نویسندگان

1 کارشناسی ارشد روان‌شناسی صنعتی و سازمانی، دانشگاه اصفهان، اصفهان، ایران

2 عضو هیأت علمی دانشگاه اصفهان، اصفهان، ایران

چکیده

هدف از این پژوهش پیش‌بینی تمایل به ترک شغل کارکنان براساس عوامل فردی، شغلی و سازمانی در کارکنان سازمان بیمۀ‌ تأمین اجتماعی است. طرح پژوهش رابطه‌ای است. جامعۀ آماری همۀ کارکنان پنج شعبۀ اصلی سازمان بیمۀ تأمین اجتماعی شهر اصفهان در سال 1391 بود. بر اساس جدول تعیین حداکثر حجم نمونۀ مورگان، 147 نفر به روش نمونه‌گیری تصادفی طبقه‌ای انتخاب شدند و به پرسشنامه‌های هوش هیجانی (وونگ و لاو، 2002)، تعارض کارـ خانواده (نت‌مایر، بولز و مک‌ماریان، 1996)، رضایت شغلی (جاج و بنو، 2000)، اشتیاق شغلی (شوفلی و بکر، 2003)، حمایت سازمانی ادراک شده (روهادز و آیزنبرگر، 2002) و تمایل به ترک شغل (اورایلی، چتمن و کالدول، 1991) پاسخ دادند. داده‌ها با استفاده از تحلیل رگرسیون گام به گام تحلیل شدند. یافته‌های گام آخر تحلیل رگرسیون نشان داد که رضایت شغلی، اشتیاق شغلی، حمایت سازمانی ادراک شده و تعارض کارـ خانواده، در مجموع قادر به پیش‌بینی 50 درصد از تمایل به ترک شغل کارکنان هستند (01/0P<).

کلیدواژه‌ها

عنوان مقاله [English]

Predicting Employees' Turnover Intention by Individual, Occupational and Organizational factors

نویسندگان [English]

  • Farzaneh Dabbashi 1
  • Aboulghasem Nouri 2

چکیده [English]

The aim of this study was to predict employees' turnover intention based on individual, occupational and organizational factors in Isfahan Social Security Organization. It was correlational study and the population comprised all employees of the five main branches in Isfahan Social Security Organization in 2012. The sample was selected using stratified random sampling based on Morgan sample size table. The subjects, then, completed Emotional Intelligence (Wong & law, 2000), Work-Family Conflict (Netemyre, Boles & Mucmurrian, 1996), Job Satisfaction (Judge & Bono), Work Engagement (Schaufeli & Bakker, 2003), Perceived Organizational Support (Rhoades & Eisenberger, 2002), and Turnover Intention (O’Reilly, Chatman & Caldwell, 1991) Questionnaires. The data analysis was performed through applying Pearson correlational coefficient and stepwise regression analysis. The results of regression analysis showed that the work engagement, perceived organizational support and work-family conflict can justify 50 percent of variance of employees' turnover intention (p<0.01).

کلیدواژه‌ها [English]

  • Job satisfaction
  • work engagement
  • Work-Family Conflict
  • Perceived Organizational Support
  • Turnover Intention

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