رفتار شهروندی سازمانی در ساپکو: ابعاد، محرک‌ها و پیامد

نویسندگان
1 دانشجوی دکتری مدیریت دولتی ،دانشگاه تربیت مدرس
2 استاد گروه مدیریت ، دانشگاه تربیت مدرس
3 استادیار دانشگاه پیام نور ساوه
چکیده
این پژوهش درصدد بررسی ابعاد، محرک‌ها و پیامد رفتار شهروندی سازمانی در شرکت طراحی مهندسی و تأمین قطعات ایران خودرو (ساپکو) است. با مفهوم‌سازی و عملیاتی‌سازی رفتار شهروندی سازمانی در دو بُعد رفتارهای اختیاری و فراتر از شرح ‌شغلِ معطوف به همکاران و سازمان و انتخاب چهار محرّک (در چارچوب نظریه مبادله اجتماعی) و یک پیامد فردی، چارچوب مفهومی پژوهش و تدوین گردید. نتایج تجربی تحقیق نشان داد که مبادله رهبر- پیرو، حمایت سازمانی ادراک‌ شده، نقض ‌قرارداد روان‌شناختی و دلبستگی‌شغلی، هر یک به نوعی سبب تحریک رفتارهای شهروندی معطوف به همکاران و سازمان می‌شوند. در این بین، نقض قرارداد روان‌شناختی و دلبستگی شغلی رابطه معناداری با رفتار شهروندی معطوف به همکاران نداشتند. از طرفی رفتار شهروندی معطوف به سازمان به‌طور صرف بر نیت ترک خدمت کارکنان تأثیر منفی معنادار دارد. مضمون کلی نتایج نشان می‌دهد که نظریه مبادله اجتماعی، چارچوب مناسبی برای تبیین محرک‌های رفتارهای شهروندی سازمانی است. هر چند این قضیه در مورد بخشی از نقض قرارداد روان‌شناختی اندکی تعدیل می‌شود. هم‌چنین انجام شدن یا نشدن رفتارهای شهروندی معطوف‌ به ‌همکاران نمی‌تواند نماد و شاخص مناسبی برای پیش‌بینی احتمال خروج یا ابقای کارکنان در سازمان باشد.
کلیدواژه‌ها

عنوان مقاله English

Organizational Citizenship Behavior in SAPCO: Dimensions, Antecedents and Consequence

نویسندگان English

behnam shahaie 1
ali ashgar anvari 2
ali ashgar anvari 2
mohamadjavad hozori 3
چکیده English

The purpose of this paper is to examine the dimensions, antecedents, and consequences of organizational citizenship behavior (OCB) in Supplying Automotive Carts Company (SAPCO). By conceptualizing and operationalizing OCB as extra-role and voluntarily discretionary performance directed to individual (OCBI) and organization (OCBO), empirical results showed that Leader-member Exchange (LMX), Perceived Organizational Support (POS), Psychological Contract Violation (PCV), and Job Involvement (JI) can somehow be viewed as an antecedents of OCB. Only PCV and JI didn’t support OCBI. Also, OCBO had significantly positive impact On Intention to Leave (OtL), but OCBI not. General implication of results is that social exchange theory, especially reciprocity norm can be a good framework for explaining OCB antecedents. However, this is modified regarding some part of PCV. Also, doing or not doing OCBI cannot be a good symbol for turnover intention.

کلیدواژه‌ها English

Organizational Citizenship Behavior
Dimensions
Antecedents
Consequence
SAPCO
 
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