پیشایندهای راهبردی شکوفایی کارکنان در سازمان

راهبردهای شکوفایی درمحل کار برای حفظ سرمایه‌ های انسانی، به‌کارگیری ظرفیت ‌های نهفته آنان و ارتقای عملکرد فردی و سازمانی مهم هستند. پژوهشگران سعی بر شناسایی عواملی دارند تا بتوانند زمینه شکوفایی کارکنان در سازمان ‌ها را فراهم آورند. هدف از پژوهش حاضر بررسی پیشایندهای موثر بر شکوفایی کارکنان در محل کار است. پژوهش حاضر به روش توصیفی همبستگی انجام شده و نمونه آماری پژوهش 180 نفر از کارکنان اداره‌ کل امورمالیاتی استان سمنان است که به روش نمونه‌ گیری تصادفی ساده انتخاب شدند. برای جمع‌ آوری داده‌ ها از پرسش نامه و برای تحلیل آنان از رگرسیون گام به گام استفاده شد. نتایج تحلیل رگرسیون در مدل نهایی نشان می‌ دهد که متغیرهای استقلال شغلی، اعتماد سازمانی، حمایت سازمانی ادارک شده، مدنیت درمحیط کار و شخصیت کنش‌گر پبش‌ بینی کننده‌ های معناداری برای رشد درمحل کار هستند. براساس نتایج پژوهش می توان بیان نمود که حمایت و اعتماد به کارکنان در کنار استقلال عمل دادن به آنان توام با روابط محترمانه و مودبانه کارکنان با یکدیگر و تقویت روحیه ایده‌ پردازی و نوآوری در آنان می‌ تواند موجب شکوفاشدن کارکنان شود.

A Strategic Look at thriving at work: Identifying antecedents in the Employees of the General Department of Taxation

Aim and introduction: A strategic look at the thiriving of the employees is important and necessary, and on the other hand, the thriving of the organization in this era depends on the capabilities of the employees. Therefore, Gallup considers a thrived manpower as a competitive advantage for the organization, because the thriving at work helps to avoid negative personal consequences such as stress, depression and physical diseases. Thriving strategies in the workplace are an important element for preserving human capital, using their latent capacities and improving individual and organizational performance. Thriving at work is a factor that not only causes the growth of positive factors in the organization such as organizational citizenship behavior, job satisfaction and organizational loyalty, but also reduces the negative aspects of behavior such as burnout and absenteeism, and in general causes The efficiency of the organization is increased. Researchers are trying to identify factors so that they can provide the basis for the thiriving of employees in organizations. The purpose of the current research is to investigate the antecedents affecting the thiriving of employees at work, the employees of the General Department of Tax Affairs of Semnan province. Perceived organizational support, job autonomy, civility in the work environment, proactive personality and organizational trust are the variables that were investigated as antecedents in this study.Methodology: The current research in terms of purpose: practical; In terms of strategy: survey; In terms of research method: quantitative, in terms of time horizon: singlesection, in terms of data collection method: questionnaire, and in terms of subject area, it is in the field of organizational behavior and human resources. The statistical population of this research includes the employees of the General Administration of Tax Affairs of Semnan Province, whose number is 320. Based on Cochran’s sampling formula, including 5% error rate, the statistical sample of the research was calculated equal to 175 employees, in order to be more careful and increase the reliability of data analysis results, 190 questionnaires were distributed and finally 180 questionnaires was collected. In order to measure the thiriving at work variable, using the 10item scale of Porath et al. (2012) with Cronbach’s alpha coefficient of 0.892, to measure the measure of perceived organizational support, using the 8item scale of Eisenberger et al. (1986) with Cronbach’s alpha 0.865, to measure the variable of job autonomy from the 10item scale designed by Jong (1995) with Cronbach’s alpha 0.929, to measure of civility at workplace from the 4item scale of Porath and Ariz (2009) with a Cronbach’s alpha coefficient of 0.858, to measure the proactivity personality scale from the 4item scale of Gian (2016) with a Cronbach’s alpha coefficient of 0.810 and to measure the variable of organizational trust from an 18item questionnaire McKnight (2002) is used. Participants were selected by simple random sampling method. Stepwise regression was used to analyze it.Findings: Based on the stepbystep regression method, the independent variables were entered into the model one by one. The order of entry of variables is also based on their correlation coefficient with the dependent variable. The results of the regression analysis in the final model show that the variables perceived organizational support (β=0.272, t=7.067, p<0.05), job autonomy (β=0.190, t=4.874, p<0.05), civility at work workplace (β=0.227, t=6.011, p<0.05) proactivity personality (β=0.137, t=3.910, p<0.05) organizational trust (β= 0.251, t=6.736, p<0.05) are significant predictors for thiriving at work.Discussion and Conclusion: Organizations are effective in providing appropriate services to people in need. A thriving organization can achieve this efficiency and effectiveness of assistance. There is a desire to flourish in potential people, and organizations can actualize it using measures. Among these measures can be the inclusion of the factors that have been discussed in this study. When they consider the organization as their supporter, they thriving and have a favorable relationship with the organization. With different laws and programs, the organization can be sure to be with them in all situations. The organization should provide a suitable environment for their activities by providing suitable action for their freedom. Reducing the restrictions and decisions in order to engage them more with the mission of the organization, and this will make the employees thriving. Civility in the workplace emphasizes on following common norms and respect in the workplace, which can provide a suitable working environment for employees to share their efforts together, and this will lead to the prosperity of employees in the organization. The proactivity personality is a personality that is constantly looking for change and transformation and is continuously looking for new ideas and tries to improve itself personally and organizationally. The proactivity personality has a strong drive to thriving. Organizational trust increases risk acceptance on the part of employees and causes higher performance on the part of employees in order to fulfill organizational goals and missions. Organizational trust is a manifestation of the acceptance of the actions and behaviors of the employees by the organization and encourages the employees to step into a dynamic environment and be able to solve the challenges of the organization.