تبادل اجتماعی سازمان و رفتار کاری نوآورانه: تاکید بر نقش میانجی اشتیاق شغلی

نوع مقاله: مقاله پژوهشی

نویسندگان

1 . استادیار گروه مدیریت، دانشکده اقتصاد و علوم اجتماعی، دانشگاه شهید چمران اهواز، اهواز، ایران.

2 استادیار گروه مدیریت، دانشکده اقتصاد و علوم اجتماعی، دانشگاه شهید چمران اهواز، اهواز، ایران.

3 کارشناس ارشد مدیریت، دانشکده اقتصاد و علوم اجتماعی، دانشگاه شهید چمران اهواز، اهواز، ایران.

چکیده

زمینه و هدف: در سال‌های اخیر، سازمان‌ها به دنبال شناسایی عوامل مؤثر بر رفتار کاری نوآورانه بوده‌اند. بر اساس تئوری تبادل اجتماعی، کارکنان در زمان احساس حمایت از سوی سازمان، احساس مذکور را با اشتیاق شغلی جبران می‌کنند. بر اساس اهمیت رفتار نوآورانه، تحقیق حاضر با هدف شناخت نقش میانجی اشتیاق شغلی در رابطه تبادل اجتماعی سازمان و رفتارهای نوآورانه انجام شد.
روش‌شناسی: پژوهش حاضر از نظر نوع استفاده، کاربردی و از نظر هدف، پژوهشی توصیفی از نوع همبستگی است. نمونه آماری شامل تعداد 310 نفر از کارکنان گروه ملی صنعتی فولاد ایران بود که با روش نمونه‌گیری تصادفی ساده انتخاب شدند. در این پژوهش از ابزار پرسشنامه برای گردآوری داده‌ها استفاده شد. تجزیه‌وتحلیل داده‌ها با استفاده از مدل‌یابی معادلات ساختاری در محیط نرم‌افزاری SPSS و Smart-PLS انجام شد.
یافته‌ها: تبادل رهبر ـ عضو و حمایت سازمانی ادراک‌ شده بر رفتار کاری نوآورانه و اشتیاق شغلی تأثیر دارند. اشتیاق شغلی بر رفتار کاری نوآورانه تأثیر دارد. همچنین، اشتیاق شغلی در رابطه بین تبادل اجتماعی سازمان و رفتار کاری نوآورانه به صورت ناقص (جزئی) میانجی‌گری می‌کند.
نتیجه‌گیری: مدیران باید از طریق سازوکارهای مدیریت مشارکتی و حمایت‌های سازمانی به کارکنان توجه بیشتری نمایند. کارکنان در زمانی که به نظرها و راه‌حل‌های آنان اهمیت داده شود، مشتاقانه و پیوسته به تفکر و خلاقیت می‌پردازند.

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