چکیده:
ﻫﺪف ﭘﮋوﻫﺶ ﺣﺎﺿﺮ ﺑﺮرﺳﻲ راﺑﻄﻪ ﺳﺮﻣﺎﻳﻪ روانﺷﻨﺎﺧﺘﻲ در ﻣﺤﻴﻂ ﻛﺎر(optimism, vitality, organizational confidence and positive affection) with ﻛﺎرﻛﻨﺎن )ﺧﻮشﺑﻴﻨﻲ، ﺳﺮزﻧﺪﮔﻲ، اﻋﺘﻤﺎد ﺳﺎزﻣﺎﻧﻲ و ﻋﺎﻃﻔﻪ ﻣﺜﺒﺖ( ﺑﺎ ﺷﻮر و ﺷﻮقtheir work flow and engagement in the personnel organization of Esfahan ﻛﺎری آﻧﺎن در ﻛﺎرﻣﻨﺪان ﺳﺎزﻣﺎن آﻣﻮزش و ﭘﺮورش اﺳﺘﺎن اﺻﻔﻬﺎن در ﺑﻬﺎر ﺳﺎلEducationOrganization in the spring of 2012. The method of the presentstudy according to Borg and Gall (2004) was ex post facto causative 1931 ﺑﻮد. روش ﭘﮋوﻫﺶ ﺣﺎﺿﺮ از ﻧﻈﺮ ﺑﻮرگ و ﮔﺎل )3831( ﻃﺮح ﻋﻠﻲ ﭘﺲ ازdesign which was a relational field study. The nature of the above study وﻗﻮع ﻛﻪ ﻧﻮﻋﻲ ﺗﺤﻘﻴﻖ ﻣﻴﺪاﻧﻲ و از ﻧﻮع راﺑﻄﻪای اﺳﺖ، ﺑﻮد. اﻳﻦ ﺗﺤﻘﻴﻖ از ﻧﻈﺮwas applicative and survey in case of method. The statistical population ﻣﺎﻫﻴﺖ، ﻛﺎرﺑﺮدی و از ﻧﻈﺮ روش، ﭘﻴﻤﺎﻳﺸﻲ اﺳﺖ. ﺟﺎﻣﻌﻪ آﻣﺎری ﺷﺎﻣﻞ ﻛﻠﻴﻪwas all the personnel of Esfahan Education Organization in 2012 and thesamples included 150 personnel that were selected according to simple 150 ﻛﺎرﻣﻨﺪان ﺳﺎزﻣﺎن آﻣﻮزش و ﭘﺮورش اﺻﻔﻬﺎن در ﺳﺎل 1931 و ﻧﻤﻮﻧﻪ ﺷﺎﻣﻞrandom sampling. In order to collect the data six questionnaires of .ﻧﻔﺮ از ﻛﺎرﻣﻨﺪان ﻛﻪ ﺑﻪ روش ﻧﻤﻮﻧﻪﮔﻴﺮی ﺗﺼﺎدﻓﻲ ﺳﺎده اﻧﺘﺨﺎب ﮔﺮدﻳﺪﻧﺪ، اﺳﺖoptimism, vitality, positive affection, organizational confidence, work ،ﺑﺮای ﺟﻤﻊآوری دادهﻫﺎ از 6 ﭘﺮﺳﺶﻧﺎﻣﻪ ﺧﻮشﺑﻴﻨﻲ، ﺳﺮزﻧﺪﮔﻲ، ﻋﺎﻃﻔﻪ ﻣﺜﺒﺖflow and work engagement have been applied. SPSS19 was used for اﻋﺘﻤﺎد ﺳﺎزﻣﺎﻧﻲ، ﺷﻮر ﻛﺎری و ﺷﻮق ﻛﺎری اﺳﺘﻔﺎده ﺷﺪ. ﺑﺮای ﺗﺠﺰﻳﻪ و ﺗﺤﻠﻴﻞanalyzing the data.The results indicated that there is a positive significantrelationship between optimism, vitality, organizational confidence and ، اﺳﺘﻔﺎده ﮔﺮدﻳﺪ. ﻧﺘﺎﻳﺞ ﻧﺸﺎن داد ﺑﻴﻦ ﺧﻮشﺑﻴﻨﻲ، ﺳﺮزﻧﺪﮔﻲspss19 دادهﻫﺎ ازgeneral positive affection (p≤0.01) with work flow and engagement on the ( ﺑﺎ ﺷﻮر و ﺷﻮق ﻛﺎری وP≤0/01) اﻋﺘﻤﺎد ﺳﺎزﻣﺎﻧﻲ و ﻋﺎﻃﻔﻪ ﻣﺜﺒﺖ ﺑﻄﻮر ﻛﻠﻲone hand, and future positive affection and work engagement (p0.05) on .