رابطه امنيت شغلي با تعهد سازماني و رفتارهاي ضدتوليد

The Relationship of Job Security with Organizational Commitment and Counterproductive Behaviors

هدف پژوهش حاضر بررسي رابطه امنيت شغلي با تعهد سازماني و رفتارهاي ضدتوليد بود. روش پژوهش توصيفي از نوع همبستگي بود. جامعه آماري شامل كاركنان شركت ملي حفاري ايران بود. از اين جامعه، 312 نفر به روش نمونه‌گيري تصادفي ساده به‌عنوان نمونه پژوهش انتخاب شدند. به منظور جمع‌آوري داده‌ها از پرسشنامه امنيت شغلي، پرسشنامه تعهد سازماني و مقياس كجروي در محيط كار استفاده شد. تحليل داده‌ها از طريق تحليل رگرسيون چندگانه و با استفاده از نرم‌افزار SPSS-20 انجام گرفت. نتايج حاصل از تحليل رگرسيون نشان داد كه امنيت شغلي با تعهد سازماني رابطه مثبت و معني‌داري دارد (0001/0 >p ، 43/0 = β). همچنين نتايج نشان داد كه رابطه بين امنيت شغلي و رفتارهاي ضدتوليد منفي و معني‌دار است (003/0 >p ، 17/0- = β).

Introduction Job security is a set of feelings and perceptions of having a suitable job and ensuring its continuity in the future, making the organization less vulnerable to human stress. Job security increases one's productivity, commitment to the organization, physical and mental health, morale, life satisfaction, and ability to learn new job skills. The presence or absence of a sense of job security in the workplace can have important and effective consequences for employees and organizations. Therefore, the purpose of the present study was to investigate the relationship of job security with organizational commitment and counterproductive behaviors. Method The research method was correlational. Data were analyzed by Pearson correlation and Regression methods using SPSS-20 software. The statistical population of the present study includes employees of National Iranian Drilling Company. From this population, 364 employees were selected by simple random sampling method. The instrument included Job Security, Organizational Commitment, and Deviance Workplace Questionnaires. Results The results of regression analysis showed that job security has a positive and significant relationship with organizational commitment. In other words, job security had significant predictive power for organizational commitment (β=0.43, p < 0.0001). Also, the standard coefficient of job security regression was negative and significant for counterproductive behaviors (β= -0.17, p < 0.003). Discussion Overall, the results indicated that job security is able to predict organizational commitment in a positive way and counterproductive behaviors in a negative direction. Making employees aware of the changes enhances their sense of security. It is also suggested to use intra-organization consulting services to express personal and occupational views, opinions and problems in order to reduce the anxiety and bad feelings in the organization.