تدوین و آزمون الگویی از اثر سبک های دلبستگی سازمانی ایمن، اضطرابی و اجتنابی بر بهزیستی روانشناختی شغلی: میانجی گری نیازهای روانشناختی بنیادین سازمانی

این پژوهش با هدف تدوین و آزمون الگویی از اثر سبک های دلبستگی سازمانی ایمن، اضطرابی و اجتنابی بر بهزیستی روان‌شناختی در محیط کار با میانجی‌گری کامروایی نیازهای روان‌شناختی بنیادین سازمانی انجام شد. طرح پژوهش حاضر از نوع کاربردی و روش آن توصیفی - همبستگی بود. نمونۀ پژوهش شامل 200 نفر از کارکنان شرکت آبفای اهواز بود که با روش نمونه‌گیری تصادفی ساده انتخاب شدند. به منظور گردآوری داده‌ها، از پرسشنامه‌های دلبستگی سازمانی (scrima et al., 2021)، کامروایی نیازهای روان‌شناختی بنیادین سازمانی (van den broeck et al., 2010)، بهزیستی روان‌شناختی در محیط کار (dagenais-desmarais savoie, 2011) استفاده شد. برای تجزیه‌وتحلیل داده‌ها از نرم‌افزارspss-24 و روش الگویابی معادلات ساختاری با استفاده از نرم‌افزار amos-24 و روش بوت‌استراپ استفاده شد. نتایج نشان داد الگوی طراحی شده از برازش مناسب برخوردار است. همچنین، یافته‌ها نشان داد مسیرهای دلبستگی سازمانی ایمن، اضطرابی و اجتنابی به کامروایی نیازهای روان‌شناختی بنیادین سازمانی بر بهزیستی شغلی معنادار بودند. همچنین، کامروایی نیازهای روان‌شناختی بنیادین سازمانی اثرات دلبستگی سازمانی ایمن، اضطرابی و اجتنابی بر بهزیستی روان‌شناختی شغلی را میانجی‌گری کرد. بنابراین، می‌توان نتیجه گرفت سبک‌های دلبستگی سازمانی ایمن، اضطرابی و اجتنابی به طور مستقیم و نیز از طریق کامروایی نیازهای روان‌شناختی بنیادین سازمانی بر بهزیستی شغلی اثرگذار بودند.

designing and testing a model of effects of secure, anxious and avoidant organizational attachment styles on job psychological well-being: mediating organizational basic psychological needs satisfaction

purpose: the psychological health of employees is one of the important issues in organizations. one of the dimensions of psychological health is job psychological well-being. job psychological well-being means paying attention to the physical, mental, and social dimensions of employees and creating a positive and happy organizational environment, satisfied and committed employees, satisfied customers, good relations between employees and employers, and low stress and anxiety in the workplace. job well-being has five areas: interpersonal fit at work, growth at work, sense of competence at work, perceived appreciation at work, and desire to participate. considering the important consequences of organizational psychological well-being, examining its antecedents is of particular importance because, with the help of these antecedents, job psychological well-being can be predicted and increased. in the present study, a model of antecedents and mediators was designed to predict job psychological well-being, which is based on the theory of organizational attachment and self-determination. accordingly, the present study seeks to determine whether different organizational attachment styles can lead to the fulfillment or non-fulfillment of employees’ fundamental organizational psychological needs and, as a result, affect employees’ job psychological well-being.design/methodology/approach: the current research was applied and its method was descriptive. the statistical population of the research was the water wastewater company in ahvaz city. in this study, the required sample size was determined as 230 people using the kreschi-cochran formula. the final sample comprised 200 participants selected through a simple random sampling method. the tools used were the scale of organizational attachment styles (scrima et al., 2021), psychological well-being in workplace scale (dagenais-desmarais savoie, 2011), and work-related basic needs (van den broeck et al., 2010). data analysis was done using the statistical method of structural equation modeling, amos -24 software, and the bootstrap method.findings: the results obtained from the research showed that the path coefficients of secure, anxious, and avoidant organizational attachment to job psychological well-being were 0.35, -0.29, and -0.27, respectively, and were significant at the p<0.001 level. also, the path coefficients of secure, anxious, and avoidant organizational attachment styles with the fulfillment of organizational basic psychological needs were 0.19, -0.18, and -0.20, respectively, and all of them were significant at the p<0.001 level. the path coefficient of the fulfillment of organizational basic psychological needs with job psychological well-being is 0.40, which is significant at the p<0.001 level. the coefficients of indirect effect of secure, anxious, and avoidant organizational attachment on job psychological well-being through the fulfillment of organizational basic psychological needs were 0.19, -0/17, and -0/15 respectively, all three of which were significant at the 0.001 level.discussion and conclusion: the results of the study showed that organizational attachment styles directly affected job psychological well-being through fundamental organizational psychological needs. the direct effect of organizational attachment styles on psychological well-being at work was such that employees who had a secure organizational attachment style had a positive attitude toward the organization and perceived all organizational behaviors and decisions with a positive intention. this factor could be considered a kind of organizational support that could increase psychological well-being at work. the fulfillment of basic psychological needs resulting from a secure organizational attachment style directly helped employees to control stressful environmental conditions, increased self-efficacy to increase adaptation, and helped employees increase psychological well-being in the workplace by attracting more social support.