قاسمپور گنجی, سیده فاطمه, آهنچیان, محمدرضا. (1395). تأثیر «ادراک از بافت اخلاقی سازمان» بر «قصد ترک شغل» منابع انسانی زن: با نقش تعدیلگر «ارزشهای کاری». مجله پژوهش های مدیریت منابع سازمانی, 6(3), 129-152.
سیده فاطمه قاسمپور گنجی; محمدرضا آهنچیان. "تأثیر «ادراک از بافت اخلاقی سازمان» بر «قصد ترک شغل» منابع انسانی زن: با نقش تعدیلگر «ارزشهای کاری»". مجله پژوهش های مدیریت منابع سازمانی, 6, 3, 1395, 129-152.
قاسمپور گنجی, سیده فاطمه, آهنچیان, محمدرضا. (1395). 'تأثیر «ادراک از بافت اخلاقی سازمان» بر «قصد ترک شغل» منابع انسانی زن: با نقش تعدیلگر «ارزشهای کاری»', مجله پژوهش های مدیریت منابع سازمانی, 6(3), pp. 129-152.
قاسمپور گنجی, سیده فاطمه, آهنچیان, محمدرضا. تأثیر «ادراک از بافت اخلاقی سازمان» بر «قصد ترک شغل» منابع انسانی زن: با نقش تعدیلگر «ارزشهای کاری». مجله پژوهش های مدیریت منابع سازمانی, 1395; 6(3): 129-152.
تأثیر «ادراک از بافت اخلاقی سازمان» بر «قصد ترک شغل» منابع انسانی زن: با نقش تعدیلگر «ارزشهای کاری»
1دانشجوی دکتری، گروه مدیریت، دانشکده علوم اداری واقتصادی، دانشگاه فردوسی مشهد، مشهد، ایران.
2استاد، گروه مدیریت آموزشی، دانشکده علوم تربیتی و روانشناسی، دانشگاه فردوسی مشهد، مشهد، ایران.
چکیده
یکی از متغیرهای موثر بر برنامهریزی نیروی انسانی، قصد ترک شغل است. هدف این پژوهش، بررسی تأثیر ادراک از «بافت اخلاقی سازمان» بر «قصد ترک شغل» منابع انسانی زن با سنجش نقش تعدیلکننده متغیر «ارزشهای کاری» در یکی از دانشگاههای دولتی شمال شرق کشور بود. نتایج بهدست آمده بر سیاستهای برنامهریزی نیروی انسانی با محوریت تقاضای نیروی کار تأثیر دارد. با استفاده از روش تصادفی ساده، نمونهگیری برای دستیابی به حجم نمونه 210 تن، تعیین شده براساس جدول مورگان، انجام گردید. ابزار پژوهش، پرسشنامه و مصاحبه بود. برای تجزیه و تحلیل دادهها از آزمون میانگین، تحلیل عاملی تأییدی و معادلات ساختاری استفاده شد. نتایج مصاحبهها نشان داد که با توجه به بالابودن قصد ترک شغل در سازمان، کارکنان به دلایلی مانند «نبودن جایگزینهای شغلی بهتر در خارج از سازمان»، همچنین «قرار داشتن در وضعیت استخدام رسمی» به ترک سازمان اقدام نکردهاند. در یک یافته بسیار قابل تأمل روشن شد که قصد ترک شغل در بین کارکنان زن هیأت علمی از سایر گروهها بالاتر بود. نتایج نشان داد که ادراک از بافت اخلاقی بر قصد ترک شغل (36/0=β) مؤثر است. همچنین نقش تعدیلگر ارزشهای کاری بر قصد ترک شغل (26/0=β) مورد تأیید قرار گرفت. اگرچه که ارزش رابطه (20/0-= β) و ارزش پاداش (15/0-=β) نقش اثرگذارتری بر رابطه میان بافت اخلاقی در سازمان و قصد ترک شغل داشت.
An organization requires careful planning in human resources for its optimal use of human resource. One of the variables affecting HRP is turnover intention. The purpose of this research is planning human resource with emphasis on the influence of moral texture on female employees' turnover intention in a university. This research also examines the role of work values as a moderator variable. Research analysis is based on gathered data from a random sample of two-stage classification. The samples of 210 subjects were determined by Morgan table. For data analysis, ANOVAs test, confirmatory factor analysis and structural equation by using WARPPLS software has used. The results of the interviews show that despite high turnover intention of the organization, staff refused to do so for the reasons such as lack of better alternative jobs outside the organization and also benefiting from public employment. Another finding indicates that the intention of turnover among female faculty members was greater. The results also show that the perception of ethical context has a meaningful effect on turnover intention and moderator role of work value was significant for leaving the organization. However, the relationship and reward value has more effective role on the relationship between ethical context and turnover intention.
کلیدواژه ها [English]
HRP, Ethical Context, Turnover Intention, Work Values
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