تاثیرکمال گرایی بر انگیزش با نقش میانجی خودکارآمدی و تاب آوری روانشناختی

سازمان‌ها امروزه با وجود رقابت بی‌وقفۀ جهانی، نوآوری‌های فناورانه، تجدید ساختار سازمانی و محیط کسب‌وکار آشفته، به کارکنان تاب‌آور نیاز دارند که بتوانند با تغییرات بی‌سابقه مواجه شوند. هدف از این پژوهش تحلیل نقش میانجی‌گری خودکارآمدی و تاب‌آوری روان‌شناختی در رابطۀ کمال‌گرایی و انگیزش کارکنان در امور آب ‌و فاضلاب شهرستان خمینی‌شهر است. پژوهش حاضر از نظر هدف، کاربردی و ازنظر روش، توصیفی است. جامعۀ مورد مطالعه در این پژوهش تمامی کارکنان و مسئولان امور آبفای شهرستان خمینی‌شهر به تعداد 110 نفر هستند. روش کار به صورت تمام‌شماری است. ابزار گردآوری اطلاعات در این پژوهش چهار پرسشنامۀ استاندارد است که روایی آن‌ها به شیوۀ صوری و سازه‌ای و پایایی آن‌ها نیز بر اساس آلفای کرونباخ تایید شده است. به منظور تجزیه‌وتحلیل داده‌ها، از روش معادلات ساختاری با نرم‌افزار 3 pls استفاده شد. نتایج نشان داد کمال‌گرایی بر انگیزش کارکنان با میانجی‌گری خودکارآمدی و تاب‌آوری روان‌شناختی تاثیر ندارد. همچنین، نتایج نشان داد کمال‌گرایی بر انگیزش کارکنان تاثیر دارد. کمال‌گرایی بر خودکارآمدی و تاب آوری کارکنان تاثیر ندارد. از طرفی، خودکارآمدی بر انگیزش کارکنان تاثیر دارد. در نهایت، تاب‌آوری روان‌شناختی بر انگیزش کارکنان تاثیر ندارد. افرادی که در بخش‌های پرچالش سیستم مشغول به کار هستند، به منظور تقویت اعتمادبه‌نفس و توان ترمیم، باید به صورت مستقیم توسط مدیریت حمایت شوند. چرخش شغلی در بخش مشترکان بین قسمت‌های پذیرش، خرید انشعاب و وصول مطالبات ممکن است فرسایش نیروی بخش وصول مطالبات را تا حدی زیاد کاهش دهد و باعث افزایش انعطاف‌پذیری کارکنان این قسمت شود.

the effect of perfectionism on motivation with the mediating role of self-efficacy and psychological resilience

purpose: adaptive perfectionism is a personality trait that fosters personal growth. perfectionist employees set high standards and strive for flawless performance, leading to better results. understanding motivations enhances productivity and job satisfaction. intrinsic motivators come from within and encourage goal achievement without external pressures. organizations benefit from having goal-oriented, proactive, and self-motivated perfectionist employees to maintain a competitive edge. the water and wastewater department of khomeini shahr requires strategies and training to guide adaptive perfectionism and motivate employees. maintaining employees’ self-efficacy is crucial, as it promotes effective job performance. self-efficacy beliefs drive individuals to achieve their work goals. resilient individuals manage challenges and crises successfully, showing high flexibility and motivation. this study explores the role of self-efficacy and psychological resilience in the relationship between perfectionism and employee motivation, focusing on the importance of motivating employees through both internal and external incentives.design/methodology/approach: the current research is applied in terms of its objective and descriptive in terms of its method. the study population in this research consists of all employees and officials of the water and wastewater department of khomeini shahr county, totaling 110 individuals. the method of work is census-based. the data collection tool in this research includes a questionnaire.findings: the results of structural equation modeling and the sobel test in the first and second hypotheses indicated that perfectionism does not have an effect on employee motivation in the water and wastewater department of khomeini shahr county through the mediation of self-efficacy, with a z-value of 1.296, which is less than 1.96. perfectionism does not affect employee motivation in the water and wastewater department of khomeini shahr county through the mediation of psychological resilience, with a z-value of 1.049, which is less than 1.96. additionally, the results of the path analysis of the structural model, with impact coefficients and significance values, indicated that perfectionism affects employee motivation in the water and wastewater department of khomeini shahr, with an impact coefficient of 0.247 and a significance value of 2.599. perfectionism does not affect the self-efficacy of employees in the water and wastewater department of khomeini shahr county, with an impact coefficient of 0.185 and a significance value of 1.337. perfectionism does not affect the psychological resilience of employees in the water and wastewater department of khomeini shahr county, with an impact coefficient of 0.168 and a significance value of 1.472. self-efficacy has an effect on employee motivation in the water and wastewater department of khomeini shahr county, with an impact coefficient of 0.492 and a significance value of 5.739. finally, psychological resilience does not affect motivation, with an impact coefficient of 0.161 and a significance value of 1.797.discussion and conclusion: the purpose of this study was to analyze the mediating role of self-efficacy and psychological resilience in the relationship between perfectionism and employee motivation in water and wastewater affairs in khomeinishahr city. a sense of duty and perfectionism cause employees of water and wastewater affairs to strive with high job motivation to achieve the goals of the organization. perfectionist employees seek to do things accurately and completely; therefore, these employees can be a reliable and solid point of reference, motivating their colleagues to improve their performance and increase their accuracy and efficiency. on the other hand, perfectionist concerns consistently have positive relationships with undesirable or maladaptive traits, processes, and outcomes (such as neuroticism, avoidance strategy, and negative affect). in organizational settings, while maladaptive perfectionism is mainly associated with burnout, it seems that employees with maladaptive perfectionism may set unrealistic goals due to external expectations and standards and force themselves to perform very competitively, which ultimately will not affect self-efficacy. employees with high self-efficacy also have more intrinsic motivation to perform their tasks. those employees who believe in their ability and skills to successfully perform tasks are motivated by achieving the desired result, and their self-confidence can be a stimulus for motivating other colleagues as well. this result may be because some of the employees in the region, especially in the administrative and financial sectors, are efficient and skilled, and this provides the basis for purposefulness and increased motivation in their job performance and that of other colleagues. human resource management can use these capabilities to improve organizational efficiency and motivation by identifying and utilizing positive personality traits of employees such as adaptive perfectionism and self-efficacy.