پژوهش های روانشناختی در مدیریت (نشریه علمی)

شماره جاری

بر اساس شماره‌های نشریه

بر اساس نویسندگان

بر اساس موضوعات

نمایه نویسندگان

نمایه کلیدواژه ها

درباره نشریه

اهداف و چشم انداز

اعضای هیات تحریریه

اصول اخلاقی انتشار مقاله

بانک ها و نمایه نامه ها

پیوندهای مفید

پرسش‌های متداول

فرایند پذیرش مقالات

اطلاعات آماری نشریه

اخبار و اعلانات

تأثیر وظایف غیرمشروع، استحقاق روان‏شناختی و فرسودگی شغلی بر رفتار کاری ضد بهره وری با تأکید بر نقش تعدیل‏گری جو جمعی

نوع مقاله : مقاله پژوهشی

نویسندگان

1 استادیار گروه مدیریت دولتی، دانشگاه پیام نور، تهران، ایران.

2 کارشناس ارشد مدیریت دولتی، دانشگاه پیام نور، تهران، ایران.

چکیده

اهمیت رفتــار کاری ضــد بهــره­ وری برای بیشتر سازمان­ ها مشهود است، زیرا ممکن است اثرات منفی بر کارکنان و سازمان­ ها داشته باشد. از این رو، با توجه به این شرایط، هدف از این پژوهش بررسی تأثیر وظایف غیرمشروع، استحقاق روان‏شناختی و فرسودگی شغلی بر رفتار کاری ضد بهره‌وری با تأکید بر نقش تعدیل‏گری جو جمعی ‏است. پژوهش حاضر از نظر هدف، کاربردی و از نظر ماهیت و روش، توصیفی - پیمایشی است. جامعۀ آماری این پژوهش تعداد 240 نفر از کارکنان بانک قرض‏ الحسنۀ رسالت استان یزد است و با استفاده از فرمول کوکران 148 نفر به‌ عنوان نمونه برای نیمۀ اول سال 1400 انتخاب شدند. ابزار گردآوری داده ‏ها پرسش‏نامه‏ هایی استاندارد است که در این زمینه وجود دارند. روایی (همگرا و واگرا) و پایایی (بار عاملی، ضریب پایایی مرکب، ضریب آلفای کرونباخ) پرسش‏نامه ‏ها حاکی از آن هستند که ابزارهای اندازه‏ گیری از روایی و پایایی خوبی برخوردار هستند. نتایج حاصل از آزمون فرضیات توسط نرم ‏افزار SMART-PLS  و با استفاده از آمارۀ آزمون t و ضرایب مسیر (β)، نشان داد وظایف غیرمشروع بر رفتار کاری ضد بهره ­وری و فرسودگی شغلی، استحقاق روان‏شناختی و جو جمعی به ترتیب تأثیر مثبت، معنادار و ضعیف؛ تأثیر مثبت، معنادار و متوسط؛ تأثیر مثبت، معنادار و متوسط و در نهایت، تأثیر مثبت، معنادار و قوی، دارد. فرسودگی شغلی بر رفتار کاری ضد بهره ­وری تأثیر متوسط، مستقیم و معنی‌دار دارد. همچنین، استحقاق روان‏شناختی و فرسودگی شغلی ممکن است نقش میانجی‏گر را داشته باشند و جو جمعی ممکن است نقش تعدیل‏گر را ایفا کند.

