تحلیل ساختاری تأثیر ادراک سیاست سازمانی بر اشتیاق شغلی کارکنان با میانجی‌گری سکوت و آوای سازمانی (مورد مطالعه: شرکت فولاد خوزستان)

نوع مقاله : مقاله علمی پژوهشی

نویسندگان

1 گروه مدیریت دانشگاه شهید چمران اهواز

2 دانشجوی کارشناسی ارشد مدیریت دانشگاه شهید چمران اهواز

چکیده

امروزه در سازمان‌ها، علاوه‌بر نیروی انسانی ماهر و توانمند، به نیروی مشتاق و علاقه‌مند به کار نیاز است. سال‌هاست پژوهشگران علوم رفتاری حضور کارکنانی با اشتیاق شغلی بالا در سازمان‌ها را مورد توجه فراوانی قرار داده‌‌اند و شناسایی عوامل پیش‌بین این اشتیاق را مطالعه کرده‌اند. یکی از این عوامل ادراک سیاست سازمانی است. اگرچه در برخی مطالعات تأثیر معکوس ادراک سیاست سازمانی بر اشتیاق شغلی نشان داده شده است، ظرفیت بالقوۀ دو متغیر سکوت و آوای سازمانی، با کارکرد میانجی‌گری، ممکن است در این تأثیرگذاری سهم فراوانی داشته باشد. ازاین‌رو، در این مطالعه تأثیر ادراک سیاست سازمانی بر اشتیاق شغلی، با تأکید بر میانجی‌گری سکوت و آوای سازمانی، بررسی شد. این مطالعه از نظر هدف پژوهشی کاربردی و از نظر نحوۀ گردآوری داده‌ها توصیفی ـ همبستگی است. نمونۀ آماری در این مطالعه نمونه‌ای تصادفی با تعداد 367 نفر از کارکنان شرکت فولاد خوزستان ‌بود. برای گردآوری داده‌ها از پرسش‎نامه‌های استاندارد و معتبر با روایی و پایایی مناسب استفاده شد و داده‌ها با روش الگو‌سازی معادلات ساختاری و با نرم‌افزار SmartPLS تجزیه‌و‌تحلیل شد. یافته‌های حاصل از آزمون فرضیه‌ها نشان داد که ادراک سیاست سازمانی هم مستقیم (با ضریب مسیر ۰٫۱۹۵- و آمارۀ t با معناداری ۳٫۳۵۷) و هم غیرمستقیم، با میانجی‌گری سکوت و آوای سازمانی، بر اشتیاق شغلی تأثیر معنادار می‌گذارد. نتایج حاصل از تجزیه‌و‌تحلیل داده‌ها نشان داد افزایش ادراک از سیاست‌های سازمانی منجر به افزایش سکوت و کاهش آوای سازمانی کارکنان می‌شود. درنتیجه افزایش ادراک سیاست سازمانی بر اشتیاق شغلی کارکنان تأثیر می‌گذارد و آن را کاهش می‌دهد، و کاهش ادراک سیاست سازمانی افزایش اشتیاق شغلی را نتیجه خواهد داد. در این راستا پیشنهادهایی کاربردی، با طرح برخی رویکردها و چارچوب‌ها، برای تبیین و تجویز سیاست‌گذاری مطرح و همچنین محدودیت‌ها و پیشنهادهای پژوهشی نیز ارائه شده است.

