بررسي رابطه فلات‌زدگي شغلي با درگيري شغلي با نقش ميانجي گر تعهد سازماني (مورد مطالعه: هلدينگ ساختماني تراز پي‌ريز وابسته به صندوق بازنشستگي كشوري)

The Relationship Between Occupational Plateauing and Job Involvement with the Mediating Role of Organizational Commitment (Case Study: State Pension Fund Affiliated Building Holding)

تحقيقات متعدد تاثير برنامه­ريزي مسير شغلي بر نگرش­هاي كاركنان را مورد تاكيد قرار داده­اند. كاركنان انتظار پيشرفت و رشد مداوم در مسير شغليشان را دارند و در مرحله­اي كه شغل برايشان يادگيري ندارد و احساس مي­كنند رشد مهارتي در آنها متوقف شده است و يا امكان ارتقا در سلسله مراتب سازماني برايشان ميسر نمي­شود، پديده فلات­زدگي رخ مي­دهد. اين تحقيق با درك اهميت نگرش­هايي مانند درگيري­ شغلي و تعهد سازماني به بررسي تاثير پديده فلات بر اين دو متغير در هلدينگ ساختماني تراز پي­ريز با تعداد كاركنان 130 نفر كه تعداد 97 نفر با روش نمونه گيري تصادفي ساده انتخاب شدند، پرداخته است. به منظور گردآوري اطلاعات پرسشنامه­اي شامل 52 سوال( متشكل از سه پرسشنامه استاندارد با پايايي بالاي 7/0) استفاده شد و در مجموع 94 پرسشنامه مورد تاييد جمع­آوري و داده­ها با استفاده از نرم­افزار PLS تحليل گرديد. در مجموع 14 فرضيه مورد بررسي قرار گرفت كه يك مورد آن رد شد و تاثير فلات­زدگي شغلي محتوايي بر تعهد هنجاري مورد تاييد قرار نگرفت. فلات­زدگي ساختاري بر همه ابعاد تعهد سازماني و نيز بر درگيري شغلي داراي تاثير منفي مي­باشد و فلات­زدگي محتوايي نيز بجز بر تعهد هنجاري بر ساير ابعاد تعهد سازماني و نيز بر درگيري شغلي تاثير منفي دارد. همچنين نقش ميانجي درگيري شغلي مورد تاييد قرار گرفت. به بيان ديگر فلات زدگي با كاهش درگيري شغلي كاركنان مي­تواند موجب كاهش تعهد سازماني شود.

Employees, especially new generation employees, expect to progress steadily in their careers, and when they reach a stage where the job is not learned and their skills improvement is stopped or they are unable to advance in the organizational hierarchy, Plateau phenomenon occurs which can have many consequences on important attitudes of employees. Understanding the importance of attitudes such as job involvement and organizational commitment, this study investigates the impact of the plateau phenomenon on these two variables in Taraspay.The survey method was used to collect data with a questionnaire including 52 questions. A total of 14 hypotheses were examined, one of which was rejected and the effect of content, plateau on normative commitment was not confirmed. Introduction Over the past decade, most organizations have seen an increase in organizational reengineering. Organizations strive to become more efficient by flattening the organizational structures and reengineering operations to maintain competitiveness. The restructuring has led to fewer vertical promotion opportunities for the employees. On the other hand, simple job design, non-use of motivational approaches to job design such as job enlargement, job rotation, job enrichment, and lack of attention to the need for professional development of employees have made employees feel that their job is not enough challenging, it doesn't matter enough and it don't use their potential. Stopping people in the hierarchy and feeling lack of skills and professional growth, referred to as plateauing, can have adverse effects on employees' attitudes, which in this article affect two very important attitudes for the organization. Job involvement and organizational commitment have been addressed.