رابطه هنرآفرینی شغلی با استرس و عملکرد شغل سازمانی کارکنان مطالعه موردی: کارکنان مس سرچشمه و شرکت فولاد زرند

زمینه و هدف: پژوهش حاضر با هدف رابطه هنرآفرینی شغلی با استرس و عملکرد شغلی مبتنی بر میانجی‌گری تحلیل رفتگی شغلی به‌منظور ارائه مدلی مطلوب صورت گرفته است.روش شناسی: روش پژوهش بر اساس هدف کاربردی و از نظر گردآوری داده‌ها کیفی است. جامعه آماری پژوهش 12 نفر از مدیران و معاونان ارشد شرکت‌های مس سرچشمه و شرکت فولاد زرند استان کرمان و همچنین جامعه خبرگان بودند. جهت رسیدن به مدل پژوهش، داده‌های خاص از مرور ادبیات و مصاحبه‌های نیمه ساختاریافته مورد کدگذاری و تجزیه‌وتحلیل قرار گرفتند. در مرحله اول 117 مفهوم از ادبیات و مصاحبه با خبرگان استخراج گردید.یافته ها: یافته‌ها در قالب 16 مفهوم اولیه ادغام و دسته‌بندی شدند. مفاهیم جهت انسجام و تحلیل بهتر در قالب 19 مفهوم انتزاعی‌تر در 4 بعد اصلی شامل؛ هنرآفرینی شغلی (با مولفه‌های؛ افزایش منابع ساختاری شغل، افزایش منابع اجتماعی شغل، چالش کردن در تقاضاهای شغل، کاهش به تاخیر انداختن تقاضاهای شغل)، استرس نقش (با مولفه‌های؛ ابهام نقش، تعارض نقش، گرانباری نقش، ناکافی بودن منابع)، تحلیل رفتگی شغلی (با مولفه‌های؛ خستگی عاطفی، مسخ شخصیت، خستگی جسمی، کاهش کارایی فردی) و عملکرد شغلی (با مولفه‌های؛ توانایی، وضوح، کمک، مشوق، ارزیابی، اعتبار و نتایج مشتری) با نرم‌افزار مکس کیودا دسته‌بندی و در فرایند دلفی به اتفاق‌نظر میان خبرگان رسید.نتایج: نتایج نشان داد که در دور اول دلفی، میزان ضریب کندال 0.862 محاسبه‌شده است و ابعاد معنی‌دار بوده است و ضریب کای‌دو برابر با 683 و به میزان قابل‌قبول نزدیک است. در مرحله دوم، نیز ضریب کندال نیز مقدار 0.807 و ضریب کای‌دو 670 محاسبه شد که حاکی از توافق بالای خبرگان درباره مولفه‌ها می‌باشد.

the relationship of occupational creativity with stress and organizational job performance of employees: the case study of employees of sarcheshme copper and zarand steel company

