تاثیر موفقیت شغلی ذهنی بر مدیریت مسیر شغلی و سازگاری شغلی

اگرچه فعالیت‌های شغلی برای موفقیت شغلی افراد پیامدهای مثبتی دارد، اما سوال مهم راجع به این است: آیا این پیشبرد برای جنبه‌های موفقیت شغلی ذهنی هم سودمند است؟ موفقیت شغلی ذهنی می‌تواند تاثیرات شگرفی بر سازگاری شغلی کارکنان داشته باشد. از سویی دیگر اجرای موفقیت‌آمیز اقدامات مدیریت منابع انسانی و به‌طور ویژه، مدیریت مسیر شغلی باعث سازگاری و رضایت شغلی کارکنان می‌شود. ازاین‌رو، هدف اصلی پژوهش حاضر، بررسی تاثیر موفقیت شغلی ذهنی بر مدیریت مسیر شغلی و سازگاری شغلی است. این پژوهش ازنظر هدف کاربردی و ازنظر روش گردآوری داده ها از نوع توصیفی پیمایشی است. جامعه آماری پژوهش را مدیران و کارکنان ستاد بنیاد مستضعفان انقلاب اسلامی مستقر در شهر تهران با تعداد 430 نفر تشکیل می‌دهند. تعداد نمونه آماری 206 نفر برآورد گردید. ابزار گردآوری داده ها، پرسشنامه استاندارد شامل سه متغیر پژوهش؛ در مقیاس پنج‌درجه‌ای لیکرت است. روایی پرسشنامه ازنظر محتوایی و سازه موردبررسی قرار گرفته و پایایی نیز با محاسبه ضریب آلفای کرونباخ (97/0)، محاسبه گردید. داده های گردآوری شده با استفاده از نرم افزارهای آماری spss و lisrel مورد تحلیل قرار گرفتند. نتایج تحلیل داده‌ها نشان داد که موفقیت شغلی ذهنی بر مدیریت مسیر شغلی و سازگاری شغلی تاثیر مثبت و معناداری دارد. همچنین، نتایج پژوهش نشان داد، مدیریت مسیر شغلی نقش میانجی‌گری مثبت و معناداری بین موفقیت شغلی ذهنی و سازگاری شغلی ایفا می‌کند.

The Effect of Subjective Career Success on Career Adaptability and Management

Extended abstract INTRODUCTION                 Career management is a major challenge for human resource professionals in the 21st century. the results of previous research show that increased adaptability of employees with their career has a positive effect on both the organization and work outcomes. accordingly, the greater the adaptability of employees with their careers, the greater the career satisfaction, sense of responsibility, productivity, and intention to stay will be. conversely, when employees are not compatible with their careers, they will experience feelings of inadequacy, tension, and stress. indeed, if employees feel comfortable with their organization and their efforts to fulfill employees’ personal goals their workload decreases and their efficiency increases. career adaptability refers to a set of actions that employees take to make a career suitable. on the other hand, career adaptability refers to employees’ psychological status about whether or not they feel comfortable or uncomfortable at work. 2 THEORETICAL FRAMEWORKFrom an organizational perspective, having professional human resources is important in achieving organizational goals, and from an individual perspective, it is critical for achieving personal goals to have a sense of subjective career success. Based on the initial investigations of the authors, one reason for professional and knowledgeable staff to leave Bonyade Mostazafan is the lack of career adaptability and clarity. Therefore, it is obvious that designing a career path for such employees is essential and it happens by accomplishing scientific research. In this regard, it is necessary to study subjective career success and its effect on career adaptability in BonyadeMostazafan. Targeting at reducing the rate of turnover among professional and knowledgeable employees of this organization, the current research has accordingly investigated the effect of subjective career success on career management and career adaptability.3 METHODOLOGYThis research is an applied study in terms of purpose and, in regard to data gathering, it is a descriptivecorrelational survey. the statistical population of the study is comprised of 430 managers and employees in the headquarters of bonyademostazafan. according to morgan’s table and by conducting random sampling, 220 persons were selected as the statistical sample, 206 of which participated in the study.4 RESULTS DISCUSSIONThe results indicated the direct and significant effect of subjective career success on career management. given that subjective career success is greatly influenced by career and organizational satisfaction; human resource managers should place special emphasis on these variables, thereby increasing the volunteer efforts of their professional and knowledgeable staff. in addition, subjective career success positively affected career adaptability. accordingly, the managers, especially human resource managers, should increase career compatibility and pay special attention to aligning and integrating the corporate strategies and the human resource management strategies. the third hypothesis corresponding to the positive and significant effect of career path management on career adaptability was confirmed. therefore, the managers are recommended to identify the affecting factors of managing and developing the career path for professional and knowledgeable employees. the mediating role of career management in the relationship between subjective career success and career adaptability was also confirmed. accordingly, it is suggested that proper career management increases career satisfaction and organizational commitment, which in turn enhances career adaptation.5 CONCLUSIONS SUGGESTIONS       The present study focuses on managing the career path of employees as one of the most important elements of human resource management. in general, human resource management is a key and strategic resource for achieving organizational goals. this study expanded the literature on human resource management and organizational behavior by examining the effects of subjective career success on career management and career adaptability. there exist many practical benefits in integrating the concept of career adaptability and subjective career success. first, employees can simultaneously increase their sources of subjective success and career adaptability. this is beneficial for both individuals and organizations because organizations need qualified staff to reach a competitive advantage. in addition, employees can change and adapt quickly in a world of work that is constantly evolving. therefore, with career adaptability and career success, employee career management can be facilitated and organizational performance can be enhanced. second, adaptability and subjective career not only improve the quality of employees’ worklife but also encourages empowered and professional employees to stay in the organization.