بررسي رابطه بين ويژگي هاي فردي كاركنان، راهبردها و محرك هاي رهبري مديران و تمايل كاركنان به حفظ و بقاي خويش

Relationship among Employees’ Individual Characteristics, Leadership Strategies & Incentives and Employee Retention Tendency: Case Study

هدف اصلي از انجام اين پژوهش، بررسي رابطه بين ويژگي هاي فردي كاركنان، راهبردها و محرك هاي رهبري مديران و تمايل كاركنان به حفظ و بقا بر مبناي ابعاد مشاركت، رضايت شغلي و ترك شغل در قالب يك مدل توضيحي مي باشد. روش تحقيق آن توصيفي از نوع همبستگي و جامعه آماري آن شامل كليه كاركنان اداره بهزيستي شهرستان شيراز مي باشد. با روش نمونه گيري تصادفي طبقه اي ساده و بر مبناي ويژگي هاي فردي از 240 كارمند، 125 نفر انتخاب شدند. ابزار تحقيق شامل پرسشنامه رهبري چند عاملي، پرسشنامه مشاركت و ترك شغل و مقياس محقق ساخته رضايت شغلي و رضايت از حقوق و مزاياي شغلي بود كه پس از محاسبه روايي و پايايي صوري نمونه توزيع، و داده ها از طريق نرم افزارهاي آماري SPSS16 و LISREL8.54و آمار ضريب همبستگي پيرسون، رگرسيون چند متغيره و برازش مدل مورد تحليل قرار گرفتند. نتايج نشان داد كه ويژگي هاي فردي رابطه معني داري با ابعاد تمايل كاركنان به حفظ و بقا ندارند. بين ويژگي هاي فردي موقعيت استخدامي، سابقه كار با محرك هاي رهبري و بين ميزان تحصيلات و راهبردهاي رهبري رابطه معني داري وجود دارد و راهبردهاي رهبري پيش بيني كننده معني دار ابعاد تمايل كاركنان به حفظ و بقا در سازمان مي باشد. همچنين محرك هاي رهبري پيش بيني كننده معني دار رضايت شغلي كاركنان مي باشد و محرك ها و راهبردهاي رهبري واسطه رابطه معني داري بين ويژگي هاي فردي و تمايل كاركنان براي بقا هستند.

The main purpose of this study is to investigate the relationship among the individual characteristics, leadership strategies and incentives as well as employee retention tendency on the basis of an explanatory model through analyzing the factors of participation, job satisfaction and staff turnover rate. The research utilizes descriptive-correlation method to study its statistical population, i.e. whole employees of Shiraz Welfare Department. The researchers used stratified simple random sampling method to select 125 out of 240 employees as research samples. Data collection tools included multifactor leadership questionnaire, employees’ turnover and participation questionnaire, and researcher-made job-salary-benefits satisfaction scale. The data collection tools underwent validity and reliability verification tests before being distributed among the sample employees. The gathered data were later analyzed by means of SPSS-16 and LISREL-8.54 statistical computer applications; meanwhile, Multivariate Regression, Pearson Correlation coefficient as well as model fitting were employed to analyze the data as well. The findings showed that employees’ individual characteristics have no significant relationship with employee retention tendency. Yet, they indicated that there was significant relationship between employees’ individual characteristics and their perception of leadership strategies and incentives. However, a significant relationship was explored between leadership strategies and employee retention tendency. Moreover, a significant relationship was found between leadership incentives and employees’ job satisfaction. And last, but not the least, leadership strategies and incentives have significant mediatory role in relationship between employees’ individual characteristics and their tendency to retain.