a b s t r a c tbackground and aim: the current research was conducted with the aim of the relationship between occupational creativity and job stress and job performance based on the mediation of job burnout in order to provide a suitable model.methodology: the research method is based on practical purpose and qualitative data collection. the statistical population of the research was 12 managers and senior vice-presidents of sarchashme copper company and zarand steel company of kerman province, as well as the community of experts. in order to reach the research model, specific data from the literature review and semi-structured interviews were coded and analyzed. in the first stage, 117 concepts were extracted from literature and interviews with experts.results: the findings were integrated and categorized in the form of 16 basic concepts. concepts for coherence and better analysis in the form of19more abstract concepts in 4 main dimensions including; job creativity (with components: increasing job structural resources,increasing job social resources, challenging job demands, reducing delaying job demands), role stress (with components; role ambiguity, role conflict, role burdensomeness), inadequacy of resources),job burnout (with components: emotional exhaustion, depersonalization, physical fatigue, reduction of individual efficiency) and job performance (with components: ability, clarity, help, encouragement, evaluation, credibility and customer results) were categorized with max quda software and consensus was reached among experts in the delphi process.conclusion: conclusion: the results showed that in the first round of delphi, the kendall coefficient was calculated as 0.862 and the dimensions were significant, and the chi-square coefficient was equal to 683 and is close to the acceptable level. in the second step, kendall’s coefficient was calculated as 0.807 and chi-square coefficient was 670, which indicates a high agreement between the experts about the componentsextended abstractintroductionhuman capital is significantly important; because it is the main source of innovation and strategy renewal in order to create and maintain a competitive advantage. the efficiency and productivity of any organization depends on the behavior and job performance of the human resources of that organization, and the employees working in the organizations are among the indicators for measuring the superiority of the organizations compared to each other. the discussion of job creation as one of the ways to increase creativity and innovation in organizations and improve work processes is very important and can help to improve the level of performance and sustainable growth of organizations. and it can be counted as one of the important factors in increasing creativity and innovation in organizations. job creation for employees of industrial companies - such as mes sarcheshme and zarand steel - directly and indirectly contributes to the benefit of organizations and employees. by providing a space for the development and cultivation of creativity and innovation in the organization, employees feel more belonging and participation in their work and can present their best ideas and solutions to improve work processes and increase productivity. at the same time, by implementing job creation projects and paying attention to the innovative ideas of employees, organizations can improve their work processes and thus gain more market share and compete with other companies. it also has an effect on improving the performance of employees and reducing their stress. otherwise, stress (role conflict, role ambiguity) has serious consequences for employees and organizations, more research on organizational role stress seems important to prevent unnecessary costs for society.; because in companies and organizations, role conflict may lead to frustration, burnout, behavioral problems and organizational inefficiency. role ambiguity can also cause negative attitudes and reduce performance and effectiveness.   methodologythis research is of applied type with research method, qualitative and exploratory method. thematic analysis has been used in order to extract the model of occupational creativity, role stress, performance and job burnout. data was collected through semi-structured interviews (interview 12) with experts and academic experts in the fields of public administration, as well as managers of sarcheshme copper companies and zarand steel company in kerman province, who had sufficient knowledge of the subject under study. the number of sample people is based on theoretical data saturation. qualitative data analysis was done using open and axial coding process and maxqda software. next, the delphi technique was used. results and discussion117 primary codes were counted from the interviews and the primary codes were grouped and merged into 79 secondary codes. the basis of this classification is to gain an insight to find the common items of indicators around a specific axis. after determining the subcategories, they were classified into more general and main categories. in the delphi stage, 19 sub-dimensions and 4 main components: job creation (increasing job structural resources, increasing job social resources, challenging job demands, reducing delaying job demands), job burnout (emotional exhaustion, depersonalization, fatigue) physicality, reduced individual efficiency), role stress (role ambiguity, role conflict, role burdensomeness, insufficient resources), performance (competence, clarity, assistance, motivation, evaluation, credibility, customer outcomes) were categorized. in the first round of delphi, the kendall coefficient was calculated to be 0.862 and the dimensions were significant (p<0.05), which is close to the acceptable level. in the second step, kendall’s coefficient was also calculated as 0.807, which indicates the high agreement of the experts about the components.  conclusionthe results and findings of the current research have been debatable in some ways. the model presented in a comparative manner has examined the relationships between occupational creativity and role stress with job performance with the mediating role of job burnout based on the requirements and characteristics of sarcheshme copper and zarand steel companies in kerman province, which has not been conducted in this field so far. also, compared to other models, the obtained model shows more comprehensiveness in terms of the dimensions of the obtained components and indicators, which, while the current research model has most of the components  and their indicators, a number of new components and indicators have been identified and calculated. which is a strong point for the present research. fundingthere is no funding support. authors’ contributionall of the authors approved the content of the manuscript and agreed on all aspects of the work. conflict of interestauthors declared no conflict of interest. acknowledgmentswe are grateful to all the scientific consultants of this paper.