تحلیل نقش میانجی هوش عاطفی در تأثیر سرمایه روانشناختی و سبک رهبری تحول‌آفرین بر درگیری شغلی

صابر قربانی

doi:10.61838/kman.jpdot.2.1.15

نویسندگان

صابر قربانی استادیار، گروه مدیریت دولتی، واحد سراب، دانشگاه آزاد اسلامی، سراب، ایران. نویسنده https://orcid.org/0000-0001-5975-6193

DOI::

https://doi.org/10.61838/kman.jpdot.2.1.15

کلمات کلیدی:

سرمایه روانشناختی, سبک رهبری تحول آفرین, درگیری شغلی, هوش عاطفی

چکیده

هدف این پژوهش بررسی اثر سرمایه روانشناختی و سبک رهبری تحول‌آفرین بر درگیری شغلی با تأکید بر نقش میانجی هوش عاطفی است. این پژوهش از نظر هدف کاربردی و از نظر ماهیت توصیفی–پیمایشی است. جامعه آماری شامل 395 نفر از کارکنان شرکت آب و فاضلاب تبریز بود که با استفاده از فرمول کوکران 195 نفر به‌عنوان نمونه انتخاب شدند. روش نمونه‌گیری تصادفی ساده و ابزار گردآوری داده‌ها پرسشنامه‌های استاندارد شامل درگیری شغلی اوترخت، سرمایه روانشناختی لوتانز، سبک رهبری تحول‌آفرین بس و اولیو و هوش عاطفی گلمن بود. پایایی ابزارها با آلفای کرونباخ و پایایی ترکیبی و روایی آن‌ها با روایی صوری، همگرا، واگرا و تحلیل عاملی تأییدی تأیید شد. تحلیل داده‌ها با مدل‌سازی معادلات ساختاری و روش حداقل مربعات جزئی انجام گرفت. یافته‌ها نشان داد سرمایه روانشناختی اثر مثبت و معناداری بر درگیری شغلی دارد (β=0.251، t=3.627). همچنین سبک رهبری تحول‌آفرین اثر مثبت و معناداری بر درگیری شغلی دارد (β=0.229، t=2.358). هوش عاطفی این روابط را میانجی‌گری می‌کند؛ آزمون سوبل نقش میانجی هوش عاطفی را میان سرمایه روانشناختی و درگیری شغلی تأیید کرد (z=3.558). همچنین هوش عاطفی نقش میانجی رابطه میان سبک رهبری تحول‌آفرین و درگیری شغلی را نیز تأیید نمود (z=3.838). نتایج بیانگر آن است که سرمایه روانشناختی و سبک رهبری تحول‌آفرین، هم به‌طور مستقیم و هم از طریق افزایش هوش عاطفی کارکنان، به ارتقای درگیری شغلی منجر می‌شوند و توسعه این عوامل می‌تواند عملکرد سازمانی را بهبود بخشد.

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