بررسی تاثیر تناسب فرد و سازمان بر تعهد سازمانی با نقش میانجی توانمندسازی روان‌شناختی

این پژوهش با هدف شناسایی تاثیر تناسب فرد و سازمان بر تعهد سازمانی با نقش میانجی توانمندسازی روان‌شناختی انجام گرفت. پژوهش حاضر ازلحاظ هدف، کاربردی و ازنظر ماهیت و روش، توصیفی پیمایشی است. جامعه آماری 150 نفر از کارکنان اداره کل گمرک استان اصفهان بوده که تعداد 108 نفر با استفاده از فرمول کوکران و از طریق نمونه‌گیری تصادفی ساده به‌عنوان نمونه انتخاب شدند. روایی و پایایی پرسشنامه‌ با روش‌های روایی محتوا و ضریب آلفای کرونباخ تایید گردید. داده‌ها از طریق پرسشنامه جمع‌آوری است که برای سنجش تناسب فرد و سازمان از پرسشنامه اسکرو گینس (2008)، توانمندسازی روان‌شناختی از پرسشنامه حاتمی و دستار (1390) و برای تعهد سازمانی از پرسشنامه بالفور و وکسلر (1996) استفاده شده است. برای تحلیل داده‌ها از روش معادلات ساختاری و نرم‌افزارsmart pls  استفاده شد. پس از آزمون فرضیه‌ها، ضرایب مسیر به‌دست‌آمده در سطح خطای 5 0/0 حاکی از تایید مدل کلی بود. نتایج نشان داد که تناسب فرد و سازمان بر تعهد سازمانی تاثیر مثبت و معناداری دارد. همچنین تاثیر غیرمستقیم تناسب فرد و سازمان بر تعهد سازمانی از طریق متغیر میانجی توانمندسازی روان‌شناختی معنادار شناخته شد، ولی تاثیر اثر مستقیم بیشتر از اثر غیرمستقیم است؛ بنابراین تناسب فرد و سازمان و توانمندسازی روان‌شناختی می‌توانند عواملی موثر در جهت تعهد سازمانی باشند. اگر مدیران سازمان به دنبال تعهد سازمانی مناسب هستند، باید بین فرد و سازمان تناسب ایجاد کرده و در جهت توانمندسازی روان‌شناختی کارکنان گام بردارند.

Investigating the Impact of Person-organization Fit on Organizational Commitment Mediated by Psychological Empowerment

Extended abstract1 INTRODUCTIONToday, due to the increasing speed of change in organizations, managers are looking for ways to increase employee organizational commitment to gain a competitive advantage. since organizations face dynamic environments, they need employees who are able to quickly change their tasks and move easily between teams. this is where the personorganization fit is considered. the fit between employees’ values and organizational culture can be a predictor of organizational commitment. on the other hand, one of the important factors for the survival of organizations is their manpower capability. when employees have a high level of psychological empowerment, they consider their work important, consider themselves an effective person in the organization, and consequently increase their commitments to the organization.2 THEORETICAL FRAMEWORKConsidering that performance improvement is the most important goal for organizations, desired affecting factors must be identified and be strengthened. one of these factors is the organizational commitment which in turn may affect job satisfaction, absenteeism, turnover, and performance. on the other hand, the issue of compatibility between employees and organizations has been raised as an important factor to answer the question of why individuals are attracted to a particular organization or why employees remain in a particular organization. also, today, employees’ empowerment is one of the most important indicators of an organizations’ success. organizational commitment can be increased through empowering employees by means of more freedom, job independence, decisionmaking responsibility, and authority in performing tasks. empowerment cause employees to be internally motivated and, thus, has a positive relationship with human resource productivity. previous research emphasized these three variables as important antecedents of organizational performance.3 METHODOLOGYThis research is an applied study in terms of purpose, and in terms of nature and method of research, it is a descriptive survey. The statistical population of the study was comprised of 150 employees working in the Isfahan Customs Department, 108 of which were selected as the statistical sample using Cochran’s formula and random sampling. Needed data was collected distributing a written questionnaire.4 RESULTS DISCUSSIONThe research results demonstrated that personorganization fit had a positive and significant impact on organizational commitment. In addition, the indirect impact of personorganization fit on organizational commitment through psychological empowerment was statistically significant. The direct effect of the predictor variable was greater than the indirect effect. Overall, personorganization fit and psychological empowerment can be considered as affecting factors of organizational commitment.5 CONCLUSIONS SUGGESTIONSThe result of the first hypothesis is consistent with that of Poorrostami et al. (2016) and Margarta and Vikaksana (2020). Therefore, it is suggested to managers that create more effective employment mechanisms to maximize personorganizational fit and increase the organizational commitment. The result of the second hypothesis is consistent with the results of Eshaghiyan et al. (2016), Ameri and Ismaili (2010), Ratanasari and Soderma (2019), Afsar and Badir (2016), and Gregory (2010). To increase the employees’ psychological empowerment, it is suggested that managers focus on improving the personorganization fit. Additionally, managers are recommended to hire employees who are adaptable to the organization’s value system. The effect of psychological empowerment on organizational commitment was also confirmed, which is consistent with the results of Kafashpour and Shakoori (2015), Abbasi et al. (2013), Ravaghi et al. (2013), Zahedi et al. (2009), Yakubaki (2003), Janssen (2004), Ambad (2010), and Yasin Hamed (2020). Therefore, it is recommended that managers inform employees about direct and indirect costs imposed on the organization by employees’ turnover and, thus, create a sense of duty in employees to stay in the organization. The results confirmed the indirect effect of personorganizational fit through psychological empowerment. This was consistent with the results of Farzaneh et al. (2014) and Karimi et al. (2018). Accordingly, attention to the measures of employee empowerment should be on the agenda of organizational management.