پیشبینی نگرش نسبت به تغییر بر اساس تحمل ابهام و انسجام روانشناختی کارکنان
کلمات کلیدی:
نگرش نسبت به تغییر, تحمل ابهام, انسجام روانشناختی, کارکنان, تغییر سازمانیچکیده
این پژوهش با هدف بررسی نقش تحمل ابهام و انسجام روانشناختی در پیشبینی نگرش نسبت به تغییر در کارکنان انجام شد. این مطالعه به روش توصیفی-همبستگی انجام شد. نمونهای متشکل از 223 نفر از کارکنان یک سازمان، بر اساس جدول مورگان و کرجسی، به شیوه تصادفی ساده انتخاب شد. برای جمعآوری دادهها از مقیاس نگرش به تغییر (Donham & Schuler, 1994)، مقیاس تحمل ابهام (McLain, 1993) و مقیاس انسجام روانشناختی (Antonovsky, 1987) استفاده شد. تحلیل دادهها با استفاده از آزمون همبستگی پیرسون و رگرسیون خطی چندگانه در نرمافزار SPSS-27 انجام گرفت. نتایج نشان داد که بین تحمل ابهام و نگرش نسبت به تغییر رابطه مثبت و معناداری وجود دارد (r = 0.42, p < 0.01). همچنین، انسجام روانشناختی نیز رابطه مثبت و معناداری با نگرش نسبت به تغییر داشت (r = 0.38, p < 0.01). تحلیل رگرسیون خطی نشان داد که این دو متغیر در مجموع 47 درصد از واریانس نگرش نسبت به تغییر را تبیین میکنند (R² = 0.47, p < 0.001) و تحمل ابهام پیشبینیکننده قویتری نسبت به انسجام روانشناختی بود. این یافتهها نشان میدهد که تحمل ابهام و انسجام روانشناختی نقش مهمی در پذیرش تغییرات سازمانی دارند. سازمانها میتوانند از طریق برنامههای آموزشی و حمایتهای روانشناختی، تحمل ابهام و انسجام روانشناختی کارکنان را افزایش داده و نگرش مثبتتری نسبت به تغییر ایجاد کنند.
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