کلیدواژه‌ها

موضوعات

عنوان مقاله [English]

The effect of illegitimate tasks, psychological entitlement, and job burnout on counterproductive work behavior with emphasis on the moderating role of the collective atmosphere

نویسندگان [English]

  • Peyman Akbari 1
  • Mohammad Ali Islami 2

1 Assistant Professor, Department of Public Management, Payame Noor University, Tehran, Iran.

2 Master of Public Management, Payame Noor University, Tehran, Iran

چکیده [English]

Purpose: The importance of anti-productive work behavior is evident for most organizations because it can have negative effects on employees and organizations. Therefore, according to these conditions, the purpose of this research is to survey the effect of illegitimate tasks, psychological entitlement, and job burnout on counterproductive work behavior with emphasis on the moderating role of collective atmosphere.
Design/Methodology/Approach: The current research is applied in terms of purpose and descriptive survey in terms of nature and method. The statistical population of this research includes the number of 240 employees of Qarz al-Hasna Resalat Bank in Yazd province. Using Cochran's formula, 148 people were selected as a sample for the first half of 1400. From the questionnaires made by the researcher, Semer et al.'s illegitimate tasks (2010) consisting of 8 questions, Maslach and Jackson's (1981) job burnout consisting of 23 questions, Yam et al.'s psychological entitlement (2017) consisting of 4 questions, van Hooft's collective climate et al. (2009) consisting of 8 questions, and finally Masoomzadeh's anti-productive work behavior (2013) consisting of 11 questions, were used as a data collection tool. The basis of the measuring scale was the five-choice Likert spectrum questions. To confirm the validity, three types of validity (the content "this validity was obtained by surveying professors", convergent, this validity contains the average output variances (AVE) which should be more than 0.05), and divergent, this validity is also by comparing the root of AVE with the correlation between measured variables and for each of the reflective constructs, the root of AVE must be greater than the correlation of that construct with other constructs in the model) and to confirm the reliability, three criteria (the factor load, "this loadings for each question or independent variable are between 0 and 1 and indicate the degree of influence of that question or variable on the relevant factor, A factor loading higher than 0.5 is generally acceptable", the composite reliability coefficient, this reliability should be a value greater than 07 obtained 0.0 to indicate the internal stability of the constructs", Cronbach's alpha coefficient, "This coefficient should have values above (0.07)" (Fornell and Larcker, 1981) were used.
Findings: The results of hypothesis testing by SMART-PLS software and using t-test statistics and path coefficients (β) showed that illegitimate tasks have a positive and significant effect on anti-productive work behavior; a positive and significant effect on job burnout; a positive and significant effect on psychological entitlement; and a negative and significant effect on the collective atmosphere. In addition, the results indicated that psychological entitlement can play a mediating role in influencing illegitimate tasks on counterproductive work behavior and job burnout.
Discussion and Conclusion: Despite the design pattern, the bank can expect to be able to control counterproductive work behavior to advance its goals. This means that the bank should be able to fully control the level of illegitimate tasks, psychological entitlement, and job burnout. For example, by setting clear and fair tasks, reducing the use of illegitimate tasks, and providing training and career development opportunities, the bank can manage the level of illegitimate tasks. Also, the bank should develop burnout management by creating a healthy and supportive work environment. This includes measures such as work-life balance, employee empowerment, rest management strategies, and job variety. In addition, the role of managers in reducing the collective atmosphere is also very important. Managers should foster a team atmosphere by creating a positive work environment and encouraging cooperation and positive interaction among team members. By doing this, it is possible to reduce the negative impact of illegitimate tasks, psychological entitlement, and job burnout on counterproductive work behavior. Therefore, to manage anti-productive work behavior, the bank should pay attention to factors such as the level of illegitimate tasks, psychological entitlement, job burnout, and collective atmosphere. By controlling these factors and creating a positive environment, the bank can improve productivity.
 

کلیدواژه‌ها [English]