( ﺑﺎ ﺷﻮق ﻛﺎری راﺑﻄﻪ ﻣﺜﺒﺖ ﻣﻌﻨﺎداری وﺟﻮد داردP0/05) ﻋﺎﻃﻔﻪ ﻣﺜﺒﺖ آﻳﻨﺪهthe other. The results of univariate analysis (ANOVA) showed that thereis a significant relationship between the variables of vitality, ( ﻧﺸﺎن داد ﺑﻴﻦ ﻣﺘﻐﻴﺮﻫﺎی ﺳﺮزﻧﺪﮔﻲ، اﻋﺘﻤﺎدANOVA) ﻧﺘﺎﻳﺞ ﺗﺤﻠﻴﻞ وارﻳﺎﻧﺲorganizational confidence, optimism and general positive affection with ﺳﺎزﻣﺎﻧﻲ، ﺧﻮشﺑﻴﻨﻲ و ﻋﺎﻃﻔﻪ ﻣﺜﺒﺖ ﺑﻄﻮر ﻛﻠﻲ ﺑﺎ ﺷﻮر و ﺷﻮق ﻛﺎری راﺑﻄﻪwork flow and engagement that the degree whereof were 0.26 for work ﻣﻌﻨﺎداری وﺟﻮد دارد ﻛﻪ ﻣﻴﺰان آن ﺑﺮای ﺷﻮر ﻛﺎری 62/0 و ﺑﺮای ﺷﻮق ﻛﺎریflow as well as 0.40 for work engagement. Moreover, the results of -( ﻧﺸﺎن داد ﺧﻮشEnter) 04/0 اﺳﺖ. ﻫﻢﭼﻨﻴﻦ ﻧﺘﺎﻳﺞ رﮔﺮﺳﻴﻮن ﺑﺎ روش ورودregression through Enter method proved that optimism and vitality canpredict work flow and optimism, organizational confidence and vitality ﺑﻴﻨﻲ و ﺳﺮزﻧﺪﮔﻲ ﺗﻮان ﭘﻴﺶﺑﻴﻨﻲ ﺷﻮر ﻛﺎری و ﺧﻮشﺑﻴﻨﻲ، اﻋﺘﻤﺎد ﺳﺎزﻣﺎﻧﻲ وcan predict work engagement (p 0.01). The fact worthwhile to be taken ( را دارد. ﻧﻜﺘﻪ ﺟﺎﻟﺐ ﺗﻮﺟﻪ آنP0/01) ﺳﺮزﻧﺪﮔﻲ ﺗﻮان ﭘﻴﺶﺑﻴﻨﻲ ﺷﻮق ﻛﺎریinto account is that the correlation between the sum of positive اﺳﺖ ﻛﻪ ﻫﻤﺒﺴﺘﮕﻲ ﻣﻴﺎن ﻣﺠﻤﻮع ﻋﻮاﻣﻞ روانﺷﻨﺎﺧﺘﻲ ﻣﺜﺒﺖ ﺑﺎ ﺷﻮر و ﺷﻮقpsychological factors with work flow and engagement, positive affectionand organizational confidence is stronger than the correlation between ﻛﺎری ﻗﻮیﺗﺮ از ﻫﻤﺒﺴﺘﮕﻲ ﻣﻴﺎن ﺗﻚ ﺗﻚ اﺟﺰای ﺗﺸﻜﻴﻞدﻫﻨﺪه آن اﺳﺖ و اﻳﻦeach of its composing elements, i.e. the psychological capitals in work ﺑﺪان ﻣﻌﻨﺎﺳﺖ ﻛﻪ ﻋﻮاﻣﻞ ﺳﺮﻣﺎﻳﻪ روانﺷﻨﺎﺧﺘﻲ در ﻣﺤﻴﻂ ﻛﺎر دارای اﺛﺮی ﻫﻢsetting factors have increasing effect on each other. The variables of اﻓﺰاﻳﻨﺪه