رابطه رهبری اخلاقی و استرس شغلی با نقش میانجی ابهام شغلی درکارکنان کارخانه پویش تهویه تهران

هدف پژوهشگر از انجام این پژوهش، بررسی رابطۀ رهبری اخلاقی و استرس شغلی با نقش میانجی ابهام شغلی در کارکنان کارخانۀ پویش تهویۀ تهران است. این پژوهش از لحاظ هدف کاربردی است و در زمرۀ پژوهش‏های توصیفی همبستگی قرار می‏گیرد. جامعۀ آماری این پژوهش شامل 450 نفر از کارگران و کارمندان کارخانۀ پویش تهویه واقع در شهر تهران بود. روش تحقیق به‏ کارگرفته‏ شده در این پژوهش، توصیفی همبستگی بوده است. حجم نمونۀ این پژوهش شامل 114 نفر بر اساس فرمول تابچنیک و فیدل (2007) است. اطلاعات مورد نیاز به دو روش مطالعات کتابخانه‏ای (به منظور تدوین فرضیات) و روش میدانی (به منظور آزمون فرضیات) گردآوری شد. در این پژوهش، از پرسش‏نامۀ رهبری اخلاقی، استرس شغلی و ابهام شغلی استفاده شد. در این مطالعه، به منظور تعیین روایی از روش محتوایی و برای تعیین پایایی از روش آلفای کرونباخ استفاده شد. آلفای کرونباخ برای رهبری اخلاقی 0/755، برای استرس شغلی 0/782 و برای ابهام شغلی 0/899 گزارش شد. برای تحلیل داده‏ ها نیز از روش ضریب همبستگی و رگرسیون با کمک نرم افزار spss استفاده شد. طبق نتایج، بین رهبری اخلاقی و استرس شغلی رابطه وجود دارد. بین رهبری اخلاقی با ابهام شغلی رابطه وجود دارد. بین استرس شغلی با ابهام شغلی رابطه وجود دارد. از آنجا که تمامی روابط به اثبات رسیدند، می ‏توان نتیجه گرفت رهبری اخلاقی و استرس شغلی با نقش میانجی ابهام شغلی در کارکنان کارخانۀ پویش تهویۀ تهران با هم ارتباط دارند؛ از این رو، فرضیۀ اصلی پژوهش به اثبات می ‏رسد.

the relationship between ethical leadership and job stress with the mediating role of job ambiguity among the employees of the tahvieh pooyesh tehran company

purpose: ethical leadership is related to important consequences such as motivation, satisfaction, performance, social behavior, occupational anxiety, and destructive behaviors. also, ethical leadership and leadership considerations are the strongest factors affecting job anxiety. when employees believe that their managers create an atmosphere of psychological support, mutual trust, help and friendship, and clarity of roles and tasks (a considerate leader), they experience less job ambiguity and, as a result, less job anxiety. ethical leaders can also reduce job ambiguity by creating clear job expectations, which in turn has a great effect on reducing job anxiety. ethical leaders model appropriate ethical behavior and provide guidance for how followers should respond to ethical dilemmas. when leaders are honest and trustworthy, job ambiguity among subordinates is reduced. therefore, the purpose of this research is to survey the relationship between moral leadership and job stress with the mediating role of job ambiguity in the employees of tehran’s air conditioning factory.design/methodology/approach: this research is of an applied type and is included in descriptive correlational research. the statistical population of this study consisted of 450 workers and employees of the ventilation factory located in tehran. the research method used in this research was correlational descriptive. the sample size of this research includes 114 according to the formula of tabachnick and fidel. the required information was collected by two methods: library studies (to develop hypotheses) and field method (to test hypotheses). in this research, ethical leadership, job stress, and job ambiguity questionnaires were used. in this study, the content method was used to determine validity and cronbach’s alpha method was used to determine reliability, which was reported as 0.755 for ethical leadership, 0.782 for job stress, and 0.899 for job ambiguity. for data analysis, correlation coefficient and regression methods were used with the help of spss software.findings: according to the results, there is a relationship between ethical leadership and job stress. there is a relationship between ethical leadership and job ambiguity. there is a relationship between job stress and job ambiguity. since all the relationships were proven, it can be concluded that moral leadership and job stress are related to the mediating role of job ambiguity in the employees of tehran poveish ventilation factory; therefore, the main hypothesis of the research is proven.discussion and conclusion:   when employees believe that their managers create an atmosphere full of psychological support, mutual trust, help, and friendship (a considerate leader), they experience less role anxiety and, as a result, less job anxiety. ethical leaders, relying on truth and moral character, awareness, moral orientation to society and people, motivating, encouraging, empowering, and morally responsible management along with observing moral values, should be able to reduce the level of job ambiguity among employees in different fields. finally, it was concluded that job ambiguity causes job anxiety, and it psychologically leads to poor performance of employees.