺑﻪ ﺻﻮرت ﺗﺼﺎدﻓﯽ ﻣﯽﺑﺎﺷﺪ. اﺑﺰار ﮔﺮدآوري اﻃﻼﻋﺎت ﭘﺮﺳﺸﻨﺎﻣﻪ و ﺑﺮاي ﺗﺤﻠﯿﻞ دادهﻫﺎ از روش ﻣﺪل ﺳﺎزي ﻣﻌﺎدﻻت ﺳﺎﺧﺘﺎري ﺑﺎ روﯾﮑﺮد روش ﺣﺪاﻗﻞ ﻣﺮﺑﻌﺎت ﺟﺰﺋﯽ )PLS-SEM( و ﻧﺮم اﻓﺰار ) (SMART-PLSورژن 21اﺳﺘﻔﺎده ﺷﺪه اﺳﺖ ﯾﺎﻓﺘﻪﻫﺎ: ﻣﻘﺎﻟﻪ ﺣﺎﺿﺮ داراي ﭼﻬﺎر ﻓﺮﺿﯿﻪ ﻣﯽﺑﺎﺷﺪ و ﻧﺘﺎﯾﺞ ﺣﺎﺻﻞ از ﯾﺎﻓﺘﻪ ﻫﺎي ﺗﺤﻘﯿﻖ ﺗﻤﺎﻣﯽ ﻓﺮﺿﯿﻪ ﻫﺎ را ﺗﺄﯾﯿﺪ ﻣﯽﮐﻨﺪ. ﻣﻘﺎدﯾﺮ ﺿﺮاﯾﺐ اﺳﺘﺎﻧﺪارد ﻧﺸﺎن ﻣﯽدﻫﺪ ﮐﻪ درﺣﺪود 44درﺻﺪ از ﺗﻐﯿﯿﺮات ﻣﺘﻐﯿﺮ ﻋﺰت ﻧﻔﺲ ﺗﻮﺳﻂ ﻫﻮش اﺧﻼﻗﯽ ﺗﺒﯿﯿﻦ ﻣﯽﺷﻮد. ﻫﻤﭽﻨﯿﻦ 26درﺻﺪ از ﺗﻐﯿﯿﺮات ﻣﺘﻐﯿﺮ ﻋﻤﻠﮑﺮد ﺷﻐﻠﯽ ﻧﯿﺰ ﺗﻮﺳﻂ ﻫﻮش اﺧﻼﻗﯽ ﺗﺒﯿﯿﻦ ﻣﯽﺷﻮد. ﻫﻤﭽﻨﯿﻦ 25در ﺻﺪ از ﺗﻐﯿﺮات ﻋﻤﻠﮑﺮد ﺷﻐﻠﯽ ﺗﻮﺳﻂ ﻋﺰت ﻧﻔﺲ اﻧﺠﺎم ﻣﯽﺷﻮد و ﻧﯿﺰ ﻫﻮش اﺧﻼﻗﯽ 11 درﺻﺪ ﺗﻐﯿﺮات ﻋﻤﻠﮑﺮد ﺷﻐﻠﯽ را از ﻃﺮﯾﻖ ﻋﺰت ﻧﻔﺲ ﺑﺮ ﻋﻤﻠﮑﺮد ﺷﻐﻠﯽ ﺗﺒﯿﻦ ﻣﯽﮐﻨﺪ . ﻧﺘﯿﺠﻪﮔﯿﺮي: ﻧﺘﺎﯾﺞ ﻧﺸﺎن داد ﮐﻪ ﻫﻮش اﺧﻼﻗﯽ ﺑﺮ ﻋﺰت ﻧﻔﺲ و ﻋﻤﻠﮑﺮد و ﻫﻢ ﭼﻨﯿﻦ ﻋﺰت ﻧﻔﺲ ﺑﺮ ﻋﻤﻠﮑﺮد ﺷﻐﻠﯽ ارﺗﺒﺎط ﻣﻌﻨﺎدار دارد. ﻫﻤﭽﻨﯿﻦ ﻋﺰت ﻧﻔﺲ راﺑﻄﻪ ﺑﯿﻦ ﻫﻮش اﺧﻼﻗﯽ و ﻋﻤﻠﮑﺮد ﺷﻐﻠﯽ را ﺗﺤﺖ ﺗﺄﺛﯿﺮ ﻗﺮار ﻣﯽدﻫﺪ.

Background: In an organization, ethical intelligence, self-esteem and job performance have always been adaptive and have a meaningful relationship with each other. Therefore, the purpose of this study was to investigate the role of mediator of self-esteem in the relationship between ethical intelligence and job performance of Ardabil University of Medical Sciences. Method: The research method based on the purpose of the applied type is descriptive-correlational and in terms of data type collected quantitatively. The statistical population of this research is the staff of Ardabil University of medical sciences. The Morgan Table number of 201 people was selected for statistical sample. The data gathering tool was a questionnaire and for data analysis, Structural Equation Modeling (SEM) and semi-least squares (PLS-SEM) and software (SMART-PLS) version 21 were used. Results: The present paper has four hypotheses and the results of the research findings confirm all the hypotheses. The values of standard coefficients show that about 44 percent of changes in self-esteem variables are explained by moral intelligence. Also, 26% of changes in the variables of job performance are also explained by moral intelligence. Also, 25 percent of the changes in job performance are done by self-esteem, and ethical intelligence also accounts for 11 percent of the changes in job performance through self-esteem for job performance. Conclusion: The results showed that moral intelligence has a significant relationship with self-esteem and performance as well as self-esteem on job performance. Self-esteem also affects the relationship between ethical intelligence and job performance