نقش ميانجي اشتياق شغلي در رابطه جو روان شناختي و خودارزشيابي هاي محوري با عملكرد وظيفه اي و قصد ترك شغل

Mediating role of Job engagement in the relationship between Psychological Climate and Core self evaluations with Task performance and intention to leave

هدف از پژوهش حاضر بررسي اثر جو روان شناختي و خودارزشيابي هاي محوري بر عملكرد وظيفه اي و قصد ترك شغل با ميانجيگري اشتياق شغلي در كاركنان شركت صنايع چوب و كاغذ ايران (چوكا) بوده است. با استفاده از روش نمونه گيري تصادفي ساده 267 نفر از كاركنان شركت چوكا به عنوان نمونه انتخاب شدند. در اين پژوهش از الگوي معادلات ساختاري و روش بوت استراپ براي تحليل نتايج استفاده شد. يافته ها نشان داد كه جو روانشناختي هم به طور مستقيم و هم از طريق اشتياق شغلي با قصد ترك شغل و فقط از طريق اشتياق شغلي با عملكرد وظيفه اي رابطه دارد. همچنين خود ارزشيابي هاي محوري هم به طور مستقيم و هم از طريق اشتياق شغلي با عملكرد وظيفه اي و فقط از طريق اشتياق شغلي با قصد ترك شغل رابطه دارد

The aim of this research was to design and test a model of the relationship of psychological climate and core self-evaluations with task performance and turnover intention with mediating role of job engagement in employees of Iran Wood & Paper Company (IWPC). In this research psychological climate and core selfevaluations were considered as predictors of task performance and turnover intention. In addition job engagement was considered as mediator of relationship between predictors and dependent variables. Data collected from 267 employees of Iran Wood & Paper Company that selected with simple random sampling method. Structural equation modeling through AMOS 18 and SPSS 18 software package were used for data analysis. The indirect effects were tested by Bootstrap procedure. Results indicate that psychological climate affects turnover intention directly and indirectly and affects task performance with complete mediating role of job engagement. Also core self-evaluations affect task performance directly and indirectly and affects turnover intention with complete mediating role of job engagement