مدل يابي اثر پارتي بازي در محيط كار بر تمايل به ترك شغل، رضايت و عملكرد شغلي كاركنان اداره كل و ادارات ورزش و جوانان شهر تهران

Modeling Effect of Nepotism in Workplace on Turn-over Intention, Job Satisfaction, and Job Performance of General Directorate and Departments of Youth and Sports in City of Tehran

تحقيق حاضر با هدف شناسايي اثر پارتي بازي در محيط كار بر تمايل به ترك شغل، رضايت و عملكرد شغلي كاركنان اداره كل و ادارات ورزش و جوانان شهر تهران انجام شده است. روش شناسي تحقيق حاضر، توصيفي از نوع همبستگي است كه به صورت ميداني انجام شده است. جامعه آماري اين تحقيق شامل كاركنان اداره كل و ادارات ورزش و جوانان شهر تهران به تعداد 336 نفر است. نمونه تحقيق بر اساس فرمول تعيين حجم نمونه كوكران و به روش تصادفي ساده برابر با 179نفر انتخاب شد. پرسشنامه هاي بوت (2011)، بابين و بولز (2004) و كامان (1997) براي اندازه گيري متغيرهاي تحقيق استفاده شد و براي ارزيابي مدل تحقيق و شناسايي اثر متغيرها، از مدل يابي معادلات ساختاري بر پايه نرم افزار ليزرل نسخه 8/8 استفاده گرديد. يافته ها يافته هاي تحقيق نشان داد كه پارتي بازي بر تمايل به ترك شغل كاركنان اثري مثبت و معنادار دارد. همچنين اثر پارتي بازي بر عملكرد شغلي و رضايت شغلي كاركنان اثري منفي و معنادار بود. نتيجه گيري بطور كلي نتايج تحقيق حاضر حاكي از اين بود كه پارتي بازي در محيط كار بواسطه تحت تاثير قرار دادن عملكرد و رضايت شغلي كاركنان و همچنين ايجاد زمينه فكري براي ترك سازمان، بطور غير مستقيم اثربخشي و بهره وري سازمان را به خطر مي اندازد.

Our aim in this work was to identify the effect of nepotism in the workplace on turn-over intention, job satisfaction, and job performance of the employees of the General Directorate and departments of youth and sports in the city of Tehran. 179 people were selected as the sample, and answered the questions of the research questionnaires. The findings showed that nepotism had a positive and significant effect on the turn-over intention. Also the effect of nepotism on job satisfaction and job performance of the staff was negative and significant. Introduction In today's world, the organizations have realized that their most important assets are human resources, which are an important factor involved in the success and development of any organization, and no organization will be able to achieve all its goals without it. Today, the major problem for most organizations, especially in the developing countries, is not a shortage of raw materials, energy or even technology; rather, they are issues that directly or indirectly relate to the human resource management. One of the most important issues that the organizations face is employing relatives, acquaintances, friends, and people who have been commissioned and supported in the organizations, called nepotism. This variable can disrupt the performance of human resource management in the organization, and consequently, the efficiency and productivity of the organizations will be affected by affecting important organizational variables such as job satisfaction, willingness to leave the job, and job performance of the employees. Methodology and Approach The present work was a descriptive survey. The statistical population of the work was the employees of General Directorate and departments of the youth and sports in the city of Tehran (336), 179 of which were randomly selected. The Bute (2011), Bobin, Boles (2004), and Kaman (1997) questionnaires were used for measuring the research variables. For data analysis and identification of the effects of the research variables, the structural equation modeling was used by the LISREL software. Results and Conclusion The findings showed that nepotism had a positive and significant effect on the turn-over intention of the staff. Also the effect of nepotism on job satisfaction and job performance of the staff was negative and significant. In general, it can be stated that favoritism in workplace is an unprofessional and unethical phenomenon, and it can affect the effectiveness, efficiency, and overall performance of the organization.