چکیده:
In this research, skill is considered as an individual source affecting work attachment based on the job demands-resources model of Bakker and Demerouti (2008)[j1]. This research was conducted using a descriptive and survey method of cross-sectional type. The statistical sample of the research consists of 395 people from four governmental organizations in Mashhad who were selected by random sampling. For data analysis, descriptive statistics methods were used to examine demographic data, and inferential statistics methods including Pearson correlation coefficient, independent samples t-test, one-way ANOVA, and multivariate regression analysis were performed using SPSS software to test hypotheses and answer questions[j2]. The results of Pearson correlation coefficient showed that there is a significant correlation between work attachment and the dimensions of skill. Furthermore, to determine how much of the variance in [j3] work attachment scores is explained by the dimensions of skill, multiple regression was performed. The results showed that 49.4% of the variance in the work attachment variable was explained by the organizational membership skill variable alone, while individual work skill and team membership skill were not able to predict work attachment.
خلاصه ماشینی:
Associate Professor, Faculty of Management and Economics, University of Sistan and Baluchestan, Zahedan, Iran (Received: 2014/11/19; Accepted: 2015/01/23) Abstract Despite the significant importance of work engagement in employee performance and organizational outcomes, a limited number of domestic studies have been conducted on the factors influencing its creation and strengthening.
Based on the above, the main objective of the present research is to determine whether skill as an individual resource is able to predict and explain the effects of work engagement of employees (Demerouti & Bakker, 2008, p.
Mean, standard deviation, and Pearson correlation of variables 8 7 6 5 4 3 2 1 1 Work Engagement - 2 Skill - 0/47 3 Vigor & Power - 0/43 0/90 4 Dedication & Absorption ٠/٩٠ ٠/٤٢ ٠/٧١ - 5 Absorption & Dedication ٠/٩٣ ٠/٤٤ ٠/٧٧ ٠/٧٦ - 6 Individual Work Skill - 0/17 0/19 0/21 0/73 0/20 7 Team Membership Skill ٠/٢٦ ٠/٧٨ ٠/٢٥ ٠/٢٦ ٠/٢٢ ٠/٥٨ - 8 Organizational Membership Skill ٠/٥٣ ٠/٨١ ٠/٤٦ ٠/٤٤ ٠/٥٣ ٠/٣٠ ٠/٣٨ - Mean 3/66 4/16 4/1 4/28 4/05 4/17 3/97 4/17 Standard Deviation 0/84 0/54 0/52 1/32 1/12 1/13 0/5 1/09 The result of the main hypothesis test showed that at a 99% confidence level, there is a positive and significant correlation between work engagement and skill (n=374 and r=0.
Result of the second sub-hypothesis: There is a positive and significant relationship between team membership skill and dimensions of work engagement among employees.
Result of the third sub-hypothesis: There is a positive and significant relationship between organizational membership skill and dimensions of work engagement among employees.
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