نویسندگان

1 کارشناس ارشد روان‌شناسی صنعتی و سازمانی دانشگاه آزاد اسلامی اصفهان (خوراسگان)

2 عضو هیأت علمی دانشگاه آزاد اسلامی اصفهان (خوراسگان)

چکیده

این پژوهش به‌منظور پیش‌بینی عملکرد وظیفه از طریق تقاضاهای شغلی، منابع شغلی و فرسودگی شغلی انجام گرفت. طرح پژوهش همبستگی بود و جامعۀ آماری آن را همۀ کارکنان شاغل در دو مجموعۀ نساجی در شهر اصفهان تشکیل می‌دادند. 154 نفر از کارکنان (116 مرد و 38 زن) از طریق نمونه‌گیری تصادفی طبقه‌ای به‌عنوان نمونه انتخاب شدند و به پرسشنامه‌های تقاضاهای شغلی (چن وکاو، 2012)، منابع شغلی (چن وکاو، 2012)، فرسودگی شغلی (چن وکاو، 2012) و عملکرد وظیفه (چن وکاو، 2012) پاسخ دادند. داده‌ها از طریق ضریب همبستگی پیرسون و تحلیل رگرسیون به شیوۀ گام به گام تحلیل شدند. نتایج تحلیل رگرسیون نشان داد که فقط فرسودگی شغلی پیش‌بینی‌کنندۀ عملکرد وظیفه است (01/0P < ). نتایج این پژوهش نشان داد که فرسودگی شغلی عاملی برای تضعیف سطح عملکرد وظیفه است.

کلیدواژه‌ها

عنوان مقاله [English]

The Role of Job Demands, Job Resources, and Burnout in the Prediction of Task Performance

نویسندگان [English]

  • majid barabadi 1
  • mohsen golparvar 2
  • hamid atash pour 2

چکیده [English]

This study was conducted to predict task performance through job demands, job resources and burnout. Statistical population of this correlation study was all the working employees of two textile complexes in Isfahan. 154 employees (116 male and 38 female) were selected through stratified random sampling and responded to the Task Demands Questionnaire (Chen & Kao, 2012), Job Resources Questionnaire (Chen & Kao, 2012), Burnout Questionnaire (Chen & Kao, 2012) and the task Performance Questionnaire (Chen & Kao, 2012). Data were analyzed by using Pearson correlation coefficient and multiple regression analysis, stepwise method. Results of regression analysis revealed that only burnout can predict task performance (P < 0.01). The results of this research indicated that burnout could be a Factor that weakens the level of task performance.

کلیدواژه‌ها [English]

  • Job demands
  • job resources
  • burnout
  • Task performance

Babakus, E., Yavas, U., &amp; Ashill, N. (2009). The Role of Customer Orientation as a Moderator of the Job demand–burnout-Performance Relationship: A Surface- Level Trait Perspective. Journal of Retailing, 85, 480-482. Chen ch-f, kao y. )2012(. Investigating the antecedents and consequences of burnout and isolation among flight attendants, Tourism Management, Elsevier, report no: 33, 868-874 Coleman, V.I., &amp; Borman, W.C. (2000). Investigating the underlying structure of the citizenship performance domain. Human Resource Management Review, 10, 25-44. Cartwright, S., Holmes. (2006). The meaning of work: the challenge of regaining employee engagement and reducing cynicism. Human Resource Management Review, 16: 199-208 Demerouti, E., Bakker, A.B., Nachreiner, F., &amp; Schaufeli, W.B. (2005). The Job Demands-Resources Model of Burnout. Journal of Applied Psychology, 86, 499-512. Farber Barry. A (1983). Stress and burnoutin the human service professions. New York: pergamon press. Hunt, S.T. (1996). Generic work behavior: An investigation into the dimensions of entry-level, hourly job performance. Personnel Psychology, 49, 51–83. Hochen, T. (2000). The study of survivors employee job stress for privatization of government enterprise- case of taiwan fertilizer company employee. master’s thesis. Human resource management depattment. Hakanen, J.J., Perhoniemi, R., Toppinen-Tanner, S. (2008). Positive gain spirals at work: From job resources to work engagement, personal initiative and work-unit innovativeness. Journal of Vocational Behavior, 73: 78-91. Hakanen, J.J., Schaufeli, W.B., and Ahola, K. (2008). The Job Demands Resources model: A three-year cross-lagged study of burnout, depression, commitment, and work engagement, Work &amp; Stress, 22: 224_241 Kerjecie, R.; Morgan, D.W. (1970). "Determining sample size for research activities". Educational and Psychological Meassurement, Kristensen, T.S., Hannerz, H., Høgh, A., &amp; Borg, V. (2005). The Copenhagen Psychosocial Questionnaire-a tool for the assessment and improvement of the psychosocial work environment. Scandinavian Journal of Work Environment &amp; Health, 31, 438-449. Lee, R.T., &amp; Ashforth, B.E. (1996). A meta-analytic examination of the correlates of the three dimensions of job burnout. Journal of Applied Psychology, 81, 123-133. Lewig, K.A., Xanthopoulou, D., Bakker, A.B., Dollard, M.F., &amp; Metzer, J.C. (2007). Burnout and connectedness among Australian volunteers: a test of the job demandseresources model. Journal of Vocational Behavior, 71, 429-445. Maslach, D., &amp; Jackson, S.E. (1981). The measurement of experienced burnout. Journal of Occupational Behavior, 2, 99-113. Mauno, S., Kinnunen, U., Ruokolainen, M. (2007). Job demands and resources as antecedents of work engagement: A longitudinal study. Journal of Vocational Behavior, 70: 149–171. McGrath, J.E. (1976). Stress and behavior in organizations. In M.D. Dunnette (Ed.), Handbook of industrial and organizational psychology (pp. 1351–1395). Chicago: Rand McNally. Xanthopoulou, D., Bakker, A.B., Demerouti, E., Schaufeli, W.B. (2009). Reciprocal relationships between job resources, personal resources, and work engagement, Journal of Vocational Behavior, 74:235–244. Wildermuth, C., Pauken, P.D. (2008). A perfect match: decoding employee engagement–Part I: Engaging cultures and leaders. Industrial and Commercial Training, 40(3): 122-128. Viswesvaran, C., Schmidt, F.L., &amp; Ones, D.S. (2005). Is there a general factor in ratings of job performance? A meta-analytic framework for disentangling substantive and error influences. Journal of Applied Psychology, 90, 108-131.