ارايه مدل ساختاري پيش بيني فرسودگي شغلي مديران آموزش عالي برحسب كيفيت زندگي كاري، تعهد سازماني و مديريت دانش

A Structural Model of Higher Education Managers’ Job Burnout Based on Quality of Work life, Organizational Commitment, and Knowledge Management

هدف از اين تحقيق ارايه مدل ساختاري پيش بيني فرسودگي شغلي مديران دانشگاه آزاد منطقه يك بر اساس ابعاد كيفيت زندگي كاري، تعهد سازماني و مديريت دانش است. روش پژوهش توصيفي از نوع همبستگي است و جامعه آماري مورد بررسي اين تحقيق شامل660 نفر از مديران دانشگاه آزاد اسلامي منطقه يك كه در سال تحصيلي 92-91 مشغول به خدمت بودند كه با روش نمونه گيري تصادفي خوشه اي، و با استفاده از جدول مورگان تعداد250 نفر به عنوان حجم نمونه انتخاب شدند. براي جمع آوري داده هاي تحقيق، از سه پرسش نامه فرسودگي شغلي مسلك و جكسون (1981)، كيفيت زندگي كاري والتون (1973)، تعهد سازماني مي ير (1990) و مديريت دانش شرون لاوسون (2003) استفاده گرديد كه با استفاده از ضريب آلفاي كرونباخ پايايي كليه پرسشنامه ها محاسبه گرديد كه از پايايي مناسب برخوردار بودند. نتايج ضريب همبستگي، رگرسيون چند متغيره و تحليل مسير نشان داد كه: كليه ابعاد كيفيت زندگي كاري قادر به پيش بيني متغير فرسودگي شغلي بود. دو بعد تعهد عقلاني و تعهد هنجاري به ترتيب به ميزان 44/0و 39/0 قادر به پيش بيني فرسودگي شغلي بودند. تنها سه بعد مديريت دانش، (دانش آفريني، جذب دانش و كاربرد دانش) به ترتيب قادر به پيش بيني فرسودگي شغلي بودند. ارايه مدل ساختاري پيش بيني فرسودگي شغلي مديران براساس كيفيت زندگي كاري، تعهد سازماني و فرسودگي شغلي.

The present study aimed to posit a structural model to predict higher education managers’ job burnout based on their quality of work life, organizational commitment, and knowledge management. This applied and descriptive study included 250 managers of district one of Islamic Azad University selected through cluster sampling from among a total of 660 managers. In order to collect data a use was made of four questionnaires of job burnout (Maslach & Jackson, 1981), quality of work life (Walton, 1973), organizational commitment (Meyer, 1990), and knowledge management (Lawson, 2003) whose reliability indexes were assessed. The findings revealed that: 1. the relationship of the quality of work life, organizational commitment, and knowledge management to job burnout was statistically significant. 2. Quality of work life, organizational commitment, and knowledge management could predict the managers’ job burnout most. 3. There was a statistically negative relationship between quality of work life, organizational commitment, and knowledge management and the dependent variable of job burnout. 4. Quality of work life could account for emotional burnout and personal accomplishment. 5. All the components of work life quality could predict job burnout. 6. Organizational commitment could only account for individual job performance of managers’ job burnout. 7. Two dimensions of intellectual commitment and normative commitment could predict job burnout variance by 0.44% and 0.39% respectively. 8. Except individual performance none of the burnout components were predicted by knowledge management. 9. Only three dimensions of the knowledge management were able to predict job burnout. 10. The two dimensions of knowledge absorption and storage could predict the quality of work life. 11. Three components of quality of work life (healthy and safe workplace, legalism of the organization and the overall organization atmosphere) could account for job burnout.