مطالعه پیامدهای اجتماعی-روان‌شناختی وضعیت همه‌گیری کرونا در سازمان‌های دولتی: نقش تعدیل‌کننده‌ حمایت مسئولانه‌ سازمان (مورد مطالعه: کارکنان مجتمع گاز پارس جنوبی)

شیوع بیماری کرونا در جهان، سازمان‌ها را با چالش‌های جدی مواجه کرده است. با این حال تاکنون پژوهش‌های اندکی به‌منظور شناخت پیامدهای کرونا بر کارکنان سازمان‌ها در جهان و کشورمان انجام شده است. از این‌رو مطالعۀ حاضر ضمن بررسی متغیرهای مرتبط با وضعیت همه‌گیری، به ارزیابی نقش حمایت سازمانی در کاهش احتمالی این اثرات می‌پردازد. بررسی این موضوع از این جهت مهم است که نشان می‌دهد آیا در شرایط بحرانی، سازمان‌ها با عمل به مسئولیت اجتماعی خود می‌توانند از تبعات بحران در امان بمانند یا خیر. برای انجام این مطالعه، 500 نفر از کارکنان مجتمع گاز پارس جنوبی به شیوۀ نمونه‌گیری تصادفی طبقه‌ای، متناسب با حجم پیمایش شدند. یافته‌های این مطالعه در درجۀ نخست بیانگر آن است که کارکنان عموماً عملکرد حمایتی سازمان را متوسط و خطرات ابتلا به کرونا را در سطح بالایی ارزیابی کرده‌اند. همچنین نتایج این مطالعه رابطۀ مستقیم معنادار متغیرهای ادراک دشواری وضعیت همه‌گیری و تصور ریسک ابتلا و رابطۀ معکوس معنادار سلامت عمومی با اختلال کاری کارکنان را تایید کرد. علاوه بر این، یافته‌ها مبین نقش تعدیل‌گر حمایت‌های سازمانی در کاهش اثرات ادراک دشواری از وضعیت همه‌گیری است؛ چنان‎که در سطوح بالای حمایت سازمانی، از اثرات ذهنی وضعیت همه‌گیری بر اختلال کاری کارکنان کاسته می‌شود و بالعکس. درنهایت ضمن بحث درخصوص نتایج، پیشنهادهایی برای تحقیقات بعدی و ‌همچنین توصیه‌هایی عملی به‌منظور بهبود وضعیت کارکنان در زمان بروز بحران‌هایی مشابه با بحران همه‌گیری ارائه می‌شود.

Study of Social-Psychological Consequences of Covid-19 for Employees: The Moderating Role of Responsible Organizational Support (The Case of Employees at the South Pars Gas Complex)

Introduction: Covid19 contagion has posed serious challenges to all nations. Nowadays, many countries are affected by the second and even the third wave of the pandemic, causing enormous human losses. The contagion has exerted considerable pressure on all economic, social, political and cultural spheres of social life, so that it can be considered as a turning point of the twentyfirst century. In addition to all the problems that could be called the effects of the contagion, the organizations are struggling with the consequences of Covid19; many of them have already found themselves in an unpleasant situation that has even brought them to the brink of bankruptcy. This situation has presented the organizations with the constant challenge of fulfilling their social responsibilities in times of crisis and uncertainty. Therefore, this article aims, firstly, to investigate the psychological and social consequences of contagion for employees. Second, by examining variables related to the onset of the disease, this study seeks to answer the question of whether organizational support mitigates the negative impact of Covid19 contagion.Method: To this end, we conducted a survey among employees of South Pars Gas Complex in southern Iran based on stratified random sampling, resulting in 500 completed questionnaires.Findings: Our analysis indicated that employees generally rated organizational support as moderate, while they perceived the risk associated with contagion conditions as high. Results also confirmed that subjective severity and risk perception were significantly associated with work interruption, while the general health variable had a negative significant relationship with our dependent variable. The data also confirmed the moderating role of organizational support in reducing the impact of subjective severity on work interruption.Conclusion: In general, workers suffer from insomnia, anxiety, and depression during the Covid19 crisis, which could be considered alarming due to their short and longterm consequences. On the other hand, workers’ subjective perception of contagion is high. This is especially understandable considering the particular working conditions such as long working hours and rotating work schedules in our studied company, which are not uncommon in other companies nowadays. Moreover, we conclude that the lower the organizational support, the greater the influence of subjective severity on work interruption, and vice versa. This means that employees are more committed to their organizations when they perceive their organizations as responsible. Therefore, we can view the Covid19 pandemic as an opportunity for organizations to promote employee engagement by providing adequate support.