سامانه مدیریت نشریات علمی دانشگاه صنعتی شاهرود

مرادی, احمد, باقری, هادی, داروغه عارفی, ناهید. (1404). نقش سرپرستی توهین‌آمیز در رفتار ‌شهروندی سازمانی با میانجی‌گری اشتیاق شغلی کارکنان ادارات ورزش و جوانان. , 12(2), 371-391. doi: 10.22044/shm.2025.14911.2667
احمد مرادی; هادی باقری; ناهید داروغه عارفی. "نقش سرپرستی توهین‌آمیز در رفتار ‌شهروندی سازمانی با میانجی‌گری اشتیاق شغلی کارکنان ادارات ورزش و جوانان". , 12, 2, 1404, 371-391. doi: 10.22044/shm.2025.14911.2667
مرادی, احمد, باقری, هادی, داروغه عارفی, ناهید. (1404). 'نقش سرپرستی توهین‌آمیز در رفتار ‌شهروندی سازمانی با میانجی‌گری اشتیاق شغلی کارکنان ادارات ورزش و جوانان', , 12(2), pp. 371-391. doi: 10.22044/shm.2025.14911.2667
مرادی, احمد, باقری, هادی, داروغه عارفی, ناهید. نقش سرپرستی توهین‌آمیز در رفتار ‌شهروندی سازمانی با میانجی‌گری اشتیاق شغلی کارکنان ادارات ورزش و جوانان. , 1404; 12(2): 371-391. doi: 10.22044/shm.2025.14911.2667

نقش سرپرستی توهین‌آمیز در رفتار ‌شهروندی سازمانی با میانجی‌گری اشتیاق شغلی کارکنان ادارات ورزش و جوانان

مدیریت منابع انسانی در ورزش
دوره 12، شماره 2، تیر 1404، صفحه 371-391    اصل مقاله (947.57 K)
نوع مقاله: پژوهشی کاربردی
شناسه دیجیتال (DOI): 10.22044/shm.2025.14911.2667
نویسندگان
احمد مرادی1؛ هادی باقری* 2؛ ناهید داروغه عارفی3
1دانش آموخته کارشناسی ارشد مدیریت ورزشی، دانشکده تربیت بدنی دانشگاه صنعتی شاهرود
2دانشگاه شاهرود
3دانش آموخته دکتری مدیریت ورزشی، گروه تربیت بدنی و علوم ورزشی، دانشکده تربیت بدنی، دانشگاه صنعتی شاهرود
چکیده
هدف: سرپرستی توهین‌آمیز به‌عنوان یکی از شکل‌های بارز رهبری مخرب، مشکل اجتماعی پیچیده‌ای است که همواره در محیط‌های کاری وجود داشته و می‌تواند هزینه‌های زیادی را به سازمان و کارکنان تحمیل کند. پژوهش حاضر با هدف مطالعه اثر سرپرستی توهین‌آمیز بر رفتار ‌شهروندی سازمانی با نقش میانجی اشتیاق کارکنان ادارات ورزش و جوانان اجرا شد.
روش‌شناسی: روش پژوهش حاضر با توجه به ماهیت توصیفی از نوع همبستگی بود. جامعه آماری پژوهش شامل کلیه کارکنان ادارات ورزش و جوانان دو استان چهارمحال و بختیاری و کهکیلویه و بویر احمد بودند که با استفاده از روش تمام شمار تعداد 106 نفر به عنوان نمونه انتخاب شدند. ابزار تحقیق شامل سه پرسشنامه استاندارد سرپرستی توهین‌آمیز تپر (2000)، اشتیاق کارکنان شاک و همکاران (2017) و رفتار شهروندی اورگان و کانوسکی (1996) بود. برای بررسی فرضیه­های پژوهش از معادلات ساختاری با رویکرد واریانس محور و آزمون­های رگرسیون و تحلیل مسیر استفاده شد.
یافته‌ها: نتایج پژوهش نشان داد که سرپرستی توهین­آمیز بر رفتار شهروندی و اشتیاق کاری تأثیر منفی و معناداری داشت. همچنین اشتیاق کاری بر رفتار شهروندی تأثیر مستقیم و معناداری داشت. به‎علاوه، نقش میانجی اشتیاق کاری در تأثیر سرپرستی توهین‌آمیز بر رفتار شهروندی تأیید شد.
نتیجه‌گیری: با توجه به نتایج پژوهش، رفتارهای تخریبی و توهین­آمیزی که مدیران معمولاً با هدف فشار آوردن به کارکنان انجام می‌دهند تا آنها را وادار به تلاش بیشتر کنند، نه تنها انگیزه انجام وظایف اصلی را از افراد سلب می‎کند، بلکه با کاهش اشتیاق شغلی، رفتارهای داوطلبانه یا فرانقشی را نیز از بین می­برد؛ بنابراین، مدیران/سرپرستان باید از بروز چنین رفتارهای توهین­آمیزی خودداری کنند.
کلیدواژه‌ها
اشتیاق کاری؛ نوع دوستی؛ کارکنان ورزش؛ رفتارهای فرانقشی
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