اﺳﺖ. در ﻣﺠﻤﻮع ﻳﺎﻓﺘﻪﻫﺎ ﻧﺸﺎن داد ﻣﺘﻐﻴﺮﻫﺎی ﺳﺮﻣﺎﻳﻪ روانﺷﻨﺎﺧﺘﻲ درpsychological capital in work setting such as optimism, positive affection -ﻣﺤﻴﻂ ﻛﺎر ﻫﻢﭼﻮن ﺧﻮشﺑﻴﻨﻲ، ﻋﺎﻃﻔﻪ ﻣﺜﺒﺖ و ﺳﺮزﻧﺪﮔﻲ از آن ﺟﻬﺖ ﻛﻪ ﻣﻲand vitality from the viewpoint that they can predict motivational andworking behaviors of the personnel, is the important factor in increasing ﺗﻮاﻧﻨﺪ رﻓﺘﺎرﻫﺎی اﻧﮕﻴﺰﺷﻲ و ﻛﺎری ﻛﺎرﻛﻨﺎن را ﭘﻴﺶﺑﻴﻨﻲ ﻧﻤﺎﻳﻨﺪ، ﻋﺎﻣﻞ ﻣﻬﻤﻲ درworking function and the degree of the personnel flow and engagement. -ﺑﺎﻻ ﺑﺮدن ﻋﻤﻠﻜﺮد ﻛﺎری و ﻣﻴﺰان ﺷﻮر و ﺷﻮق ﻛﺎرﻛﻨﺎن اﺳﺖ. ﻫﻢﭼﻨﻴﻦ از آنFurther, since all the organizational relations are created according to ﺟﺎﻳﻲ ﻛﻪ در واﻗﻊ ﺗﻤﺎم رواﺑﻂ ﺳﺎزﻣﺎﻧﻲ ﺑﺮ ﻣﺒﻨﺎی اﻋﺘﻤﺎد اﻳﺠﺎد ﻣﻲﺷﻮد. اﻓﺰاﻳﺶconfidence, increasing the confidence at organizational level causes theincrease the improvement of the affairs and the comfort of the personnel. -اﻋﺘﻤﺎد در ﺳﻄﺢ ﺳﺎزﻣﺎنﻫﺎ ﺑﺎﻋﺚ اﻓﺰاﻳﺶ ﺑﻬﺒﻮد ﻛﺎرﻫﺎ و آﺳﺎﻳﺶ ﻛﺎرﻛﻨﺎن ﻣﻲMoreover, regarding the attribute of affective transmission, noticing to -ﮔﺮدد. ﻫﻢﭼﻨﻴﻦ ﺑﺎ ﺗﻮﺟﻪ ﺑﻪ ﺧﺎﺻﻴﺖ ﺳﺮاﻳﺖ ﻋﺎﻃﻔﻲ ﺗﻮﺟﻪ ﺑﻪ ﺳﺮﻣﺎﻳﻪ روانpsychological capital in l work setting causes the increase in work flow .ﺷﻨﺎﺧﺘﻲ در ﻣﺤﻴﻂ ﻛﺎر ﺑﺎﻋﺚ اﻓﺰاﻳﺶ ﺷﻮر و ﺷﻮق ﻛﺎری در آنﻫﺎ ﺧﻮاﻫﺪ ﺷﺪ
خلاصه ماشینی:
"Quarterly Journal of Career Organi- ﻓﺼﻠﻨﺎﻣﻪ ﻣﺸﺎوره ﺷﻐﻠﻲ و ﺳﺎزﻣﺎﻧﻲ zational Counseling 9-30 ،1391 ،دوره ﭼﻬﺎرم / ﺷﻤﺎره 21 / ﭘﺎﻳﻴﺰ Vol, 4/ No, 12/ Fall 2012, 9-30 راﺑﻄﻪ ﺳﺮﻣﺎﻳﻪ روانﺷﻨﺎﺧﺘﻲ در ﻣﺤﻴﻂ ﻛﺎر ﻛﺎرﻛﻨﺎن ﺑﺎ ﺷﻮر و ﺷﻮق ﻛﺎری آﻧﺎن در ﺳﺎزﻣﺎن The Relationship between Psychological Capital in Personnel Work Setting With Their Work Flow and Engagement in the Organization 1391/7/2 :ﺗﺎرﻳﺦ درﻳﺎﻓﺖ ﻣﻘﺎﻟﻪ: 61/2/1931، ﺗﺎرﻳﺦ درﻳﺎﻓﺖ ﻧﺴﺨﻪ ﻧﻬﺎﻳﻲ: 11/4/1931، ﺗﺎرﻳﺦ ﭘﺬﻳﺮش ﻣﻘﺎﻟﻪ ﻓﺎﻃﻤﻪ رﺣﻴﻤﻲ1، ﺣﻤﻴﺪرﺿﺎ ﻋﺮﻳﻀﻲ2، اﺑﻮاﻟﻘﺎﺳﻢ ﻧﻮری3 و ﻛﻮروش F.
