Abstract:
هدف پژوهش حاضر بررسی رابطه روانرنجوری و سرسختی با بهزیستی کارکنان با نقش میانجیگر تابآوری و ذهنآگاهی و نقش تعدیلگر ساعات کاری و نوع نوبتکاری بود. جامعه آماری پژوهش متشکل از تمامی کارکنان نوبتکار یک شرکت صنعتی در شهر اهواز بود. نمونه پژوهش شامل 206 مرد، با میانگین سنی 38 سال، با تجربه نوبتکاری حداقل 2 سال و میانگین ساعات کاری هفتگی 54 ساعت بود. جهت جمعآوری دادهها پرسشنامه بهزیستی کارکنان ژنگ و همکاران، تابآوری کانر و دیویدسون، ذهن آگاهی براون و رایان، روانرنجوری مککرا و کوستا و سرسختی بارتون و همکاران به کار گرفته شد. جهت تحلیل دادههای پژوهش از روش الگویابی معادلات ساختاری، آزمون بوتاستراپ و رگرسیون سلسله مراتبی در نرمافزار آماری AMOS و SPSS ویرایش 24 استفاده شد. نتایج الگویابی معادلات ساختاری نشان داد که تابآوری رابطه بین متغیرهای سرسختی و بهزیستی کارکنان را میانجیگری میکند. با این وجود، نوع نوبتکاری و ساعات کار هفتگی در رابطه بین سرسختی و بهزیستی اثرات تعدیلکنندگی نشان نداد. بنابراین میتوان نتیجه گرفت انعطافپذیری روانشناختی حاصل از تابآوری میتواند مکانیسمی باشد که منجر به بهزیستی کارکنان میشود.
The well-being of employees in the field of shiftwork can be examined in a variety of ways. The purpose of this study was to investigate the intermediary mechanisms that lead to the welfare of shift workers in a production-industrial environment. The sample consisted of 206 men with an average age of 38 years, with an experience of shiftwork at least 2 years and an average weekly working time of 54 hours. For collecting data, the Zheng et al. Staff welfare questionnaire (2015), Conner and Davidson's resilience (2003), Braun and Ryan's (2003) mindfulness (MAAS) and the DRS-15 hardiness (Barton et al., 2007). The results of path analysis indicated that mindfulness and resiliency mediate the relationship between hardiness and neuroticism variables with employees' well-being indices. However, the type of shift and weekly working hours did not show any moderating effects in the relationship between hardiness and well-being. Therefore, it can be concluded that the psychological flexibility obtained from mindfulness and resiliency can be a possible mechanism that leads to the well-being of employees. However, more research is needed on variables in the field of shiftwork. Suggestions for future research are also being finalized. The well-being of employees in the field of shiftwork can be examined in a variety of ways. The purpose of this study was to investigate the intermediary mechanisms that lead to the welfare of shift workers in a production-industrial environment. The sample consisted of 206 men with an average age of 38 years, with an experience of shiftwork at least 2 years and an average weekly working time of 54 hours. For collecting data, the Zheng et al. Staff welfare questionnaire (2015), Conner and Davidson's resilience (2003), Braun and Ryan's (2003) mindfulness (MAAS) and the DRS-15 hardiness (Barton et al., 2007). The results of path analysis indicated that mindfulness and resiliency mediate the relationship between hardiness and neuroticism variables with employees' well-being indices. However, the type of shift and weekly working hours did not show any moderating effects in the relationship between hardiness and well-being. Therefore, it can be concluded that the psychological flexibility obtained from mindfulness and resiliency can be a possible mechanism that leads to the well-being of employees. However, more research is needed on variables in the field of shiftwork. Suggestions for future research are also being finalized. Key words: Employees' well-being, mindfulness, resiliency, shiftwork, intermediate mechanisms