رابطه روان‌رنجورخويي و سرسختي روان‌شناختي با بهزيستي كاركنان: نقش ميانجي‌گر تاب‌آوري و ذهن آگاهي و نقش تعديل‌گر ساعات كاري و نوع نوبت‌كاري

The Relationship between Neuroticism and Hardiness with Employee Well-Being: Mediating Role of Resiliency and Mindfulness and Moderating Role of Working Hours and Type of Shift Work

هدف پژوهش حاضر بررسي رابطه روان‌رنجوري و سرسختي با بهزيستي كاركنان با نقش ميانجي‌گر تاب‌آوري و ذهن‌آگاهي و نقش تعديل‌گر ساعات كاري و نوع نوبت‌كاري بود. جامعه آماري پژوهش متشكل از تمامي كاركنان نوبت‌كار يك شركت صنعتي در شهر اهواز بود. نمونه پژوهش شامل 206 مرد، با ميانگين سني 38 سال، با تجربه نوبت‌كاري حداقل 2 سال و ميانگين ساعات كاري هفتگي 54 ساعت بود. جهت جمع‌آوري داده‌ها پرسشنامه بهزيستي كاركنان ژنگ و همكاران، تاب‌آوري كانر و ديويدسون، ذهن آگاهي براون و رايان، روان‌رنجوري مك‌كرا و كوستا و سرسختي بارتون و همكاران به كار گرفته شد. جهت تحليل داده‌هاي پژوهش از روش الگويابي معادلات ساختاري، آزمون بوت‌استراپ و رگرسيون سلسله مراتبي در نرم‌افزار آماري AMOS و SPSS ويرايش 24 استفاده شد. نتايج الگويابي معادلات ساختاري نشان داد كه تاب‌آوري رابطه بين متغيرهاي سرسختي و بهزيستي كاركنان را ميانجي‌گري مي‌كند. با اين وجود، نوع نوبت‌كاري و ساعات كار هفتگي در رابطه بين سرسختي و بهزيستي اثرات تعديل‌كنندگي نشان نداد. بنابراين مي‌توان نتيجه گرفت انعطاف‌پذيري روان‌شناختي حاصل از تاب‌آوري مي‌تواند مكانيسمي باشد كه منجر به بهزيستي كاركنان مي‌شود.

Introduction The well-being of employees in the field of shiftwork can be examined in a variety of ways. The purpose of this study was to investigate the relationship between neuroticism and hardiness with employee well-being, with mediating role of resiliency and mindfulness and moderating role of working hours and type of shift. Personality variables that may struggle with the consequences of stress, and thus provide the conditions for improving the well-being of employees, have attracted the interest of researchers for many years. Recent research clearly shows that psychological hardiness is negatively related to shift-work. Therefore, psychological hardiness can be one of the effective factors in improving the well-being of shift workers. Method The statistical population of the study consisted of all employees working in an industrial company in Ahvaz. The sample consisted of 206 men with an average age of 38 years, with at least two years experience of shiftwork, and an average weekly working time of 54 hours. For collecting data, Zheng et al.’s Employee Well-Being Scale (2015), Conner and Davidson's Resilience Scale (2003), Braun and Ryan's Mindfulness Scale (2003), and the DRS-15 Psychological Hardiness (2007) were used. Structural equation modeling, bootstrap test, and hierarchical regression analysis in AMOS-24 and SPSS-24 were used for data analysis. Results The results indicated that resiliency mediates the relationship between psychological hardiness with employees' well-being. However, the type of shiftwork and weekly working hours did not show any moderating effects in the relationship between psychological hardiness and well-being. Discussion Therefore, it can be concluded that the psychological flexibility obtained from resiliency can be a possible mechanism that leads to the well-being of employees. However, more research is needed on variables in the field of shiftwork. Further studies are needed on shift context variables.