عادل عطية, . (2022). دراسة ميدانية لأثر الدعم التنظيمي المدرک على الالتزام التنظيمي العاطفي: الدور الوسيط لغموض الدور في ظل توافر الدعم المدرک للمشرف وتوافق المشرف مع الآخرين في شرکات النسيج والملابس الجاهزة المصرية. test, 42(1), 3-28. doi: 10.21608/aja.2020.47407
غادة عادل عطية. "دراسة ميدانية لأثر الدعم التنظيمي المدرک على الالتزام التنظيمي العاطفي: الدور الوسيط لغموض الدور في ظل توافر الدعم المدرک للمشرف وتوافق المشرف مع الآخرين في شرکات النسيج والملابس الجاهزة المصرية". test, 42, 1, 2022, 3-28. doi: 10.21608/aja.2020.47407
عادل عطية, . (2022). 'دراسة ميدانية لأثر الدعم التنظيمي المدرک على الالتزام التنظيمي العاطفي: الدور الوسيط لغموض الدور في ظل توافر الدعم المدرک للمشرف وتوافق المشرف مع الآخرين في شرکات النسيج والملابس الجاهزة المصرية', test, 42(1), pp. 3-28. doi: 10.21608/aja.2020.47407
عادل عطية, . دراسة ميدانية لأثر الدعم التنظيمي المدرک على الالتزام التنظيمي العاطفي: الدور الوسيط لغموض الدور في ظل توافر الدعم المدرک للمشرف وتوافق المشرف مع الآخرين في شرکات النسيج والملابس الجاهزة المصرية. test, 2022; 42(1): 3-28. doi: 10.21608/aja.2020.47407

دراسة ميدانية لأثر الدعم التنظيمي المدرک على الالتزام التنظيمي العاطفي: الدور الوسيط لغموض الدور في ظل توافر الدعم المدرک للمشرف وتوافق المشرف مع الآخرين في شرکات النسيج والملابس الجاهزة المصرية

المجلة العربية للإدارة
Article 1, Volume 42, Issue 1, March 2022, Pages 3-28    PDF (465.37 K)
Document Type: بحوث باللغة العربیة
DOI: 10.21608/aja.2020.47407
Author
غادة عادل عطية
مدرس بقسم إدارة الأعمال، کلية التجارة، جامعة الاسکندرية، جمهورية مصر العربية
Abstract
يشير الدعم التنظيمي المدرک إلى مدرکات العاملين بشأن المدى الذي تقوم فيه المنظمة بتقدير مساهماتهم، کما تهتم بمصالحهم ورفاهيتهم، ومکافأة جهودهم المتزايدة في العمل. وعلى الرغم من قيام الباحثين باختبار المتغيرات المؤثرة على الدعم التنظيمي المدرک، والنتائج السلوکية المترتبة عليه، إلا أنه لا تزال هناک حاجة للتعرف على العمليات والمواقف التي يمکن أن يؤثر فيها الدعم التنظيمي على سلوک العاملين. واعتمادًا على نظريتي التبادل الاجتماعي والدعم التنظيمي، قامت الدراسة الحالية باختبار العلاقة بين الدعم التنظيمي المدرک وبين الالتزام العاطفي من خلال غموض الدور (کوسيط)، کما قامت أيضًا بالتعرف على الظروف التي يمکن أن يکون فيها الدعم التنظيمي المدرک أکثر تأثيرا على سلوک العاملين، في ظل توافر الدعم المدرک للمشرف، ومدى توافق هذا المشرف مع الآخرين (کمتغيرات وسيطة تفاعلية). وباستخدام أسلوب الانحدار الوسيط، والانحدار الوسيط التفاعلي على عينة مکونة من 446 من العاملين بشرکات النسيج والملابس الجاهزة بمدينة الاسکندرية، أشارت النتائج إلى قبول فروض الدراسة. وتوصلت إلى أن غموض الدور (کأحد أنواع ضغوط العمل المعوقة) يمثل وسيطا جزئيا في العلاقة بين الدعم التنظيمي المدرک، وبين الالتزام العاطفي، حيث يؤثر الدعم التنظيمي المدرک على الالتزام العاطفي تأثيرًا إيجابيًا من خلال تقليل شعور العاملين بغموض الدور، بالإضافة إلى أن العلاقة العکسية بين الدعم التنظيمي المدرک وبين غموض الدور قد أصبحت أقوى في ظل توافر التفاعل بين الدعم التنظيمي المدرک وبين الدعم المدرک للمشرف، ومدى توافق هذا المشرف مع الآخرين.
Perceived Organizational Support (POS) exists when employees develop global beliefs concerning the extent to which the organization values their contributions, cares about their well-being and reward their increased work effort. Although there is a growing research concerning antecedents and consequences of Perceived Organizational Support, still there is a need to identify the mechanisms and conditions through which Perceived Organizational Support may affect the subordinates’ behaviors. Relying on Social Exchange and Organizational Support theories, the present study aims to investigate the relationship between Perceived Organizational Support and Affective Organizational Commitment through Role Ambighuity (as a mediator). It also seeks to identify the conditions in which Perceived Organizational Support would be more influential on the followers’ behaviors, through studying Perceived Supervisor Support, and Agreeableness (as Moderators). Using the Mediated and Moderator Regression Analyses, on a sample of 446 employees, working in the Textile and Garments Sector in Alexandria, the results confirmed the hypothesees, and showed that Role Ambighuity (as a type of Hindrance Stressors) partially mediated the relationship between Perceived Organizational Support and Affective Commitment, in which Perceived Organizational Support positively affects Affective Commitment through reducing employees’ perceptions of Role Ambiguity. In addition, the inverse relationship between Perceived Organizational Support and Role Ambiguity became stronger in condition of the interaction between Perceived Organizational Support and Perceived Supervisor Support, and Agreeableness.
Keywords
الدعم التنظيمي المدرک; غموض الدور; الالتزام التنظيمي العاطفي; الدعم المدرک للمشرف; توافق المشرف مع الآخرين Perceived Organizational support; Role Ambiguity; Affective Organizational Commitment; Percived Supervisor Support; Agreeableness
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