نوع مقاله : مقاله پژوهشی

نویسنده

استادیار گروه علوم تربیتی، دانشکدۀ علوم انسانی، دانشگاه کاشان، کاشان، ایران.

10.22059/jwdp.2024.364782.1008379

چکیده

عدم پیشرفت شغلی زنان در سازمان‌ها می‌تواند منجر به پیامدهای منفی متعددی مانند انسداد سازمانی، سکوت سازمانی و نظایر آن شود. این عدم پیشرفت شغلی زنان در سازمان‌ها، به پدیدۀ صخرۀ شیشه‌ای معروف است. هدف پژوهش حاضر، بررسی تأثیر پدیدۀ صخرۀ شیشه‌ای بر شکل‌گیری انسداد سازمانی و سکوت سازمانی با نقش تعدیل‌کنندگی حمایت سازمانی ادراک‌شده بود. نوع تحقیق، توصیفی همبستگی و جامعۀ آماری شامل کارکنان زن دانشگاه تهران به تعداد 412 نفر بود که 204 نفر به‌عنوان نمونه انتخاب شدند. برای گردآوری داده‌ها، از چهار پرسشنامۀ صخرۀ شیشه‌ای، سکوت سازمانی، انسداد سازمانی و حمایت سازمانی استفاده شد. روایی پرسشنامه‌ها به‌صورت صوری، سازه، همگرا و واگرا بررسی شد. از طریق ضریب آلفای کرونباخ، پایایی پرسشنامۀ صخرۀ شیشه‌ای 89/0، سکوت سازمانی 85/0، انسداد سازمانی 72/0 و حمایت سازمانی ادراک‌شده 77/0 برآورد شد. نتایج نشان داد میانگین صخرۀ شیشه‌ای، انسداد سازمانی و سکوت سازمانی، بالاتر از حد متوسط و میانگین حمایت سازمانی، پایین‌تر از حد متوسط بود. طبق نتایج، صخرۀ شیشه‌ای روی انسداد سازمانی و سکوت سازمانی، تأثیر مثبت و معنادار دارد. همچنین حمایت سازمانی ادراک‌شده روی سکوت سازمانی و انسداد سازمانی، تأثیر منفی و معنادار دارد. به‌علاوه نقش تعدیل‌کنندگی حمایت سازمانی ادراک‌شده در تأثیر صخرۀ شیشه‌ای روی انسداد سازمانی و سکوت سازمانی تأیید شد.

کلیدواژه‌ها

موضوعات

عنوان مقاله [English]

The Effect of the Glass Cliff Phenomenon on the Formation of Organizational Obstruction and Organizational Silence with the Moderating Role of Perceived Organizational Support (Case Study: Female Employees of Tehran University)

نویسنده [English]

  • Razieh Aghababaei

Assistant Professor, Department of Education, Faculty of Humanity Sciences, University of Kashan, Kashan, Iran.

چکیده [English]

The lack of career advancement of women in organizations can lead to several negative consequences such as organizational obstruction, organizational silence, and so on. This lack of career advancement of women in organizations is known as the glass cliff phenomenon. The purpose of this research was to investigate the effect of the glass cliff phenomenon on the formation of organizational obstruction and organizational silence with the moderating role of perceived organizational support. The type of research was descriptive, correlational, and the statistical population consisted of 412 female employees in University of Tehran that 204 one were selected as a sample. In order to collect data, four questionnaires of glass cliff, organizational silence, organizational obstruction and perceived organizational support were used. The validity of questionnaires was checked in form face, construction, convergent and divergent. Through Cronbach's alpha coefficient, the reliability of the glass cliff questionnaire was estimated 0.89, organizational silence 0.85, organizational obstruction 0.72, and perceived organizational support 0.77. The results showed that the mean of glass cliff, organizational obstruction and organizational silence was higher than average and the mean of perceived organizational support was lower than average. According to the results, the glass cliff has a positive and significant effect on organizational obstruction and organizational silence. Also, perceived organizational support has a negative & significant effect on organizational silence and organizational obstruction. In addition, the moderating role of perceived organizational support in the effect of the glass cliff on organizational obstruction and organizational silence was confirmed.

کلیدواژه‌ها [English]

  • Female Employees of Tehran
  • University
  • Glass Cliff
  • Organizational Obstruction
  • Organizational Silence
  • Perceived Organizational. Support
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