بررسي تاثير بدبيني سازماني بر اهمال كاري (مطالعه موردي: بخش راديولوژي دانشگاه شهيد بهشتي استان تهران)

Investigating the effect of organizational cynicism on procrastination (Case study: Radiology Department of Shahid Beheshti University in Tehran

ﺑﺪﺑﯿﻨﯽ ﺳﺎزﻣﺎﻧﯽ، ﯾﮑﯽ از ﻣﻮﺿﻮﻋﺎت ﻣﻬﻢ رﻓﺘﺎري اﺳﺖ ﮐﻪ ﺑﺮ ﻋﻤﻠﮑﺮد ﮐﺎرﮐﻨﺎن و در ﻧﻬﺎﯾﺖ ﺑﺮ ﮐﺎرآﻣﺪي و اﺛﺮﺑﺨﺸﯽ ﺳﺎزﻣﺎن ﻣﺆﺛﺮ ﻣﯽ ﺑﺎﺷﺪ. اﯾﻦ ﻣﻘﺎﻟﻪ ﺑﻪ ﻣﻔﺎﻫﯿﻢ اﺻﻠﯽ ﺑﺪﺑﯿﻨﯽ ﺳﺎزﻣﺎﻧﯽ و راﺑﻄﻪ آن ﻫﺎ ﺑﺎ دﯾﮕﺮ مفاﻫﯿﻢ ﺳـﺎزﻣﺎﻧﯽ ﻣـﯽ ﭘـﺮدازد. در اﺑﺘﺪا، ﻣﻔﻬﻮم ﺑﺪﺑﯿﻨﯽ از ﻧﮕﺎه روﯾﮑﺮدﻫﺎي روان ﺷﻨﺎﺳﯽ و ﻣﻨﺎﺑﻊ اﺳﻼﻣﯽ ﻣﻮرد ﺑﺮرﺳـﯽ ﻗـﺮار ﮔﺮﻓﺘـﻪ، ﺳـﭙﺲ ﺿـﻤﻦ ﺗﻌﺮﯾـﻒ ﺑﺪﺑﯿﻨﯽ ﺳﺎزﻣﺎﻧﯽ، ﺑﻪ ﻣﺘﻐﯿﺮﻫﺎي ﺗﺄﺛﯿﺮﭘﺬﯾﺮ ﭘﯿﺎﻣﺪﻫﺎي ﺑﺪﺑﯿﻨﯽ در ﺳﺎزﻣﺎن ﭘﺮداﺧﺘﻪ ﻣﯽ ﺷـﻮد. در اداﻣـﻪ ﻣـﺪﻟﯽ در ﻣـﻮرد ﻋﻮاﻣـﻞ ﺗﺄﺛﯿﺮﮔﺬار و ﭘﯿﺎﻣﺪﻫﺎي آن اراﯾﻪ ﻣﯽ ﺷﻮد. اﯾﻦ ﻣﺪل از ﻃﺮﯾـﻖ اﻧﺘﺨـﺎب ﻣﺠﻤﻮﻋـﻪ اي از ﻣﺘﻐﯿﺮﻫـﺎ ﻣـﯽ ﺗﻮاﻧـﺪ ﺑـﻪ درك ﺑـﺪﺑﯿﻨﯽ ﺳﺎزﻣﺎﻧﯽ ﮐﻤﮏ ﻧﻤﺎﯾﺪ. ﭘﮋوﻫﺶ ﺣﺎﺿﺮ ﺑﺎ ﻫﺪف ﺑﺮرﺳﯽ راﺑﻄﻪ رﺿﺎﯾﺖ ﺷﻐﻠﯽ ﮐﺎرﮐﻨﺎن آﻣﻮزش و اﻫﻤـﺎل ﮐـﺎري آﻧـﺎن در داﻧﺸﮕﺎه ﺷﻬﯿﺪ ﺑﻬﺸﺘﯽ اﺳﺘﺎن ﺗﻬﺮان اﻧﺠﺎم ﺷﺪ. روش اﻧﺠﺎم ﺗﺤﻘﯿﻖ ﺗﻮﺻﯿﻔﯽﻫﻤﺒﺴﺘﮕﯽ ﺑﻮد. داده ﻫﺎي ﻣﻮرد ﻧﯿـﺎز ﺑـﺎ اﺳـﺘﻔﺎده از ﭘﺮﺳﺸـﻨﺎﻣﻪ اﻫﻤﺎل ﮐﺎري ﻟﯽ و ﺑﺪﺑﯿﻨﯽ، ﺑﺮ روي 70 ﻧﻔﺮ از ﮐﺎرﮐﻨﺎن ﺑﺨﺶ رادﯾﻮﻟﻮژي داﻧﺸﮕﺎه ﺷﻬﯿﺪ ﺑﻬﺸﺘﯽ اﺳﺘﺎن ﺗﻬﺮان ﺑﺪﺳﺖ آﻣﺪ. رو ﻧﻤﻮﻧﻪ ﮔﯿﺮي ﺗﺼﺎدﻓﯽ ﺳﺎده ﺑﻮده اﺳﺖ. داده ﻫﺎي ﺑـﻪ دﺳـﺖ آﻣـﺪه ﺑـﺎ اﺳـﺘﻔﺎده از روش ﻫـﺎي آﻣـﺎر ﺗﻮﺻـﯿﻔﯽ و اﺳـﺘﻨﺒﺎﻃﯽ ﺿﺮﯾﺐ ﻫﻤﺒﺴﺘﮕﯽ ﭘﯿﺮﺳﻮن ﻣﻮرد ﺗﺠﺰﯾﻪ و ﺗﺤﻠﯿﻞ ﻗﺮار ﮔﺮﻓﺖ. ﻧﺘﺎﯾﺞ ﻧﺸﺎن داد ﮐﻪ راﺑﻄﻪ ﻣﺜﺒﺖ و ﻣﺴﺘﻘﯿﻢ، ﺑﯿﻦ ﻋﻮاﻣﻞ ﺑﺪﺑﯿﻨﯽ ﺑﺮ اﻫﻤﺎل ﮐﺎري ﮐﺎرﮐﻨﺎن در ﺳﺎزﻣﺎن وﺟﻮد دارد ﺑﻪ ﻋﺒﺎرت دﯾﮕﺮ ﻫﺮﭼﻪ ﺑﺪﺑﯿﻨﯽ در ﺳﺎزﻣﺎن ﺑﻬﺒﻮد ﯾﺎﺑﺪ اﻫﻤﺎل ﮐﺎري ﮐﺎرﮐﻨﺎن در ﺳﺎزﻣﺎن ﻧﯿﺰ ﮐﺎﻫﺶ ﺧﻮاﻫﺪ ﯾﺎﻓﺖ و ﺑﯿﻦ ﻋﻮاﻣﻞ ﺑﺪﺑﯿﻨﯽ ﺑﺮ اﻫﻤﺎل ﮐﺎري ﺳﺎزﻣﺎﻧﯽ ﻫﻢ راﺑﻄﻪ ﻣﺜﺒﺖ وﻣﺴﺘﻘﯿﻢ وﺟﻮد دارد ﮐﻪ ﻣﯿﺰان ﻫﻤﺒﺴﺘﮕﯽ و ﺿﺮﯾﺐ ﺑﺘﺎ ﺑﯿﻦ ﻣﺘﻐﯿﺮ ﻫﺎي ﺑﺪﺑﯿﻨﯽ، ﺗﻌﻬﺪ ﺳﺎزﻣﺎﻧﯽ ﭘﺎﯾﯿﻦ، ﮐﺎﻫﺶ رﻓﺘﺎرﻫﺎي ﺷﻬﺮوﻧﺪي و ﮐﺎﻫﺶ ﻣﺸﺎرﮐﺖ ﮐﺎرﮐﻨﺎن ﺑﻪ ﺗﺮﺗﯿﺐ ﺑﺮاﺑﺮ اﺳﺖ ﺑﺎ 0/864 ،0/735 ،0/719 و 0/795 ﮐﻪ ﺑﯿﺸﺘﺮﯾﻦ ﺗﺎﺛﯿﺮ را ﺑﺮ روي اﻫﻤﺎل ﮐﺎري ﺳﺎزﻣﺎﻧﯽ ﻣﯽ ﮔﺬارﻧﺪ؛ و ﺑﻪ اﯾﻦ ﻧﺘﯿﺠﻪ دﺳﺖ ﯾﺎﻓﺘﯿﻢ ﮐﻪ ﮐﺎﻫﺶ رﻓﺘﺎرﻫﺎي ﺷﻬﺮوﻧﺪي ﺑﯿﺸﺘﺮﯾﻦ اﺛﺮ و ﺑﺪﺑﯿﻨﯽ ﮐﻤﺘﺮﯾﻦ اﺛﺮ را ﺑﺮ اﻫﻤﺎل ﮐﺎري ﺳﺎزﻣﺎﻧﯽ دارﻧﺪ.