کلیدواژه‌ها


عنوان مقاله [English]

Structural analysis the effect of Perception of Organizational Politics on employees, Job Engagement with the mediating role of organizational silence & voice (Studied at: Khuzestan Steel Company)

نویسندگان [English]

  • Sara Mohammadi 1
  • Farajallah Rahimi 1
  • Parisa Zaheri Abdehvand 2
1 Shahid Chamran University of Ahvaz, Department of Management
2 Shahid Chamran University of Ahvaz, Department of Management
چکیده [English]

Today, in addition to having a skilled and capable manpower, organizations need an eager manpower and interested in work. Job engagement in employees has long been regarded by many researchers in behavioral science and attempts to identify its antecedents have been studied. One of these factors is the perception of organizational politics. Although some studies have shown that perceived organizational politics has a negative effect on job engagement, but the potential capacity of the two variables; organizational silence and voice as a mediator can play an important role in this effect. In this regard, the present study was conducted to investigate the effect of Perceived Organizational Politics on job engagement with emphasis on mediating role of organizational silence and voice. This study was conducted on a random sample of 367 employees of Khuzestan Steel Company. The research method is applied in terms of purpose and descriptive-correlation in terms of data collection. Data were collected by standard questionnaires with validity and reliability and analyzed using structural equation modeling with Smart PLS software. The results of testing the research hypotheses showed that perception of organizational politics both directly (with path coefficient of -0.195 and t-statistic, 3.357) and indirectly -with respect to the mediating role of organizational silence and voice- (with path coefficients of 0.025, -0.037 and t-statistic, 0.635, 0.96) has a significant effect on job engagement, respectively. The results of the data analysis showed that increasing the perception of organizational politics leads to increasing organizational silence and reducing organizational voice of employees, and thus affects and weakened their job engagement, and vice versa. In this regard, some approaches and frameworks have been proposed as practical recommendations to explain and prescribe policy-making, and limitations and research suggestions have been presented.

کلیدواژه‌ها [English]

