رابطه بهزيستي عاطفي مرتبط با شغل و استرس شغلي با رضايت شغلي: نقش ميانجي‌گر خودكارآمدي شغلي

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

رضايت شغلي مفهومي چندبُعدي است و با عوامل متعددي ارتباط دارد. به عبارت ديگر، رضايت شغلي با تحقق مجموعه‌اي از عوامل حاصل مي‌شود. عوامل زمينه‌ساز و ايجادكننده رضايت شغلي متنوع و متعددند، از اين رو هدف اصلي اين مطالعه، بررسي رابطه بهزيستي عاطفي و استرس شغلي با رضايت شغلي با توجه به نقش ميانجي‌گر خودكارآمدي شغلي بود. طرح پژوهش، توصيفي از نوع همبستگي بود. جامعه آماري پژوهش كليه كاركنان مراكز علوم اعصاب استان لرستان در سال 98 بود. نمونه‌گيري به شيوه تصادفي چندمرحله‌اي انجام شد و نمونه‌اي به حجم 252 نفر انتخاب گرديد. در اين مطالعه از پرسشنامه‌هاي بهزيستي عاطفي مرتبط با شغل (JAWS)، رضايت شغلي مينه‌سوتا (MSQ)، استرس شغلي (HSE) و خودكارآمدي شغلي استفاده شد. تحليل داده‌ها با استفاده از الگويابي معادلات ساختاري و در نرم‌افزار AMOS انجام شد. يافته‌ها نشان داد كه الگوي پيشنهادي از برازش مناسبي برخوردار است. همچنين نتايج نشان دادند كه استرس شغلي با خودكارآمدي شغلي و رضايت شغلي رابطه معني‌داري دارد. رابطه بهزيستي عاطفي مرتبط با شغل نيز با خودكارآمدي شغلي و رضايت شغلي معني‌دار بود. همچنين، نقش ميانجي‌گر خودكارآمدي شغلي در رابطه بين بهزيستي عاطفي مرتبط با شغل و رضايت شغلي معني‌دار شد

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.