اثر حمایت ادراک‌شده از بهداشت روانی و تعهد عاطفی بر قصد ترک شغل: نقش میانجی رفتار شهروندی سازمانی

در دنیای رقابتی امروز، ترک خدمت کارکنان یکی از مشکلات عمدة سازمان‌هاست که در نتیجه بسیاری از سرمایه گذاری‌ها به راحتی از دست می رود. پژوهش حاضر با هدف بررسی تاثیر حمایت سازمانی ادراک‌شده از سلامت روان و تعهد عاطفی بر تمایل به ترک خدمت با نقش میانجی رفتار شهروندی سازمانی انجام شد. این پژوهش از نظر هدف، کاربردی و از نظر روش جمع‌آوری داده‌ها، توصیفی از نوع پیمایشی است. جامعة آماری این تحقیق را کارکنان شرکت خالص‌سازان روی تشکیل داده‌اند. با استفاده از فرمول کوکران، تعداد حجم نمونة آماری برابر با 73 نفر به‌دست آمد. در این پژوهش از روش نمونه‌گیری در دسترس استفاده شده است. همچنین برای تجزیه و تحلیل داده‌ها از نرم‌افزار spss و smartpls استفاده شد. یافته‌ها نشان داد که تعهد عاطفی بر کاهش تمایل به ترک خدمت کارکنان اثر مثبت دارد. حمایت سازمانی ادراک‌شده از بهداشت روانی نیز بر تعهد عاطفی کارکنان اثر مثبت دارد. همچنین نقش میانجی رفتار شهروندی سازمانی در رابطه بین تعهد عاطفی با تمایل به ترک خدمت کارکنان تایید گردید.

-the effect of perceived organizational support of mental health and emotional commitment on turnover intention: mediating role of organizational citizenship behavior

introductionin today’s competitive world, employees turnover is one of the major problems of organizations, result in many investments being easily lost. the present research was conducted to determine the effect of perceived organizational support of mental health and emotional commitment on turnover with the mediating role of organizational citizenship behavior. methodthis research statistical population was the khalesazan roy company employees. using cochran’s formula, the statistical sample size was equal to 73 people. in this research, a convenient sampling method was used.  spss and smartpls softwares were also used for data analysis.resultsthe direct effect of emotional commitment on turnover tendency is confirmed with a t-value of 4.040. the direct effect of percieved organizational support of mental health on emotional commitment is confirmed with t-value 9.021. the direct effect of organizational citizenship behavior on the tendency to turnover is confirmed with a t-value of 2.296. the direct effect of emotional commitment on organizational citizenship behavior is confirmed with a t-value of 5.060. discussionin today’s competitive world, maintaining capable and loyal employees has become an important issue for organizations; and the tendency of employees for quit the organization threatens this issue. various factors affect the willingness to leave the organization. in this research, the effect of perceptual organizational support of mental health, emotional commitment and organizational citizenship behavior on the tendency of turnover the organization was investigated. according to the results, hypothesis 1 was confirmed, therefore emotional commitment has a positive effect on reducing the tendency of turnover. this result is consistent with the research results of parizadeh et al., (2019), ghorbanzadeh et al (2021), shahtahmasbi mazarei (2020). hypothesis 2 was also confirmed and the percieved organizational support of mental health has a positive effect on the emotional commitment, which is consistent with the results of the researches of mehdibeigi (2017) and doai barjalilou (2019). organizational citizenship behavior has a negative effect on tendency of turnover, and hypothesis 3 was also confirmed, which means that organizational citizenship behavior affects reducing the tendency of turnover. this finding is consistent with the results of shahtahmasbi mazarei (2020) and qaidamini harouni et al (2017). hypothesis 4 was also confirmed, so emotional commitment has a positive effect on organizational citizenship behavior, which is consistent with the results of katebi jahromi et al. (2021), moini karbkandi azar (2020) and malek shaoar (2015). according to the confirmation of hypotheses 3 and 4, the mediating role of organizational citizenship behavior in the relationship of emotional commitment on tendency of turnover was also confirmed.