  • Policy-making
  • Perceived Organizational Politics
  • Job Engagement
  • Organizational Voice
  • Organizational Silence
#Afkhami Ardakani, M., and Khalili Sadrabad, A. (2013). “A Review on the Role of Personality Factors in Formation of Silence in Knowledge Personnel”. Public Management Researches, 5(18), pp. 65-83. doi: 10.22111/jmr.2013.1016. {In Persian}
Akuzum, C. (2014) “The Effect of Perceived Organizational Justice on Teachers’ Silence: A Practice in Primary Education Institutions”, International J. Soc. Sci. and Education, 5(1), pp. 96-107.
Azar, A., Gholamzadeh, R., and Ghanavati, M. (2013). Path-Structural Modeling in Management: SmartPLS application. Tehran: Negahe Danesh. {In Persian}
Bagheri, G., Shahpar Tawfigh, A., Zarifi, M., and Deldar, E. (2017). “The relationship between Internal Marketing and organizational silence in Qom sport and youth departments”. Applied Research in Sport Management, 5(4), pp. 61-70. {In Persian}
Bakker, A. B., and Leiter, M. P. (Eds.) (2010). Work engagement: A handbook of essential theory and research. New York: Psychology Press.
Balain, S., and Sparrow, P. (2009). Engaged to Perform: A New Perspective on Employee Engagement: Academic Report. Lancester: Lancaster University Management School.
Baran, H. and Giderler, C. (2017). “A Study on determining the infeluence of Organizational Identification on organizational justice and organizational silence”. International Journal of Asian Social Science, 7(3), pp. 242-258.
Beyran Nejad, A., Davari, E., and Afkhami, M. (2017). “Organizational silence as a Current Challenge in Human Resource Management: Exploring the Factors and Consequences”. Organizational Behaviour Studies Quarterly, 6(1), pp. 147-176. {In Persian}
Brinsfield, C. (2014). “Employee voice and silence in organizational behavior”. In Wilkinson, A., Donaghey, J., Dundon, T. and Freeman, R. (eds), The Handbook of Research on Employee Voice. Cheltenham: Elgar Press, pp. 114–131.
Castanheira, F. (2016). “Perceived social impact, social worth, and job performance: Mediation by motivation”. Journal of Organizational Behavior, 37(6), pp. 789–803. https://doi.org/10.1002/job.2056.
Danaeifard, H. Alvani M., and Azar A. (2019). Methodology of Quantitative Research in Management (14th edition). Tehran: Saffar publishing. {In Persian}
Danaeifard, H., Fani, A., and Barati, E. (2011). “Explaining the Role of Organizational Culture in Organizational Silence in the Public Sector”. Public Administration Perspaective, 2(4), pp. 61-82. {In Persian}
Davari, A. and Rezazadeh, A. (2018). Structural Modeling with SmartPLS Application, Tehran: Jehad Daneshgahi. {in Persian}
Deniz, N., Noyanb, A., and Ertusun, O. (2013) “The Relationship between Employee Silence and Organizational Commitment in a Private Healthcare Company”, International Strategic Management Conference, 99, pp. 691-700.
Dimitris, B. and Vakola, M. (2007). “Organizational Silence: A New Challenge for Human Resource Management”. Athens University of Economics and Business, pp. 1-19.
Dustar, M., and Esmailzadeh, M. (2014). “Organizational Justice and its Effects on Employees Voice and Performance”. Management Studies in Development and Evolution, 22(72), pp. 143-163. {In Persian}
Ebrahimi, S., and Moshabaki, A.  (2013). “The Impact of Perception of Organizational Politics and Perceived Organizational Support on Employees Engagement in Deviant Work Behaviors”. Quarterly Journal of Public Organizations Management, 1(2), pp. 7-22. {In Persian}
Emam Jomee Zade, S., Shahramnia, A., and Safariyan Garmekhani, R. (2016). “Model of Good Governance, Community and Government Partners to Effectively”. Political Sicence Quarterly, 12(36), pp. 7-40. {In Persian}
Enderami, S., Zameni, F., and Enayati, T. (2019). “The Relationship between Organizational Policy Perception and the Occupational Shelf of Farhangian University Staff”. Educational Administration Research, 11(41), pp. 139-160. {In Persian}
Farndale, E., Van Ruiten, J., Kelliher, C. and Hope-Hailey, V. (2011). “The influence of perceived employee voice on organizational commitment: an exchange perspective”. Human Resource Management, 50(1), pp. 113-129. https://doi.org/10.1002/hrm.20404.
