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چکیده:   (1078 مشاهده)
هدف از پژوهش حاضر بررسی اثر سرمایه روانشناختی بر انگیزش شغلی، خشنودی شغلی و عملکرد شغلی؛ با توجه به نقش میانجی­ گر عواطف شغلی می­باشد. طرح پژوهش همبستگی از طریق الگویابی معادلات ساختاری است که یک روش همبستگی چند متغیری می‌باشد. جامعه آماری پژوهش شامل کلیه کارکنان دانشگاه علوم پزشکی شهر دزفول می ­باشند که از بین آن­ها تعداد 270 از طریق روش نمونه­ گیری خوشه ­ای چند مرحله ­ای به عنوان نمونه انتخاب شدند. ابزار پژوهش شامل پرسشنامه سرمایه روانشناختی (لوتانز و همکاران، 2007)، مقیاس بهزیستی عاطفی مرتبط با شغل (ون کاتویک و همکاران، 2000)، پرسشنامه انگیزش شغلی (رابینسون، 2004)، پرسشنامه خشنودی شغلی (جاج و بونو، 2000) و پرسشنامه عملکرد شغلی (پاترسون، 1963) بود. ارزیابی الگوی پیشنهادی از طریق الگویابی معادلات ساختاری و با استفاده از نرم ­افزارهای SPSS و AMOS ویراست 23 انجام گرفت. نتایج حاکی از اثر مستقیم سرمایه روانشناختی بر عواطف مثبت، عواطف منفی، انگیزش شغلی، خشنودی شغلی و عملکرد شغلی، اثر مستقیم عواطف مثبت و عواطف منفی بر انگیزش شغلی، خشنودی شغلی و عملکرد شغلی، و اثر غیرمستقیم سرمایه روانشناختی بر انگیزش شغلی، خشنودی شغلی و عملکرد شغلی از طریق عواطف مثبت و عواطف منفی بود. بنابراین می­توان با آموزش سرمایه روانشناختی به کارکنان، علاوه بر کاهش عواطف منفی و بهبود عواطف مثبت آنان، باعث افزایش انگیزش شغلی، خشنودی شغلی و عملکرد شغلی کارکنان شد.
 
     
نوع مطالعه: پژوهشي | موضوع مقاله: تخصصي
دریافت: 1402/9/7 | پذیرش: 1402/10/10

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