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بررسی نقش میانجی رضایت از دورکاری و نقش تعدیلگری خودانضباطی در تاثیر استرس بر عملکرد کارکنان دورکار | ||
مدیریت منابع انسانی پایدار | ||
مقاله 2، دوره 6، شماره 10، فروردین 1403، صفحه 48-27 اصل مقاله (1.54 M) | ||
نوع مقاله: مقاله پژوهشی | ||
شناسه دیجیتال (DOI): 10.22080/shrm.2024.4597 | ||
نویسندگان | ||
علیرضا خوراکیان1؛ سمیه رهی2؛ مصطفی جهانگیر* 3؛ لیلا خوارزمی4 | ||
1گروه آموزشی مدیریت، دانشکده علوم اداری و اقتصادی، دانشگاه فردوسی مشهد | ||
2گروه مدیریت، دانشکده علوم اداری و اقتصادی، دانشگاه فردوسی مشهد، مشهد، ایران | ||
3گروه مدیریت خدمات بهداشتی و درمانی، مرکز آموزش عالی علوم پزشکی وارستگان، مشهد، ایران | ||
4دانشکده آموزش و مطالعات حرفهای، دانشگاه نیپیسینگ، نورثبی، کانادا | ||
تاریخ دریافت: 18 دی 1402، تاریخ پذیرش: 18 دی 1402 | ||
چکیده | ||
پس از شیوع بیماری کووید-19 بسیاری از سازمانها در ایران، به اجرای دورکاری پرداختند. پژوهش حاضر با هدف بررسی نقش میانجی رضایت از دورکاری و نقش تعدیلگری خودانضباطی در تاثیر استرس بر عملکرد کارکنان در دورکاری انجام شده است. این پژوهش، کاربردی، کمی و از نوع پیمایشی بود. نمونه آماری پژوهش 340 نفر از کارکنان شاغل در سازمانهای دولتی و خصوصی ایران بودند که به روش نمونه گیری در دسترس انتخاب شدند. پس از شناسایی افراد، به دلیل شرایط خاص دوره کووید-19 و عدم دسترسی حضوری، لینک پرسشنامه آنلاین برای افراد ارسال شد. در مرحله بعدی دادهها از طریق تحلیل عاملی تاییدی و نرم افزار آموس (AMOS) تحلیل شدند. نتایج نشان داد استرس دورکاری بر عملکرد و رضایت کارکنان از دورکاری اثر منفی دارد. همچنین خود انضباطی نقش تعدیلگری مثبتی در تاثیر استرس دورکاری بر عملکرد دورکاری کارکنان ایفا میکند. لذا میتواند به عنوان نوعی منبع شخصی در مدل مطالبات- منابع شغلی قلمداد شود. گرچه تحقیق حاضر در دوره همهگیری کووید-19 انجام گرفته است، با توجه به رواج دورکاری در سازمانها پس از همهگیری کووید-19 نیز، نتایج پژوهش حاضر میتواند در برنامهریزیهای سازمانی در زمینه دورکاری مورد استفاده قرار گیرد. | ||
کلیدواژهها | ||
استرس دورکاری؛ رضایت از دورکاری؛ عملکرد دورکاری؛ خود انضباطی؛ مدل مطالبات-منابع شغلی | ||
عنوان مقاله [English] | ||
Investigating the mediating role of remote work satisfaction and the moderating role of self-discipline in the effect of stress on employees' performance in remote work | ||
نویسندگان [English] | ||
Alireza Khorakian1؛ Somayeh Rahi2؛ Mostafa Jahangir3؛ Leila Kharazmi4 | ||
1Department of Management, Faculty of Administrative and Economic Sciences, Ferdowsi University of Mashhad | ||
2Department of Management, Faculty of Administrative and Economic Sciences, Ferdowsi University of Mashhad, Mashhad, Iran | ||
3Department of Health Services Management, Varestegan Institute for Medical Sciences, Mashhad, Iran | ||
4Faculty of Education and Professional Studies, Nipissing University, North Bay, Canada | ||
چکیده [English] | ||
After the outbreak of the COVID-19 pandemic, many organizations in Iran implemented remote work. This study was conducted to investigate the mediating role of remote work satisfaction and moderating role of self-discipline in the effect of stress on employees' performance in remote work. This study is an applied and, in terms of research methods, is a quantitative study. The sample was 340 employees working in public and private organizations in Iran, who were selected by convenience sampling method. Due to the special conditions of the COVID-19 pandemic and the lack of in-person access, the link to the online questionnaire was sent to the participants. The data were analyzed through confirmatory factor analysis and AMOS software. The results demonstrated that job stress has a negative effect on employees' performance and satisfaction with remote working. Furthermore, self-discipline plays a positive moderating role in the impact of job stress on employee performance. Therefore, it can be considered as a kind of personal resource in the job demands-resources (JD-R) model. Although this research was conducted during the COVID-19 pandemic, considering the prevalence of remote work in organizations after the COVID-19 pandemic, the results of this research can be used in organizational planning in the field of remote work. | ||
کلیدواژهها [English] | ||
remote work stress, remote work satisfaction, remote work performance, self-discipline, job demands-resources (JD-R) model | ||
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