Ferris G. R., and Kacmar K. M. (1992). “Perceptions of organizational politics”. Journal of Management, 18(1), pp. 93-116
Gassemzadeh, A., Ahmadi, E., Maleki, M., and Hassani, M. (2015). “Role of Positive and Negative Affects in Job Satisfaction and Performance of Academic Staff”. Journal of Modern Psychological Researches, 9(34), pp. 99-121. {In Persian}
Ghanbari, S., and Beheshtirad, R. (2017). “The Effect of Organizational Silence on Reduction of Teamwork and Organizational Performance Based on Balanced Scorecard (BSC) (Case Study of Kermanshah Razi University staff)”. Journal of Applied Sociology, 27(4), pp. 47-60. {In Persian}
González-Romá, V., Schaufeli, W. B., Bakker, A. B., and Lloret, S. (2006). “Burnout and work engagement: Independent factors or opposite poles?”. Journal of Vocational Behavior, 68(1), pp. 165-174. https://doi.org/10.1016/j.jvb.2005.01.003
Hajihoseini, H., Karimmian, Z. (2019). “STI Policy Process and Its Governance”. Journal of Science and Technology Policy, 12(2), pp. 71-86. {In Persian}
Hakkak, M., and Mousavi Nejad, S. (2015). “Study the Role of Organizational Silence and Happiness at Work (Cognitive and Emotional) to Reduce of Employees Job Burnouts”. Organizational Behaviour Studies Quarterly, 4(1), pp. 97-121. {In Persian}
Hames, K. M. (2012). Employees’ voice climate perceptions and perceived importance of voice behaviour: links with important work-related outcomes [Bachelor’s thesis, Murdoch University].
Haroon, A., Hussain, Y., and Nawaz, M. H.. (2017). “The Influence of Perceived Organizational Politics on Employee Performance: A Case Study of Lahore, Pakistan”. American Journal of Social Science Research, 3(3), pp. 7-11.
Jha, N., Potnuru, R. K., Sareen, P., and Shaju, S. (2019). “Employee voice, engagement and organizational effectiveness: a mediated model”. European Journal of Training and Development. pp. 1-20.
Kacmar, K. M., and Baron, R. A. (1999). “Organizational politics: The state of the field, links to related processes, and an agenda for future research”. Research in human resources management, 1, pp. 1-39.
Kahn, W. A. (1990). “Psychological conditions of personal engagement and disengagement at work”. Academy of Management Journal, 33(4), pp. 692-724. https://doi/10.2307/256287.
Khaliq Alvi, A., Lashari, R. H., Rehman, S., Kaur, P., and Jawaid, A. (2019). “The Impact of Organizational Justice on Organizational Performance in View Point of Employee Voice”. European Online Journal of Natural and Social Sciences. 8(4), pp. 624-641.
Kipnis, D., Schmidt, S. M. and Wilkinson, I. (1980), "Intraorganizational influence tactics: Exploration in getting one's way", Journal of Applied Psychology, 65(4), pp. 440-452. https://doi.org/10.1037/0021-9010.65.4.440.
Li, Y., and Sun, J. M. (2015). “Traditional Chinese leadership and employee voice behavior: A cross-level examination”. The Leadership Quarterly, 26(2), pp. 172-189. https://doi.org/10.1016/j.leaqua.2014.08.001.
Li, Y., and Sun, J. M. (2015). “Traditional Chinese leadership and employee voice behavior: A cross-level examination”. The Leadership Quarterly, 26(2), pp. 172-189. https://doi.org/10.1016/j.leaqua.2014.08.001.
Liang, T., and Wang, Y. (2016). “Organizational Silence in State-Owned Enterprises: Intermediary Role of the Perceptions of Organizational Politics”. American Journal of Industrial and Business Management, 6(5), pp. 640-648. https://doi.org/10.4236/AJIBM.2016.65059.
Liao, H. (2007). “Do it right this time: The role of employee service recovery performance in customer-perceived justice and customer loyalty after service failures”. Journal of Applied Psychology, 92, pp. 475-89.
Liu, W., Zhu, R., and Yang, Y. (2010). “I warn you because I like you: Voice behavior, employee identifications, and transformational leadership”. The Leadership Quarterly, 21(1), pp. 189-202. https://doi.org/10.1016/j.leaqua.2009.10.014.
Maslach, C., Schaufeli, W. B., and Leiter, M. P. (2001). “Job burnout”. Annual Review of Psychology, 52, pp. 397–422. https://doi.org/10.1146/annurev.psych.52.1.397