  • Illegitimate tasks
  • Psychological entitlement
  • Job burnout
  • Counterproductive work behavior
  • Collective atmosphere
مراجع
  1. داوری، علی، و رضازاده، آرش (1396). مدل‏سازی معادلات ساختاری با نرم­افزار PLS. تهران: سازمان انتشارات جهاد دانشگاهی.
  2. مرادی، محسن، و میرالماسی، آیدا (1396). روش پژوهش عملگرا. (مدرسۀ پژوهش کمی و کیفی.) چاپ (اول). تهران.
  3. معالی، جلال، و صمدی، مهران (1396). مطالعۀ رابطۀ بین میزان ادراک عدالت سازمانی با سطح وجدان کاری کارکنان صدا و سیمای مرکز آذربایجان شرقی، تبریز. مطالعات جامعه‏شناسی، 10(36 )، 83-98.
  4. معصوم‏زاده، میرداود (1393). بررسی رابطۀ بین مؤلفه­های کیفیت زندگی کاری با رفتار ضد بهره­ور کارکنان بانک ملت استان اردبیل. پایان‏نامۀ کارشناسی ارشد مدیریت اجرایی، دانشگاه آزاد اسلامی واحد گرمی.
  5. ویس کرمی، حسنعلی، قدم‏پور، عزت‏اله، و متقی‏نیا، محمدرضا (1395). الگوی ساختاری رابطۀ جو مدرسه و خودکارآمدی جمعی با خودکارآمدی شخصی معلمان مدارس ابتدایی. دست‌آوردهای روان‌شناختی، 1(23)، 114-95. org/10.22055/psy.2016.12359

