چكيده فارسي :
هدف اين پژوهش، برسي رابطه تغيير سازماني با فلات‌زدگي شغلي بود. جامعه آماري شامل 400 نفر از تمامي كاركنان ستادي دانشگاه علوم پزشكي ايلام بود كه با استفاده از جدول كرجسي و مورگان 196 نفر به روش نمونه‌گيري تصادفي به‌عنوان نمونه انتخاب شدند. اين پژوهش به لحاظ هدف، كاربردي مي‌باشد و از نظر گردآوري داده‌ها توصيفي- پيمايشي است. ابزار گردآوري اطلاعات شامل دو پرسشنامه استاندارد تغيير سازماني و فلات‌زدگي شغلي بود. سنجش پايايي دو پرسشنامه از طريق روش آلفاي كرونباخ مورد تأييد قرار گرفت كه به‌ترتيب 95/0 و 90/0 بدست آمد. براي تحليل داده‌ها ضرايب همبستگي با استفاده از نرم‌افزار آماري SPSS-22 بكار گرفته شد. يافته‌ها نشان داد كه بين تغيير سازماني و فلات‌زدگي شغلي با ضريب همبستگي 77/0 رابطه معني‌داري وجود دارد. بنابراين، شاخص عاطفي با ضريب همبستگي 70/0، شاخص شناختي با ضريب همبستگي 69/0 و شاخص رفتاري با ضريب همبستگي 74/0 با فلات‌زدگي شغلي رابطه معني‌داري دارد. تغيير سازماني به‌عنوان متغير ويژه تأثيرگذار بر شدت فشار رواني ناشي از فلات‌زدگي شناخته شد. در راستاي تجديد ساختارها و تغيير در محيط سازمان‌ها، موضوع فلات‌زدگي شغلي به‌عنوان يك موضوع جدي براي سازمان‌ها مطرح مي‌باشد.
چكيده لاتين :
Introduction
Today organizational change is one of the most important concepts in management and it is an inevitable phenomenon that organizations are confronted with. Organizations need to adapt to organizational change in order to achieve better performance. On the other hand, career plateauing is a phenomenon that is not well understood and it happens widely in organizations, causing the organizations to be temporarily or permanently affected and received significant damages. People who suffer from career plateau generally attribute career plateauing to their own inefficiencies (such as high age or years of service). According to Grabot, these individuals not only lose motivation for career advancement, but their presence in the workplace is reduced, their work output drops to a low level, and they receive less feedback from their supervisors than their co-workers. Therefore, the purpose of this study was to study the relationship between organizational changes and career plateauing.
Method
The statistical population consisted of 400 employees of Ilam University of
Medical Sciences who were selected by random sampling method using Kerjcie and Morgan table. Instrument included two standard questionnaires of organizational change and career plateauing. The reliability of organizational change and career plateauing was 0.94 and 0.90 based on Cronbach's alpha, respectively. Data were analyzed by correlation coefficients using SPSS software (version 22).
Results
The results showed that there is a significant relationship between organizational change and career plateauing with a correlation coefficient of 0.767. Therefore, the emotional index has a significant relationship with the correlation coefficient of 0.702, the cognitive index with the correlation coefficient of 0.689 and the behavioral index with the correlation coefficient of 0.740 with career plateau.
Discussion
Organizational change was identified as a special variable affecting the severity of stress caused by career plateau. In order to renew structures and changes in the organization environment, the issue of career plateauing is considered as a serious matter for the organizations. This research has been studied at one of the Ilam universities and should be cautious when generalizing to other organizations. It is possible that in the original context of other research, there are concepts related to organizational change and career plateau; but during the research, no traces of their titles and keywords were found and were not used in this study.
Therefore, the purpose of this study is to study the relationship between organizational changes in career plateau.
Method: The statistical population consisted of 400 staff members of Ilam University of Medical Sciences who were selected by random sampling method using Kerjcie and Morgan table.This research is practical in terms of purpose and is descriptive - survey in terms of data collection. Data gathering tools included two standard questionnaires of organizational change and career plateau. Content validity was used to determine the validity of the questionnaires, and the reliability of organizational change and career plateau was 0.945 and 0.904 based on Cronbach's alpha, respectively. Data were analyzed by SPSS software (version 22).
Results: The results show that there is a significant relationship between organizational change and career plateau with a correlation coefficient of 0.767. Therefore, the emotional index has a significant relationship with the correlation coefficient of 0.702, the cognitive index with the correlation coefficient of 0.689 and the behavioral index with the correlation coefficient of 0.740 in career plateau.
Conclusion: Organizational change was identified as a special variable affecting the severity of mental stress caused by career plateau.In order to renew structures and changes in the organization environment, the issue of career plateau is considered as a serious matter for the organizations.
This research has been studied at one of the Ilam universities and should be cautious when generalizing to other organizations.
It is possible that in the original context of other research, there are concepts related to organizational change and career plateau; but during the research, no traces of their titles and keywords were found and were not used in this study.
