الگوی رابطه اشتياق کاري و فرسودگي شغلي با افسردگی و شادکامی: نقش میانجی سرریزشدگی مثبت و منفی کار- خانواده و استرس
محورهای موضوعی : روانشناسی صنعتی-سازمانی
1 - گروه روانشناسی، دانشکده علوم تربیتی و روانشناسی، دانشگاه اصفهان، اصفهان، ایران.
کلید واژه: اشتیاق کاری, فرسودگی شغلی, سرريزشدن مثبت و منفي کار- خانواده, استرس ادراکشده, شادکامي,
چکیده مقاله :
این مطالعه با هدف تعیین نقش استرس و سرریزشدگی کار-خانواده ناشی از اشتیاق کاری و فرسودگی شغلی بر افسردگی و شادکامی مردان شاغل انجام شد. تحقيق حاضر توصيفي همبستگي از نوع معادلات ساختاري است. جامعه آماري مردان شاغل شهر اصفهان است كه با نمونهگيري دردسترس، 181 نفر نمونه انتخاب شدند. شرکتکنندگان به مقياسهای اشتیاق شغلي اوترخت، فرسودگی شغلی، سرريزشدگي مثبت و منفي کار-خانواده، استرس ادراکشده، شادکامی آکسفورد و افسردگي بک پاسخ دادند. یافتههای پژوهش نشان داد اشتیاق کاری علاوه بر اثر مستقیم مثبت و معنادار بر شادکامی (05/0P< ،4/0β=)، اثر غیرمستقیم معناداری نیز از طریق سرریزشدگی مثبت کار-خانواده اعمال میکند (05/0P< ،05/0β=). فرسودگی شغلی نیز از دو مسیر غیرمستقیم؛ یکی ازطریق میانجیگری سرریزشدگی منفی کار- خانواده (05/0P< ، 08/0β=-) و مسیر دوم ازطریق یک مسیر میانجیگری متوالی سرریزشدگی منفی کار-خانواده و سپس استرس ادراکشده (05/0P< ، 03/0β=-) با کاهش شادکامی در نمونه مرتبط است. همچنین، فرسودگی شغلی با افسردگی علاوه بر ارتباط مستقیم (05/0P< ، 19/0β=-) از طریق مسیر غیرمستقیم متوالی سرریزشدگی منفی کار- خانواده به استرس ادراکشده (05/0P< ، 04/0β=) نیز ارتباط دارد. الگوی نهايي پژوهش با دادهها از نظر شاخصهاي مطلق، تطبيقي و مقتصد برازش داشت. به نظر میرسد اشتیاق کاری با ایجاد هیجانات مثبت و سرریزشدگی به خانه، نقش حفاظتی داشته و شادکامی را افزایش میدهد. در مقابل، فرسودگی شغلی با تولید هیجانات منفی و سرریزشدگی آن و نیز افزایش استرس، هم شادکامی را کاهش میدهد و هم نشانههای افسردگی را تشدید میکند.
چکیده انگلیسی:
This study aimed to determine the role of stress and work-family spillover steming from work engagement and burnout in predicting depression and happiness among employed men. This descriptive-correlational study utilized Structural Equation Modeling. The statistical population comprised employed men in Isfahan, from whom 181 individuals were selected through convenience sampling. Participants completed the Short Form Utrecht Work Engagement Scale, the Maslach Burnout Inventory, the Work-Family Positive and Negative Spillover Scale, the Perceived Stress Scale, the Oxford Happiness Questionnaire, and the Beck Depression Inventory-II. The findings showed that work engagement exerted a direct positive and significant effect on happiness (β=0.40, P<0.05), and an additional significant indirect effect on happiness was observed through positive work-family spillover (β =0.05, P<0.05). Furthermore, burnout led to a reduction in happiness among employed men via two distinct indirect pathways: first, through the mediation of negative work-family spillover (β=-0.08, P<0.05), and second, through a serial mediating pathway including negative work-family spillover followed by perceived stress (β=0.03, P<0.05). Moreover, burnout demonstrated a direct association with depression (β=-0.19, P<0.05) and contributed to an increase in depression via the serial indirect pathway from negative work-family spillover to perceived stress (β=-0.04, P<0.05). The final model exhibited good fit with the data across absolute, incremental, and parsimony indices. Work engagement protects well-being via positive emotions and home spillover. Job burnout, however, diminishes well-being and worsens depressive symptoms through negative emotions, spillover, and increased stress.
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