بررسي تاثير هوش هيجاني بر تعهد سازماني كاركنان با مطالعه نقش ميانجي رضايت شغلي

Investigating the Impact of Emotional Intelligence on Organizational Commitment with the Mediating Role of Job Satisfaction

هدف پژوهش حاضر بررسي تاثير هوش هيجاني بر تعهد سازماني كاركنان با نقش ميانجي رضايت شغلي در «شركت نفت مناطق مركزي ايران» است. نوع پژوهش، كاربردي ـ توسعه اي و از نظر روش، توصيفي ـ پيمايشي است. جامعه آماري پژوهش شامل كاركنان «شركت نفت مناطق مركزي ايران» به تعداد 5480 نفر است كه تعداد 359 نفر به طور تصادفي ساده و با استفاده از جدول مورگان انتخاب شدند. ابزار پژوهش شامل پرسش نامه هاي استاندارد هوش هيجاني سيبريا شرينگ (1998)، تعهد سازماني آلن و مي ير (1990) و رضايت شغلي اسميت وكندال (1969) است. تحليل داده ها نشان داد كه هوش هيجاني بر تعهد سازماني و رضايت شغلي كاركنان و همچنين رضايت شغلي بر تعهد سازماني كاركنان اثرگذار است؛ به علاوه رضايت شغلي داراي نقش ميانجي بين هوش هيجاني و تعهد سازماني است. نتايج حاكي از آن است كه از ميان مولفه هاي هوش هيجاني، مولفه خودانگيزشي داراي بيشترين توانايي در برآورد هوش هيجاني است؛ همچنين از ميان مولفه هاي رضايت شغلي، مولفه هاي حقوق و ترفيع به ترتيب با شدت تاثيرهاي 0/79 و 0/76، بيشترين تاثير را بر متغير رضايت شغلي دارند.

Nowadays, it is capable and committed employees that brings success to the organizations. Those focusing on customer satisfaction and increasing the productivity. Staffs that constantly improve systems and work procedures. Organizational commitment is influenced by numerous factors of which can be cited emotional intelligence. Hence, the present research investigates the impact of emotional intelligence on organizational commitment with the mediator role of job satisfaction in Central Iranian Oil Fields Company (I.C.O.F.C). Research type is applied-developing and on the other hand descriptive-survey. The population of research is the Iranian Central Oil Fields Company which is included 5480 employees. 359 employees randomly have been selected by Morgan table. Instruments of research are the following standardized questionnaires: emotional intelligence of Cyberia Shrink (1998), organizational commitment of Allen and Meyer (1990) and job satisfaction of Smith (1969). Data analysis has been done by using S.P.S.S 19 and LISREL software. The results of research showed that emotional intelligence has significant effect on organizational commitment and job satisfaction. In addition job satisfaction has a direct influence on organizational commitment. Also it is found that job satisfaction has a mediator role between emotional intelligence and organizational commitment. The results have shown that among the components of emotional intelligence, self-motivation has the greatest ability to anticipate and appraise it. Also among the components of job satisfaction, payment and promotion respectively have the greatest impact on job satisfaction. The impact factor of the first component is 0.79 and the second one is 0.76.