پایان نامه بررسی رابطه بین استعداد خستگی شغلی با اشتیاق شغلی و میل به ماندن کارکنان دستگاه های اجرایی شهر رفسنجان

فهرست:

چکیده 1

فصل اول. 2

طرح مساله. 2

مقدمه. 3

1-1- عنوان تحقیق.. 3

1-2- بیان مسأله. 3

1-3- اهمیت و ضرورت انجام تحقیق.. 6

1-4- اهداف تحقیق.. 7

1-5- قلمروتحقیق.. 8

1-5-1- قلمرو مکانی: 8

1-5-2- قلمرو زمانی.. 8

1-6-تعریف واژه‏ها ، مفاهیم ومتغیرها 8

1-6-1-تعریف نظری.. 8

1-7- نوع متغیرها 10

1-7-1-متغیر ملاک.. 10

1-7-2-متغیر پیش بین.. 10

خلاصه. 10

فصل دوم. 11

مروری برادبیات موضوع. 11

مقدمه. 12

2-1- بخش اول:استعداد خستگی شغلی.. 12

2-1-1- ریشه لغوی خستگی.. 12

2-1-2- مفاهیم و تصورات خستگی.. 14

2-1-2-1- دیدگاه روانکاوانه. 14

2-1-2 -2- دیدگاه فیزیولوژیک... 15

2-1-2-3- دیدگاه رشدی.. 17

2-1-2-4 دیدگاه صنعتی انسانی.. 18

2-1-3 خستگی شغلی.. 21

2-1-4 مفهوم استعداد خستگی شغلی.. 23

2-2-بخش دوم: اشتیاق شغلی.. 24

2-2-1- نظریه های اشتیاق شغلی.. 25

2-2-1-1- نظریه کان. 25

2-2-1-2-ابعاد اشتیاق شغلی از دیدگاه کان. 27

2-2-1-3- بعد فیزیکی: 27

2-2-1-4- بعد شناختی: 28

2-2-1-5- بعد هیجانی: 30

2-2-1-6 پیشایندهای اشتیاق شغلی کان: 30

2-2-3- مفهوم اشتیاق شغلی.. 43

2-3-  بخش سوم :میل به ماندن. 44

2-3-1- مدل فلاورز. 45

2-4-بخش چهارم. 49

2-4-1 بررسی تحقیقات انجام شده در ارتباط با استعداد خستگی شغلی در داخل کشور. 50

2-4-2- بررسی تحقیقات انجام شده در ارتباط با اشتیاق شغلی در داخل کشور. 50

2-4-3- بررسی تحقیقات انجام شده در ارتباط با میل به ماندن در داخل کشور. 51

2-4-6- بررسی تحقیقات انجام شده در ارتباط با میل به ماندن در خارج از کشور. 54

2-5- چارچوب نظری تحقیق.. 54

2-6- مدل مفهومی تحقیق.. 56

2-7-  فرضیه‏های تحقیق.. 59

خلاصه. 60

فصل سوم. 61

روش تحقیق.. 61

مقدمه: 62

3-1-روش تحقیق: 62

3-2- فرآیند تحقیق: 63

3-3-روش جمع آوری اطلاعات... 63

3-4- جامعه آماری.. 64

3-5- نمونه آماری.. 65

3-6- روایی وپایایی ابزار گرد آوری داده ها 65

3-7-تجزیه وتحلیل اطلاعات... 67

خلاصه. 67

فصل چهارم. 68

تجزیه و تحلیل دادهها 68

مقدمه. 69

4-1- توصیف شاخصهای دموگرافیک (بررسی ویژگیهای عمومی) 69

4-2- وضعیت متغیرهای تحقیق.. 73

4-4-فرضیه های تحقیق.. 96

4-5- آیا مؤلفه های استعداد خستگی شغلی(محرکهای بیرونی، محرکهای درونی، واکنش عاطفی و بیقراری)می توانند اشتیاق شغلی در دستگاههای اجرایی شهر رفسنجان را پیش بینی کنند. 120

4-6- آیا مؤلفه های اشتیاق شغلی(انرژی حرفه ای، فداکاری حرفه ای و شیفتگی حرفه ای)می توانندمیل به ماندن در دستگاههای اجرایی شهر رفسنجان را پیش بینی کنند. 122

خلاصه. 124

فصل پنجم. 125

نتیجه گیری ،بحث وپیشنهادها 125

مقدمه. 126

5-1- نتایج حاصل از تحلیل‌های آمار توصیفی.. 126

5-1-1-توصیف ویژگیهای فردی آزمودنیها(بررسی شاخصهای دموگرافیک... 126

5-2- توصیف متغیرهای تحقیق.. 127

5-2-1- توصیف متغیر استعداد خستگی شغلی.. 127

5-2-1-1-توصیف مولفه محرکهای بیرونی.. 127

5-2-1-2-توصیف مولفه محرکهای درونی.. 127

5-2-1-3-توصیف مولفه واکنش عاطفی.. 128

5-2-1-4- توصیف مولفه ادراک زمان. 128

5-2-1-5- وضعیت مولفه بیقراری.. 128

5-2-2- توصیف متغیر اشتیاق شغلی.. 128

5-2-2-1- توصیف مولفه انرژی حرفه ای.. 129

5-2-2-2- توصیف مولفه فداکاری حرفه ای.. 129

5-2-2-3- توصیف مولفه شیفتگی حرفه ای.. 129

5-2-3- توصیف متغیر میل به ماندن. 129

5-3- آمار استنباطی.. 129

5-4- بحث و نتیجه‌گیری.. 134

5-5- محدودیتهای تحقیق.. 136

5-6پیشنهادات... 136

5-6-1- پیشنهادات بر مبنای فرضیه اول و زیر مجموعه های آن. 137

5-6-2- پیشنهادات بر مبنای فرضیه دوم و زیر مجموعه های آن. 137

5-6-3- پیشنهادات بر مبنای فرضیه سوم و زیر مجموعه های آن. 137

5-7- پیشنهادات به تحقیقات آتی.. 137

خلاصه. 138

منابع.......................................................................................................................................................143

   پیوست ها...............................................................................................................................................161

منبع:

منابع فارسی

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تقوی،م و اسدی ،پ،(1389) ،بررسی رابطه استعداد خستگی شغلی با خشنودی شغلی ودلبستگی شغلی کارکنان یک سازمان صنعتی،دانشگاه آزاد اسلامی واحد اصفهان (خوراسگان)،دومین کنگره دوسالانه روانشناسی صنعتی وسازمانی ایران.

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