References

  1. Ahmed F., Eatough E.M., & Ford M. T. (2018). Relationships between illegitimate tasks and change in work-family outcomes via interactional justice and negative emotions. Journal of Vocational Behavior, 104, 14–30. doi.org/10.1016/j.jvb.2017.10.002
  2. Ali, G., Naveed, N., Hameed, W.U., & Rizvi, T. (2018). The effect of task illegitimacy on the wellness of employees. UCP Management Review, 2(2), 1-17.
  3. Apostel E., Syrek C.J., & Antoni C.H. (2018). Turnover intention as a response to illegitimate tasks: The moderating role of appreciative leadership. International Journal of Stress Management, 25(3), 234. org/10.1037/str0000061
  4. Bai, B.Y., Sun, Y.S., Hu, Q., & Zhang, Y.J. (2017). Psychological entitlement: concept, measurements and related research. Advances in Psychological Science, 25, 1025–1035. doi: 3724/SP.J.1042.2017.01025
  5. Candel, O.S. & Arnăutu, M. (2021). Psychological entitlement and work-related outcomes during the Covid-19 pandemic. The role of telecommuting as a moderator. Romanian Journal of Applied Psychology, 23(2), 46–52. doi: 10.24913/rjap.23.2.04
  6. Ciampa, V., Sirowatka, M., Schuh, S. C., Fraccaroli, F., & Van Dick, R. (2021). Ambivalent identification as a moderator of the link between organizational identification and counterproductive work behaviors. Journal of Business Ethics, 169, 119–134.
  7. Chen, S., Che, Y., & Ao, S. (2021). How does mitigate the effects of illegitimate task on unethical behavior? The role of ethical HRM. Academy of Management Proceedings, 1, 10537. org/10.5465/AMBPP.2021.10537abstract
  8. Chin, W.W. (2003). Issues and opinions on structural equation modeling. MIS, 22(1), 7-16.
  9. Chinwuba, U.C. (2023). Counterproductive workplace behaviors (CWBs): antecedents and outcomes. doi: 10.5772/intechopen.1001827
  10. Cohen, J. (1988). Statistical power analysis for the behavioral sciences (2nd ed.). Hillsdale, NJ: Lawrence Erlbaum Associates, Publishers.
  11. Fatimah, N.F. (2021). The impact of resentment and offensive feeling as the moderator over illegitimate tasks and burnout of employee’s quality performances. Jurnal Penelitian Ilmu Manajemen, 6, 113–145. org/10.30736%2Fjpim.v1i2.28.
  12. Fornell, C., & Larcker, D.F. (1981). Evaluating structural equation models with unobservable variables and measurement error. Journal of Marketing Research, 18(1), 39–50. org/10.1177/002224378101800104
  13. Harvey, P., Harris, K.J., Gillis, W.E., & Martinko, M.J. (2014). Abusive supervision and the entitled employee. Leadersh. 25, 204–217. org/10.1016/j.leaqua.2013.08.001
  14. Holderness, D.K., Olsen, K.J., Thornock, T.A., & Tomlinson, E.C. (2021). Will someone be checking my work? The effect of psychological entitlement and the expectation of being monitored on task my performance and misreporting. Accounting Horizons, 36 (4), 47-65. org/10.2308/HORIZONS-2020-032
  15. Jeung, D.Y., & Chang, S.J. (2021). Moderating effects of organizational climate on the relationship between emotional labor and burnout among Korean firefighters. International Journal of Environmental Research and Public Health, 18, 914. org/10.3390/ijerph18030914
  16. Karim, D.N. (2022). Linking dark triad traits, psychological entitlement, and knowledge hiding behavior. Heliyon, 8(7). doi: 1016/j.heliyon.2022.e09815
  17. Khalid, M., Gulzar, A., Khan, A.K., & Abbas, N. (2022). Psychological entitlement and knowledge-hiding behaviours: role of job stress and living a job calling. Knowledge Management Research & Practice, 20(3), 474-485. org/10.1080/14778238.2021.2007810
  18. Lee, A., Schwarz, G., Newman, A., & Legood, A. (2019). Investigating when and why psychological entitlement predicts unethical pro-organizational behavior. Journal of Business Ethics, 154, 109–126. org/10.1007/s10551-017-3456-z
  19. Lin, S.-Y., Chen, H.-C., & Chen, I.-H. (2023). The bright side of entitlement: exploring the positive effects of psychological entitlement on job involvement. Evidence-based HRM, 11(1), 19-34. org/10.1108/EBHRM-05-2021-0097
  20. Liu, H., Du, Y., & Zhou, H. (2022). The impact of job burnout on employees’ safety behavior against the COVID-19 pandemic: the mediating role of psychological contract. Frontiers in Psychology, 13. doi: 3389/fpsyg.2022.618877
  21. Lubbadeh, T. (2021). Job burnout and counterproductive work behaviour of the Jordanian bank employees. Organizacija, 54(1), 49–62. doi: org/10.2478/orga-2021-0004
  22. Maali, J., & Samadi, M. (2017). The study of the relationship between organizational justice perception and conscientiousness of Tabriz Radio and TV staff. Sociological Studies, 10(36), 83-98. ir/paper/222582/fa (In Persian)
  23. Maslach, C., & Jackson, S.E. (1981). The measurement of experienced burnout. Journal of Organizational Behavior, 2(2), 99-113. org/10.1002/job.4030020205