Organizational cynicism is one of the important behavioral issues that affect the performance of employees and finally the efficiency and effectiveness of the organization. This paper deals with the basic concepts of organizational cynicism and its relationship with other organizational concepts. At first, the concept of cynicism from the view of approaches of psychology and Islamic sources is considered, then while the definition of organizational cynicism, the effective variables of cynicism consequences is investigated. Then a model about the determinants and outcomes of it is provided. This model by selecting a set of variables can help to understand the organizational cynicism. This study was conducted aimed to investigate the relationship between job satisfaction of employees of education and their procrastination in Shahid Beheshti University in Tehran. The research method was descriptive-correlational. The required data using procrastination questionnaire (Lee) and cynicism on the 70 employees of the radiology department of Shahid Beheshti University in Tehran was obtained, respectively. The method was simple random sampling. Data obtained was analyzed using descriptive and inferential statistics (Pearson correlation coefficient). The results showed that there is a direct positive relationship between cynicism factors on procrastination of employees in the organization, in other words the more the cynicism in the organization is improved, the procrastination of employees in the organization will be reduced and there is positive relationship between cynicism factors on organizational procrastination that the correlation and beta coefficient between the variables of cynicism, low organizational commitment, reducing citizenship behaviors and reducing employees' participation is 0.719, 0.735, 0.864 and 0.795 that have the greatest impact on organizational procrastination. an‎d we concluded that reducing citizensh