Milliken, F. J., and Morrison, E. W. (2003). “Shades of silence: Emerging themes and future directions for research on silence in organizations”. Journal of Management Studies, 40(6), pp. 1563-1568. https://doi.org/10.1111/1467-6486.00391.
Moghbel Baarz, A., and Hadavinezhad, M. (2011). “Organizational Politics Perceptions and ‎Citizenship Behaviors in Tehran-located Public ‎Universities: Moderating Role of Workplace ‎Spirituality”. Management Research in Iran, 15(2), pp. 181-204. {In Persian}
Mohammadi, S. (2019). “The typology of Ogrganizational Culture of Shahid Chamran University of Ahvaz and its effect on Employees’ Organizational Health”. Career and Organizational Counseling, 11(39), pp. 101-125. {In Persian}
Mohammadi, S. (2020). “Structural analysis the effect of organizational silence & voice on job engagement and organizational health of female nurses”. Woman in Development & Politics, 18(4), pp. 601-617. doi: 10.22059/jwdp.2021.315084.1007930. {In Persian}
Morrison, E. W., and Milliken, F. J. (2000). “Organizational silence: A barrier to change and development in a pluralistic world”. Academy of Management Review, 25(4), pp. 706-725. https://doi.org/10.2307/259200.
Mowbray, P. K., Wilkinson, A., and Tse, H. H. (2015). “An integrative review of employee voice: Identifying a common conceptualization and research agenda”. International Journal of Management Reviews, 17(3), pp. 382-400. https://doi.org/10.1111/ijmr.12045.
Nafei, W. A. (2016). “Organizational Silence: A Barrier to Job Engagement in Successful Organizations”. International Business Research, 9(4), pp. 1-18.
Naghshbandi, S. S. (2015). The effect of social capital and the perception of organizational political behavior on the silence and organizational voice of sports and youth departments in western Iran. [PhD Thesis, Faculty of Physical Education, Razi University, Kermanshah]. {In Persian}
Nasiri Valekboni, F., Ardalan, M., and Beheshtirad, R. (2015). “Effect of Glass Cliff on work engagement with the mediator role of organizational silence (Case study of female staff of Bu-Ali University of Hamedan)”. Woman in Development & Politics, 13(3), pp. 377-398. doi: 10.22059/jwdp.2015.56337. {In Persian}
Noruzi, K., and Sadeghikia, M. (2018). “Interaction between Organizational Silence and Innovation in Public Sector Organizations: A Study on Knowledge Workers of Humanities faculties in Tehran Province”. Innovation Management Journal, 7(2), pp. 25-46. {In Persian}
Perlow, L. A., and Repenning, N. P. (2009). “The dynamics of silencing conflict”, Research in Organizational Behavior, 29, pp. 195-223.
Perlow, L. and Williams, S. (2003). “Is silence killing your company?”. Harvard Business Review, 81(5), pp. 52-58.
Phillips, D. R., and Roper, K. O. (2009). “A framework for talent management in real estate”. Journal of Corporate Real Estate, 11(1), pp. 7-16.
Pinder, C. C., and Harlos, K. P. (2001). “Employee silence: Quiescence and acquiescence as responses to perceived injustice”. Research in Personnel and Human Resources Management, pp. 331-369. https://doi.org/10.1016/S0742-7301(01)20007-3.
Pirzada, Z. A., Mirani, S. H., Phulpoto, N. H., Dogar, H, and Mahar, S. A. (2020). “Study of Employee silence, Organizational Justice and Work Engagement: Mediation Analysis”. IJCSNS, 20(1), pp. 9-14.
Rafiq, M., Wu, W., Chin, T., and Nasir, M. (2019). “The psychological mechanism linking employee work engagement and turnover intention: A moderated mediation study”. Work (Reading, Mass), 62(4), pp. 615-28. https://doi.org/10.3233/WOR-192894.
Richman, A. L., Civian, J. T., Shannon, L. L., Jeffrey Hill, E., and Brennan, R. T. (2008). “The relationship of perceived flexibility, supportive work–life policies, and use of formal flexible arrangements and occasional flexibility to employee engagement and expected retention”. Community, work & family, 11(2), pp. 183-197.
Rosen, C. C., and Hochwarter, W. A. (2014). “Looking back and falling further behind: The moderating role of rumination on the relationship between organizational politics and employee attitudes, well-being, and performance”. Organizational Behavior and Human Decision Processes, 124(2), pp. 177-189.‌
