رابطه عوامل روانی-اجتماعی محیط کار با عملکرد شغلی در کارکنان شرکت‌های صنایع تجهیزات پزشکی: یک مطالعه همبستگی کانونی

هدف از پژوهش حاضر، بررسی رابطه عوامل روانی-اجتماعی محیط کار با عملکرد شغلی در کارکنان صنایع تجهیزات پزشکی است. این پژوهش از نوع توصیفی-همبستگی بوده و جامعه مورد مطالعه شامل کارکنان شرکت‌های صنایع تجهیزات پزشکی در شهر مشهد در سال 1403 است. از این جامعه، نمونه‌ای شامل 120 نفر از کارکنان به روش نمونه‌گیری در دسترس انتخاب شدند. ابزارهای مورد استفاده در پژوهش شامل پرسش‌نامه عملکرد شغلی هرسی و گلداسمیت (2003) و پرسش‌نامه شاخص‌های روانی-اجتماعی کپنهاگ (2019) بود. داده‌ها با استفاده از روش همبستگی کانونی و رگرسیون چندگانه در نرم‌افزار spss-27 مورد تجزیه‌ و تحلیل قرار گرفت. نتایج نشان داد که عوامل روانی-اجتماعی محیط کار تاثیر معنی‌داری بر عملکرد شغلی دارند و مدل پژوهش از برازش مطلوبی برخوردار است. براساس یافته‌ها، سرمایه اجتماعی، وضوح شغلی و روابط بین‌فردی و رهبری بیشترین تاثیر را بر عملکرد شغلی دارند. همچنین نتایج نشان داد که رابطه غیرمستقیمی بین عوامل روانی-اجتماعی محیط کار و عملکرد شغلی از طریق متغیرهای میانجی سرمایه اجتماعی و وضوح شغلی وجود دارد. با توجه به نتایج پژوهش، بهبود سرمایه اجتماعی، وضوح شغلی و کیفیت رهبری می‌تواند موجب افزایش عملکرد شغلی کارکنان شود. بنابراین برگزاری کارگاه‌هایی جهت تقویت عوامل روانی-اجتماعی محیط کار و ارتقای عملکرد شغلی کارکنان صنایع تجهیزات پزشکی توصیه می‌شود.

the relationship between psycho-social workplace factors and job performance in employees of medical equipment industry: a canonical correlation study

introductionthe workforce is the most valuable knowledge capital of an organization, and improving human performance is the most critical step in enhancing an organization’s efficiency. employees engage in work for various reasons, including fulfilling basic needs, earning income, maintaining psychological and physical activity, social interactions, competence, and self-esteem. however, negative interactions between working conditions and employees can lead to psychological and behavioral issues, such as fatigue, reduced quality of life, absenteeism, burnout, and decreased job performance. considering these challenges, the present study examines the relationship between psycho-social workplace factors and job performance in employees of the medical equipment industry. methodthis research follows a descriptive-correlational design. the study population consisted of employees from medical equipment companies in mashhad in 2024, with a sample of 120 employees selected through convenience sampling method. the participants included 76 males and 44 females, with an average age of 29.9 years. job tenure varied among participants: 14 employees had less than one year of experience, 86 had between one and five years, and 20 had more than five years. employees worked in different departments, including production (47.5%), quality control (25%), packaging (14.2%), and administration (13.3%). job performance questionnaire (hersey goldsmith, 2003), which assesses seven subscales (ability, clarity, support, incentive, evaluation, validity, and work environment). copenhagen psycho-social questionnaire (2019), measuring five dimensions: work demands, work organization and job contents, interpersonal relations and leadership, work-individual interface, and social capital. data were analyzed using canonical correlation analysis in spss-27. resultsthe findings indicated a significant relationship between psycho-social workplace factors and job performance. the canonical correlation coefficient (r² = 0.80, f = 6.08, p < 0.0001) showed that 80% of the variance in job performance was explained by psycho-social workplace factors. the highest structural coefficients were observed for clarity (0.90) and social capital (0.87), indicating their substantial impact.regression analysis identified work organization and job contents, social capital, and interpersonal relations and leadership as the most influential predictors of job performance subcomponents. among them, social capital (β=0.63) had the strongest association with job performance. discussionthe results highlight the critical role of psycho-social workplace factors in shaping employees’ job performance. the findings suggested that organizations should focus on enhancing social capital, work clarity, and leadership quality to improve performance. additionally, workshops and interventions aimed at strengthening workplace support systems are recommended to promote employee well-being and efficiency.