ﻧﺘﺎﻳﺞ ﺗﺤﻠﻴﻞ وارﻳﺎﻧﺲ رﮔﺮﺳﻴﻮن ) (ANOVAﺑﺮای ﭘﻴﺶﺑﻴﻨﻲ ﺷﻮر و ﺷﻮق ﻛﺎری ﻣﺠﺬور ﺳﻄﺢ ﻣﻴﺎﻧﮕﻴﻦ درﺟﻪ ﻣﺠﻤﻮع ﻣﻨﺒﻊ ﺿﺮﻳﺐ ﻣﻘﺪار ﺿﺮﻳﺐ ﻣﻌﻨﺎداری ﻣﺠﺬورات آزادی ﻣﺠﺬورات ﻫﻤﺒﺴﺘﮕﻲ ﺗﻐﻴﺮات F ﻫﻤﺒﺴﺘﮕﻲ رﮔﺮﺳﻴﻮن 4 629/75601 ﺷﻮر 284/4662 ﺑﺎﻗﻲ 100/0 659/21 62/0 15/0 541 662/02892 ﻛﺎری 756/502 ﻣﺎﻧﺪه 941 391/87404 ﻛﻞ رﮔﺮﺳﻴﻮن 4 600/43213 ﺷﻮق 105/8087 ﺑﺎﻗﻲ 100/0 107/42 04/0 36/0 541 608/63854 ﻛﺎری 611/613 ﻣﺎﻧﺪه 941 218/07077 ﻛﻞ ﻓﺼﻠﻨﺎﻣﻪ ﻣﺸﺎوره ﺷﻐﻠﻲ و ﺳﺎزﻣﺎﻧﻲ/دوره ﭼﻬﺎرم/ﺷﻤﺎره 21/ﭘﺎﻳﻴﺰ 1931 22 راﺑﻄﻪ ﺳﺮﻣﺎﻳﻪ روانﺷﻨﺎﺧﺘﻲ در ﻣﺤﻴﻂ ﻛﺎر ﻛﺎرﻛﻨﺎن ﺑﺎ ﺷﻮر و ﺷﻮق ﻛﺎری آﻧﺎن در ﺳﺎزﻣﺎن ﺟﺪول 6 ﻧﺘﺎﻳﺞ ﺗﺤﻠﻴﻞ وارﻳﺎﻧﺲ ) (ANOVAرا ﻧﺸﺎن ﻣﻲدﻫﺪ ﻛﻪ ﺑﻴﻦ ﻣﺘﻐﻴﺮﻫﺎی ﺳﺮزﻧﺪﮔﻲ، اﻋﺘﻤﺎد ﺳﺎزﻣﺎﻧﻲ، ﺧﻮش ﺑﻴﻨﻲ و ﻋﺎﻃﻔﻪ ﻣﺜﺒﺖ ﺑﻄﻮر ﻛﻠﻲ ﺑﺎ ﺷﻮر و ﺷﻮق ﻛﺎری راﺑﻄﻪ ﻣﻌﻨﺎداری وﺟﻮد دارد ﻛﻪ ﻣﻴﺰان آن ﺑﺮای ﺷﻮر ﻛﺎری 62/0 و ﺑﺮای ﺷﻮق ﻛﺎری 04/0 اﺳﺖ."