تاثير دوركاري بر تعهد و قصد ترك شغل با نقش مداخله گري فرسودگي شغلي

The effect of telework on commitment and turnover intentions with the role of work exhaustion intervention

هدف تحقيق بررسي دوركاري و تاثير مداخله گري فرسودگي شغلي بر تعهد و قصد ترك شغل در نظر گرفته شد. نحقيق حاضر از نظر هدف، كاربردي و از نظر شيوه گردآوري و تحليل اطلاعات و داده ها به ترتيب توصيفي- پيمايشي و پرسشنامه و از نوع علي است جامعه اماري تحقيق چند شركت بزرگ توليدي خدماتي كه در شرايط پاندمي كرونا به صورت دوركاري انجام وظيفه مي نمودند و شامل300 نفر كه به صورت تصادفي ساده، نمونه ي 169 تعيين و تشويق به پاسخ دهي شدند. جهت جمع آوري داده ها از پرسشنامه هاي استاندارد تعهد سازماني (Allen and Meyer (1990) )، دوركاري(Wiesenfeld et al. (1999 )، فرسودگي شغلي ( Burnout (1995)) و قصد ترك شغل ( Schaubroeck, Cotton, and Jennings (1989)) استفاده شد. نتايج نشان داد : دوركاري مسيري را براي مديران پيش رو مي گذارد تا فرسودگي شغلي كاركنان را كاهش دهند و تعهد را بالا ببرند و قصد ترك شغل را در سطح كم نگه دارند و جهت دستيابي به اهداف منابع عاطفي رواني خود را ذخيره نمايند. در غياب عدم ارتباط مستقيم، زمان اضافي و انرژي ذخيره شده متوجه كاركنان از راه دور مي گردد كه مي توان آن زمان را به رفع نيازهاي خانواده، كاهش استرس و تقويت بازدهي اختصاص دهند. لذا بدين شيوه دوركاري مي توان به عنوان ابزار مديريتي كارايي بيشتري را تحصيل و اراده خوب و تعهد بالا در بين كاركنان به وجود آورد.

The ability to work ‘virtually’ away from the oYce has become a ubiquitous new work mode that promises to yield important beneWts for employees and the organization. Teleworking, as a form of virtual work, can involve working in multiple satellite offices or other remote locations away from the company office. Therefore, the present study aimed to investigate telework and the intervening impact of work exhaustion on commitment and turnover intentions. The present research is applied in terms of purpose and descriptive-survey and questionnaire in terms of method of collecting and analyzing information and data, respectively. The statistical population of the study was several large service manufacturing companies that operated remotely in the corona pandemic conditions and included 300 people who were randomly selected, sample 169, and encouraged to respond. To collect data from standard questionnaires of organizational commitment (Allen and Meyer (1990)), telework (Wiesenfeld et al. (1999)), Work exhaustion (Burnout (1995)) and work Turnover (Schaubroeck, Cotton, and Jennings (1989)) was used .The results showed: Telework may oVer managers an avenue to decrease employee work exhaustion, and in so doing not only increase commitment and decrease turnover, but also perhaps gain additional emotional and mental resources to better achieve work objectives. Through absence of a commute and the accumulation of additional time and saved energy resources, teleworkers gain surpluses which can be allocated to work as well as family needs, decreasing overall stress and bolstering output. In this way by being able to achieve more while expending less, teleworking may serve as a managerial tool to invoke greater effciency while building stockpiles of employee contentment and good will.