  24. Naeem, K., Jawad, A., Rehman, S., & Javaid, M.U. (2022). Psychological wellbeing, job burnout and counter productive work behavior among drivers of car hailing services in Pakistan: moderating role of captains personality traits. European Online Journal of Natural and Social Sciences, 10(1), 19-33.
  25. Ouyang, C., Zhu, Y., Ma, Z., & Qian, X. (2022). Why employees experience burnout: an explanation of illegitimate tasks. J Research Public Health, 19. doi: 10.3390/ijerph19158923
  26. Pindek, S., Demircioğlu, E., Howard, D., Eatough, E., & Spector, P. (2019). Illegitimate tasks are not created equal: examining the effects of attributions on unreasonable and unnecessary tasks. Work & Stress, 33(3), 231–246. org/10.1080/02678373.2018.1496160
  27. Piazza, A. (2021). Collective responsibility in the cooperative Governance of climate change. Sustainability, 13(8). org/10.3390/su13084363
  28. Priesemuth, M., & Taylor, R.M. (2016). The more I want, the less I have left to give: the moderating role of psychological entitlement on the relationship between psychological contract violation, depressive mood states, and citizenship behavior. Journal of Organizational Behavior. 37,967–982. org/10.1002/job.2080
  29. Siegel, L.J., & Worrall, J.L. (2018). Essentials of Criminal Justice (11th ed.). Boston, MA: Cengage Learning.
  30. Semmer, N.K., Tschan, F., Meier, L.L., Facchin, S., & Jacobshagen, N. (2010). Illegitimate tasks and counterproductive work behavior. Appl. Applied Psychology: An International Review. 59, 70–96. doi.org/10.5465/ambpp.2015.18367abstract
  31. Skaalvik, E. M., & Skaalvik, S. (2018). Job demands and job resources as predictors of teacher motivation and well-being. Social Psychology of Education: An International Journal, 21(5), 1251–1275. doi: 1007/s11218-018-9464-8
  32. Tenenhaus, M., Amato, S., & Vinzi, V.E. (2004). A global goodness-of-fit index for PLS structural equation modelling. Proceedings of the XLII SIS Scientific Meeting, 1, 739-742.
  33. Van Hooft, E.A.J., & De Jong, M. (2009). Predicting job seeking for temporary employment using the theory of planned behaviour: The moderating role of individualism and collectivism. Journal of Occupational and Organizational Psychology. 82, 295–316. org/10.1348/096317908X325322
  34. Valsania, S.E, Moriano, J.A., & Molero, F., (2016). Authentic leadership and intrapreneurial behavior: cross-level analysis of the mediator effect of organizational identification and empowerment. International Entrepreneurship and Management Journal, Springer, 12(1), 131-152. doi:10.1007/s11365-014-0333-4
  35. Wannewitz, M., & Garschagen, M. (2023). Collective adaptation to climate change. Current Opinion in Environmental Sustainability, 61. org/10.1016/j.cosust.2022.101248
  36. Wetzels, M, Odekerken-Schröder, G., & Oppen, C.V., (2009). Using PLS path modeling for assessing hierarchical construct models: guidelines and empirical illustration. MIS. 33(1), 177-195.
  37. Wu, Y.M., Pan, C., & Zhou, Y.Z. (2020). The effect of humble leadership on creative deviance-chain mediating effect of supervisor subordinate Guanxi and psychological entitlement. Soft Science. 34, 01-12. doi: 10.3389/fpsyg.2022.996331
  38. Yam, K.C., Klotz, A.C., He, W., & Reynolds, S.J. (2017). From good soldiers to psychologically entitled: examining when and whycitizenship behavior leads to deviance. Academy of Management Journal, 60, 373–396. org/10.5465/amj.2014.0234
  39. Zeng, X., Huang, Y., Zhao, S., & Zeng, L. (2021). Illegitimate tasks and employees’ turnover intention: a serial mediation model. Frontiers in Psychology, 12, 1-10. org/10.3389/fpsyg.2021.739593
  40. Żemojtel-Piotrowska, M., Piotrowski, J., Pers, P., & Tomiałowicz, E. (2018). Narcissism and its relationship with counterproductive work behavior: mediational effects of psychological entitlement and subjective well-being. Polish Psychological Bulletin. 49(4), 442–448. doi:10.24425/119513
  41. Zhou, Z.E., Eatough, E.M., & Xin Xuan Che, X.X. (2020). Effect of illegitimate tasks on work-to-family conflict through psychological detachment: passive leadership as a moderator. Journal of Vocational Behavior. 121. org/10.1016/j.jvb.2020.103463
  42. Zhao, L., Lam, L.W., Zhu, J.N.Y., & Zhao, S. (2022). Doing it purposely? Mediation of moral disengagement in the relationship between illegitimate tasks and counterproductive work behavior. Journal of Business Ethics, 179(3), 733-747. doi:10.1007/s10551-021-04848-7
  43. Zong, S., Han, Y., & Li, M. (2022). Not my job, I do not want to do it: the effect of illegitimate tasks on work disengagement. Frontiers in Psychology., 13 (2022), 1-15. doi: 3389/fpsyg.2022.719856

 

پژوهش های روانشناختی در مدیریت (نشریه علمی)
دوره 9، شماره 2 - شماره پیاپی 17
مهر 1402
صفحه 9-35
فایل ها
هم رسانی
ارجاع به این مقاله
آمار