Rothbard, N. P. (2001). “Enriching or depleting? The dynamics of engagement in work and family roles”. Administrative Science Quarterly, 46(4), pp. 655-684. https://doi.org/10.2307/3094827
Salanova, M., Agut, S., and Peiró, J. M. (2005). “Linking organizational resources and work engagement to employee performance and customer loyalty: the mediation of service climate”. Journal of applied Psychology, 90(6), pp. 1217- 1227. https://doi.org/10.1037/0021-9010.90.6.1217
Sameti, M., Ranjbar, H., and Mohseni, F. (2012). “The Effect of Good Governance Indicators on Human Development Index: the Case of ASEAN Countries”. Economic Growth and Development Research, 1(4), pp. 223-183. {In Persian}
Schaufeli, W. B., and Bakker, A. B. (2001). “Werk en welbevinden: Naar een positieve benadering in de Arbeids-en Gezondheidspsychologie [Work and well-being: Towards a positive approach in Occupational Health Psychology]”. Gedrag & Organisatie, 14, pp. 229–253.
Schaufeli, W. B., Salanova, M., Gonza′lez-roma′, V., and Bakker, A. B. (2002). “The maesurement of engagement and burnout: A confirmatory factor analytic approach”. Journal of Happiness studies, 3, pp. 71-92.
Schaufeli, W., and Salanova, M. (2007). “Work engagement”. Managing social and ethical issues in organizations. pp. 135-177.
Sheykhi, A., Moslehi, M., and Salehi, A. (2016). “Mutual influences political behavior and professional ethics and organizational commitment (Case Study Bushehr Municipality)”, Urban Management, 15(44), pp. 279-288. {In Persain}
Slade, M. R. (2008). The adaptive nature of organizational silence: A cybernetic exploration of the hidden factory [Doctoral dissertation, The George Washington University].
Tangirala, S., and Ramanujam, R. (2012). “Ask and you shall hear (but not always): examining the relationship between manager consultation and employee voice”. Personnel Psychology, 65(2), pp. 251–282. https://doi.org/10.1111/j.1744-6570.2012.01248.x.
Travis, D. J., Gomez, J. R., and Mor Barak, M. E. (2011). “Speaking up and stepping back: Examining the link between employee voice and job neglect”. Children and Youth Services Review, 33(10), pp. 1831-1841.
Tulubas, T., and Celep, C. (2012). “Effect of perceived procedural justice on faculty members’ silence: the mediating role of trust in supervisor”. Procedia-Social and Behavioral Sciences, 47, pp. 1221-1231. https://doi.org/10.1016/j.sbspro.2012.06.804.
Valle, M., and Perrewe, P. (2000). “Do Politics Perceptions Relate to Political Behaviors? Tests of an Assumption and Expanded Model”. Human Relations, 53(3), pp. 359-386.
Van Dyne, L., Ang, S., and Botero, I. C. (2003). “Conceptualizing Employee Silence and Employee Voice As Multidimensional Constructs”. Journal of Management Studies, 40(6), pp. 1359-1392.
Vigoda, E. and Cohen, A. (2002). “Influence Tactics and Perceptions of Organizational Plitics: A Longitudinal Study”. Journal of Business Research, 55(4), pp. 311-324.
Wilkinson, A., and Fay, C. (2011). “New times for employee voice?”. Human Resource Management, 50(1), pp. 65-74. https://doi.org/10.1002/hrm.20411.
Xu, A. J., Loi, R., and Lam, L. W. (2015). “The bad boss takes it all: How abusive supervision and leader–member exchange interact to influence employee silence”. The Leadership Quarterly, 26(5), 763-774. https://doi.org/10.1016/j.leaqua.2015.03.002.
Yıldız, Ebru. (2013). “Enigma of Silence in Organizations: What Happens To Whom and Why?”. Beykent University Journal of Social Sciences, 6(2), pp. 30-44.
Zarei Matin, H., Taheri, F., and Sayar, A. (2012). “Organizational silence: concepts, antecedents, and consequences”. Iranian journal of management sciences, 6(Number 21), pp. 77-104. {In Persian}
Zehir, C., and Erdogan, E. (2011). “The association between organizational silence and ethical leadership through employee performance”. Procedia-Social and Behavioral Sciences, 24, pp. 1389-1404. https://doi.org/10.1016/j.sbspro.2011.09.054.
Zerenler, M., Hasiloglu, B., and Sezgin, M. (2014). “Intellectual Capital and Innovation Performance: Empirical Evidence in the Turkish Automotive Supplier”. Journal of technology management. 3(4), pp. 31-40.#