ارائه مدل ساختاری از عملکرد شغلی بر اساس مهارتهای ارتباطی با میانجی گری درگیری شغلی در معلمان مدارس ابتدایی

مطالعه حاضر با هدف آزمون مدل علّی عملکرد شغلی بر اساس مهارتهای ارتباطی با میانجی گری درگیری شغلی در معلمان انجام شد. بر این اساس روش تحقیق توصیفی بوده که به روش پیمایشی اجرا شد. جامعه آماری معلمان مدارس ابتدایی شهر لاهیجان در سال تحصیلی 1401-1400 به تعداد 295 نفر بودند. تعداد 167 نفر بر اساس فرمول کوکران و به روش تصادفی ساده به عنوان نمونه آماری انتخاب شدند. ابزار گردآوری داده‌ها پرسشنامه‌های استاندارد درگیری شغلی لاداهل وکنجر (1965)، عملکرد شغلی پاترسون (1963) و مهارتهای ارتباطی کوئین دام (2004) بودند. روایی پرسشنامه‌ها براساس روایی محتوایی با استفاده از نظر صاحب نظران، صوری بر مبنای دیدگاه تعدادی از جامعه آماری و سازه با روش تحلیل عاملی مورد بررسی قرار گرفته و تایید شد. پایایی پرسشنامه‌ها با روش آلفای کرونباخ به ترتیب برای عملکرد شغلی 0/88، مهارت‌های ارتباطی 0/80 و درگیری شغلی 0/78 برآورد شد. تجزیه و تحلیل داده‌ها در دو سطح آمار توصیفی و آمار استنباطی مشتمل بر الگوسازی معادلات ساختاری انجام گرفت. نتایج نشان داد میان مهارتهای ارتباطی با درگیری شغلی با ضریب تاثیر 0/67، میان مهارتهای ارتباطی با عملکرد شغلی با ضریب تاثیر 0/79، میان درگیری شغلی با عملکرد شغلی با ضریب تاثیر 0/76 رابطه وجود دارد. از طرفی مهارتهای ارتباطی به‌طور غیر مستقیم با ضریب تاثیر 0/50 با عملکرد شغلی رابطه داشته است. به عبارتی درگیری شغلی در رابطه میان مهارتهای ارتباطی با عملکرد شغلی نقش میانجی داشته است.

presenting a structural model of job performance based on communication skills with the mediation of job conflict in primary school teachers

abstract the present study was conducted with the aim of testing the causal model of job performance based on communication skills with the mediation of job conflict in teachers. based on this, the research method was descriptive, carried out by a survey method. the statistical population was 295 people of elementary school teachers in lahijan city in the academic year of 2021-2022 among whom 167 people was selected by simple random method as a statistical sample based on cochran’s formula. data collection tools were ladahl and kenger’s (1965) standard job engagement questionnaires, patterson’s job performance (1963), and queen dame’s communication skills (2004). the validity of the questionnaires were examined and confirmed based on content validity using the experts’ opinion, superficial validity based on some of the statistical population view, and structural validity by factor analysis method. the reliability of the questionnaires was estimated by cronbach’s alpha method as 0.88 for job performance, 0.80 for communication skills, and 0.78 for job involvement. data analysis were carried out at two levels, descriptive statistics and inferential statistics, including modeling of structural equations. the results showed that there is a relationship between communication skills and job involvement with an impact factor of 0.67, between communication skills and job performance with an impact factor of 0.79, and between job involvement and job performance with an impact factor of 0.76. on the other hand, communication skills have a direct relationship with job performance with an impact factor of 0.50. in other words, job engagement has a mediating role in the relationship between communication skills and job performance.extended abstractintroductionjob performance is an important organizational behavior that plays an effective role in the success of the organization. this is the reason why successful organizations make great efforts to find effective factors on performance and behavior by which increase the performance of their employees (both quantitatively and qualitatively) (karimi shahdousti, 2017). psychologists believe that motivations and needs have an effect on people’s performance and ultimately on economic growth and development. job performance is a composite structure based on which successful employees can be identified from unsuccessful ones through a set of specific criteria (ahadi etal, 2015). in other words, the performance can be considered as the calculation or measurement of the results, also the job performance is a reflection of the employee’s knowledge, skills, behavior and moral values (mohammadi et al, 2018). communication skills are those skills by which people can engage in interpersonal interactions and the communication process; a process during which people share their information, thoughts and feelings with each other through verbal and non-verbal exchange (haddad ebrahimi, 2020). effective communication skills play an important role in students’ academic success (bahadorikhosroshahi habibi kaleybar, 2017) and improve teaching and learning, and increase students’ motivation towards learning and education (kilic, 2013). another fundamental factor in improving teachers’ job performance is the degree of their job involvement. job involvement is an important variable attitude in maximizing organizational effectiveness. job involvement mainly includes job satisfaction, power, dedication and attachment.this study is trying to answer this question if there is a relationship between communication skills and job performance with regard to the mediation of the teachers’ job involvement in primary schools in lahijan city or not.theoretical frameworkperformance, that is, the result of the activities of the human force in terms of the implementation of assigned tasks after a certain time, which can have the aspect of productivity and efficiency, and also, it is the sum of the job-related behaviors that people show themselves (ghaderabadi etal, 2017).according to hellriegel slocum (1996), communication skill is the ability to send and receive information, thoughts, feelings and attitudes (amiruddin et al, 2021). communication skills refer to managers’ ability to effectively transfer ideas and information to others and also to effectively receive ideas and information (tari et al, 2020).job involvement refers to positive psychological conditions in a person that prompts him to be actively involved in his role and organization. harter et al (2003) have defined employee job involvement as a combination of emotional and cognitive variables in the work environment including satisfaction, happiness, prosperity and positivity (tabatabai adnan et al, 2021).al-halaby al-fares, (2022) investigated the relationship between communication skills and the job performance of employees of iraqi government organizations. the results of the research showed that there is a significant relationship between the communication skills of employees and their job performance.james tari, (2022) conducted a research entitled the role of communication skills in improving the job performance of rivers state university employees. the results of their research showed that there is a significant relationship between communication skills and the job performance of employees.methodologythe current research is applicable in terms of purpose and descriptive in terms of data analysis of correlation type (structural equation modeling). the statistical population of this research was made up of all the teachers of primary schools in lahijan city, numbering 295 people (173 women and 122 men). 167 people were selected as a statistical sample by simple random sampling. in order to collect the data related to the communication skills variable, the questionnaire by queendam (2004) was used, and the job involvement variable was based on the ladahl and kenger (1965) model, and the patterson (1963) questionnaire was used for the job performance variable.discussion and resultsin order to investigate the research hypothesis and data analysis, spss and lisrel software were used, and the results related to the first hypothesis showed that the strength of the relationship between communication skills and job engagement was calculated as equal to (0.67), which shows that the correlation is favorable. the significance statistic of the test was also obtained (7.65), which is more than the critical value of t at the 5% error level, i.e. (1.96), and it shows that the observed correlation is significant. therefore, it can be said that communication skills have a positive and significant relationship with job involvement. the results related to the second hypothesis showed that the strength of the relationship between job involvement and job performance was calculated equal to (0.76), which shows that the correlation is favorable. the significance statistic of the test was also obtained (8.74), which is mo