واکاوی مکانیسم تاثیرگذاری نظارت توهین‌آمیز، رفتار کاری غیرمولد و انگیزش درونی بر رابطۀ میان مهارت سیاسی و عملکرد شغلی

پژوهش حاضر با هدف بررسی تاثیر مهارت سیاسی کارکنان بر عملکرد شغلی از طریق تبیین نقش واسطه‌ای نظارت توهین‌آمیز، رفتار کاری غیرمولد و انگیزش درونی انجام شد. مطالعۀ حاضر از نظر هدف، کاربردی و از نظر روش، توصیفی– پیمایشی است. جامعۀ آماری، کارکنان قراردادی بخش دولتی استان یزد بودند. با روش نمونه‌گیری تصادفی، 264 نفر انتخاب شدند. برای گرد آوری داده ها از پرسش‏نامه‌های استاندارد استفاده شد. از رویکرد مدل یابی معادلات ساختاری و نرم افزار amos برای آزمون فرضیه ها و روابط در مدل مفهومی بهره گرفته‌ شد. نتایج، حاکی از آن است که مهارت سیاسی بر نظارت توهین آمیز تاثیر معنادار و منفی دارد؛ این در حالی است که با عملکرد شغلی رابطۀ معنادار ندارد. نظارت توهین آمیز بر عملکرد شغلی تاثیر معنادار ندارد؛ ولی بر رفتارهای کاری غیرمولد تاثیر مثبت و بر انگیزش درونی تاثیر منفی و معنادار دارد. رفتارهای کاری غیرمولد بر عملکرد شغلی تاثیر معنادار و منفی داشته و این در حالی است که انگیزش درونی بر عملکرد شغلی تاثیر مثبت و معنادار دارد. رفتارهای کاری غیرمولد و انگیزش درونی در رابطۀ بین نظارت توهین آمیز و عملکرد شغلی نقش میانجی را ایفا می‏‌کنند. علاوه بر این، نظارت توهین‌‏آمیز بر رفتار کاری غیرمولد تاثیر می‌‏گذارد و سپس، رابطۀ بین مهارت سیاسی و عملکرد شغلی را میانجی‏گری می‏‌کند. همچنین، نظارت توهین‌‏آمیز بر انگیزش درونی تاثیر می‌‏گذارد و سپس، رابطۀ بین مهارت سیاسی و عملکرد شغلی را میانجی‏گری می‏‌کند.

investigating the influencing mechanism of abusive supervision, counterproductive work behavior, and intrinsic motivation on the relationship between political skill and job performance

purpose: the achievements of employees in an organization depend on their level of motivation to work and their behavioral and performance tendencies, and this issue can be largely related to employees’ perception of the behavior of their supervisors. the present study aimed to investigate the impact of employee political skill on job performance through the mediating role of abusive supervision, counterproductive work behavior, and intrinsic motivation.design/methodology/approach: the current research is applied in terms of purpose and descriptive in terms of nature and method. the statistical population of this research includes the contract staff of the public sector of yazd province. considering the rule of thumb of having 5 times the number of observations as the number of items in the questionnaire (51 items or questions), the sample size was determined to be 255. however, 264 questionnaires were completed and randomly selected. data was collected using standardized questionnaires. from the questionnaires made by the researcher, farh and cheng’s job performance (1997) consisting of 4 questions, ferris et al.’s (2005) political skill consisting of 18 questions, tepper’s abusive supervision (2000) consisting of 15 questions, spector and fox ’s counterproductive work behavior (2005) consisting of 17 questions, and finally, jaramillo et al.’s intrinsic motivation (2007) consisting of 3 questions, were used as a data collection tool. the basis of the measuring scale was the five-choice likert spectrum questions. to confirm the validity, three types of validity were checked. content validity was obtained by survey professors, convergent was checked by calculating the average output variance (ave) which should be more than 0.05, and divergent was checked by comparing the root of ave with the correlation between the measured variables. to confirm the reliability, cronbach’s alpha coefficient was checked, which was higher than (0.07).findings: the structural equation modeling (sem) approach was employed using amos software to test the hypotheses and the relationships specified in the conceptual model. the results indicate that political skills have a significant and negative effect on abusive supervision, while it has no significant relationship with job performance. abusive supervision has no significant effect on job performance but has a positive effect on counterproductive work behaviors and a negative and significant effect on intrinsic motivation. counterproductive work behaviors have a significant and negative effect on job performance, while intrinsic motivation has a positive and significant effect on job performance. regarding mediator hypotheses, the results indicate that counterproductive work behaviors and intrinsic motivation play a mediating role in the relationship between abusive supervision and job performance. in addition, abusive supervision, counterproductive work behaviors, and abusive and intrinsic motivation play a mediating role in the relationship between employees’ political skills and job performance.discussion and conclusion: senior managers should create positive perceptions and attitudes among employees and be aware of their needs and demands. in this study, the negative and significant impact of abusive supervision on job performance improvement was not confirmed. this may be due to the temporary nature of the employment. contractual employees tolerate any inappropriate behavior due to job insecurity. if senior managers notice misconduct by their supervisors towards the employees, they should take various approaches to rectify their behavior. moreover, if employees have a wrong perception of their supervisors’ behavior, steps should be taken to eradicate misunderstandings to make the issue transparent to the employees. performance evaluation should be carried out in a targeted manner, free from any discrimination, and official and contractual employees should not be treated differently. appreciation, in verbal and non-verbal forms, and establishing a reward system in the performance evaluation system will instill a sense in employees that the organization values their efforts and contributions. in the event of any negative and nonproductive behavior, management should, before any hasty judgment and decision-making for employee punishment, delve into the reasons for such behaviors and take care to address them.