بررسی الگوی متغیرهای موثر بر رفتارهای شهروندی سازمانی تغییرمدار از طریق متغیر میانجی واکنش به تغییر

رفتارهای شهروندی سازمانی، دسته‌ای از رفتارهای محیط کار هستند که به صورت خودجوش انجام می‌شوند و جزء تکالیف رسمی شغل نیستند. به نظر می‌رسد ‌این رفتارها در شرایط تغییر کاربرد دارند و برخی عوامل می‌توانند ‌این رفتارها را متاثر سازند. ازاین‌رو هدف پژوهش حاضر، بررسی الگوی متغیرهای موثر بر رفتارهای شهروندی سازمانی تغییرمدار از طریق متغیر میانجی واکنش به تغییر در کارکنان مجتمع پتروشیمی بندر امام بوده است. نمونه پژوهش شامل 383 نفر از کارکنان ‌این شرکت بود که به صورت تصادفی طبقه‌ای انتخاب شدند. سپس به ابزارهای پژوهش پاسخ دادند. برای تحلیل داده‌ها‌ از تحلیل مسیر در نرم‌افزارamos و تحلیل میانجی به روش بوت استراپ استفاده شد. نتایج نشان داد که واکنش به تغییر میانجی بین اثربخشی ادراک‌شده تغییر، عاملیت و خط‌مشی‌ سازمانی با رفتار شهروندی سازمانی تغییرمدار است. برای استفاده از مزایای رفتار شهروندی سازمانی تغییرمدار لازم است مدیران و سازمان‌ها‌ کارکنان را عامل تغییر سازند، خط‌مشی‌‌ها‌ را انعطاف‌پذیر کنند و تغییر را اثربخش جلوه دهند.

Investigating patterns of effective variables on organizational ChangeOriented citizenship behavior through Mediating role of Reaction to Change

1 INTRODUCTIONOrganizational citizenship behaviors are one kind of workplace behaviors that are performed spontaneously and are not a part of a job 's formal tasks. These nonspecific behaviors go beyond what is defined formally by organizations. Although these behaviors are very important for performance, efficiency, and success of the organization, they are not identified by the formal structures in the organization and there is no specific reward for them. Various types of these behaviors identified in different classifications have shown that they are really useful in the different workplaces. One of these behaviors is called changeoriented organizational citizenship behavior. It is defined as the individual spontaneous and voluntary attempts of the employees that affect the organizational change through performing professional activities and include all the organizational citizenship behaviors. Therefore, the present study aims to investigate the pattern of the variables affecting the changeoriented citizenship behaviors. Reaction to change in the employees of Bandareemam petrochemical complex is the mediating variable.2 THEORETICAL FRAMEWORKPrior research has proved that changeoriented organizational citizenship behaviors are only possible when the employees react positively to changes. Positive reaction to change occurs when members of the organization perceive its efficiency. If there is a common perception among the employees regarding the change efficiency, they perceive the organization as “ready for the change”. It means that the reaction to change is positive. Positive reaction to change leads to changeoriented organizational citizenship behaviors. On the other hand, if the individuals feel themselves as the agents of these changes, who make the decisions about and control them, they will probably react positively to organizational changes and can play active roles in performing these kinds of behaviors. Flexible procedures and policies could increase perceived value of the change and start changeoriented organizational citizenship behaviors through making employees have positive reaction to them. 3 METHODOLOGYThe research sample consisted of 383 employees of Bandareemam Petrochemical Complex who were selected using stratified random sampling method. The research instruments were a fouritem questionnaire about organizational policy, a twelveitem questionnaire about agency, an elevenitem questionnaire about perceived change efficiency, a nineitem scale of commitment to change, a questionnaire with 6 questions about readiness for change, and a fouritem questionnaire about changeoriented organizational citizenship behaviors. All the instruments used in this study were responded on a fivepoint Likert scale, and their Cronbach’s alphas were desirable (0.77 < <0.91). For analyzing the data and investigating the model fit, path analysis using Amos software and mediation analysis using Bootstrap method were applied. 4 RESULTS and DISCUSSIONIn the final model of variables analyzed in this study, the desirable fit indexes (like χ²|df=1.40) showed that the only variable that predicted changeoriented organizational behaviors directly was reaction to change (). Prediction through other variables was indirectly made by reaction to change. The results obtained from mediation analysis proved that reaction to change is the complete mediator variable in the relationship between perceived change efficiency and changeoriented organizational citizenship behaviors. In other words, by controlling the variable of reaction to change there would be no significant relationship between perceived change efficiency and changeoriented organizational citizenship behavior (p >0.05). But in the relationship between organizational policy and agency with changeoriented organizational citizenship behavior, reaction to change is the complementary mediator variable, and if it is controlled, the relationship between these variables and changeoriented organizational citizenship behavior will reduce. The results also showed that the changeoriented organizational citizenship behaviors are more common among males than females, which might be due to gender roles expected from women. It is expected to see more citizenship behaviors, especially in “respect” and “loyalty” aspects in females rather than males. 5 CONCLUSIONS and SUGGESTIONS Due to intense competition, organizations need to change their methods and procedures. The results of this study showed that these changes require innovative employees who start the changes by their active participation. In this regard, 1) the policies of the organization should be flexible, 2) the organizations and the managers could promote agency feature in the employees by involving them in change process and asking their volunteer participation, 3) the changes have to be introduced positively as efficient interventions to the employees by emphasizing the values and advantages of those changes. Hence, managers, organizations, and the agents of the changes should determine their strengths, values, and the positive effects clearly and inform the employees, 4) females could be involved more in the organizational activities because they are ready for doing more changeoriented citizenship behaviors.