طراحی مدل انطباق‌پذیری مسیر شغلی(مورد مطالعه: شرکت پتروشیمی شازند)

نوع مقاله: مقاله پژوهشی

نویسندگان

1 استاد گروه مدیریت دانشکده مدیریت دانشگاه تهران، ایران

2 دانشیار گروه مدیریت دانشکده مدیریت دانشگاه شهید بهشتی، ایران

3 دانشجوی دکتری مدیریت منابع انسانی دانشگاه تهران، ایران

چکیده

انطباق‌پذیری مسیر شغلی ریشه در تغییرات دنیای کاری دارد. دنیای جدید کار در حال حاضر شرایط متغیری را پیش روی کارکنان قرار داده است، به گونه‌ای که افراد ناگزیر از ایجاد تغییر در خویش یا محیط هستند تا بتوانند به نتایج مطلوب دست پیدا کنند. پژوهش حاضر با هدف طراحی مدل انطباق‌پذیری مسیر شغلی کارکنان شرکت پتروشیمی شازند و شناسایی عوامل فردی موثر بر آن انجام پذیرفته است. پژوهش از لحاظ هدف، توسعه‌ای کاربردی و از لحاظ نحوه گردآوری داده‌ها، توصیفی- همبستگی و ابزار گردآوری داده‌ها پرسشنامه است. جامعه آماری در این پژوهش شامل کلیه کارکنان و مدیران صفی شرکت پتروشیمی شازند در سال 95 می‌باشد که تعداد آن‌ها 2320 نفر است. برای نمونه‌گیری از روش نمونه‌گیری تصادفی متناسب با حجم استفاده شد. تعداد نمونه‌های پژوهش با استفاده از فرمول کوکران 329 نفر انتخاب گردید. به منظور پاسخ به فرضیات پژوهش از تکنیک‌های تحلیل عاملی تاییدی (CFA) و مدل‌سازی معادلات ساختاری (SEM) با استفاده از روش حداقل مربعات جزیی (PLS) استفاده شده است. نتایج حاصل از معادلات ساختاری نشان می‌دهد تمامی عوامل فردی بر انطباق‌پذیری مسیر شغلی کارکنان تأثیر مثبت و  معنادار داشته‌اند. مقدار ضریب تعیین (R2) نشان می‌دهد هر پنج متغیر شخصیت، خودکارآمدی شغلی، هوش هیجانی، معنویت، سرسختی شغلی روی هم رفته 9/69% از تغییرات متغیر انطباق‌پذیری مسیر شغلی را توضیح داده‌اند. با توجه به مقدار بتا بیشترین سهم را شخصیت و کمترین تأثیر را سرسختی شغلی داشته است.

کلیدواژه‌ها


عنوان مقاله [English]

Designing Career Adaptability Model(Case study: Shazand Petrochemical Company)

نویسندگان [English]

  • Seyed Reza Seyed Javadin 1
  • Tahmours Hasan Gholipour 1
  • Aryan Gholipour 1
  • Abbas Ali Haji Karimi 2
  • Fateme Karimi Jafari 3
1 Professor, in Human Resources Management, University of Tehran, Tehran, Iran
2 Associate Professor, of Business Management, Faculty of Management, Shahid Beheshti University, Tehran, Iran
3 Ph.D. Candidate in Human Resource Management, University of Tehran, Iran
چکیده [English]

Extended Abstract
In the era of global economy and technology enabled disruptions, career adaptability to the new demands of work i.e. cultural diversity of work groups, rapid changes in the work environments, and the nature of work, is significantly important. Career adaptability has significant and positive impacts on job satisfaction, career success, organizational commitment, and ultimately decreasing employee turnover. The present study intends to identify individual factors affecting the career adaptability of the employees of Shazand Petrochemical Company and in conclusion design a career adaptability model.
Case Study
The statistical population consists of all employees and line managers of Shazand petrochemical companies in 1395 contains 2320 member. For sampling,  stratified random sampling method was used. The number of sample is determined by 329 member using Cochran formula.
Materials and Methods
This research is a developmental applied study. Research method is descriptive. To assess validity and reliability of the questionnaire, expert opinion and Cronbach's Alpha have been respectively used. Alpha coefficient of questionnaire was 0.921. To respond to hypotheses, Confirmatory factor analysis and structural equation modeling techniques using partial least square method was used with the SMARTPLS  VERSION 2 software.
Discussion and Results
The results of structural equation shows that all individual factors have a significant positive impact on employees' career adaptability. Also, the results show the sum of the four factors of Personality, Career self-Efficacy, Emotional Intelligence, Spirituality and Occupational Hardiness explain 69.9% of changes in the career adaptability. emong these factors the personality with the 41% and Occupational Hardiness with 22% had the highest and lowest effect.
Conclusion
Using the proposed model by this research, Shazand Petrochemical Company could improve their selection model for recruiting people who are most adaptable. This model could help maintaining and retaining key and strategic company employees.

کلیدواژه‌ها [English]

  • Career Adaptability
  • Personality
  • Career Self-Efficacy
  • Emotional Intelligence
  • Spirituality
  • Occupational Hardiness
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