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רוצה להגשים? לשנות? להתעצם? תתקשר 054-6337762 מלווה תהליכי שינוי, העצמה והגשמה אישית ועסקית

מכיר/ה את זה שיש לכל אחד חלום שהוא/היא רוצה להגשים ? מכיר/ה את הפעמים בהם ויתרת על החלום כי זה לא הזמן, כי אני לא מספיק טוב/ה, כי אין לי זמן, כי זה לא העיתוי המתאים? כי אני פוחד/ת להיכשל? כי אני פוחד/ת להצליח? כי אחרים כבר עושים זאת ובטח עושים זאת יותר טוב ממני?
כולנו מכירים...
מי את/ה? מהו רצון ליבך האמיתי?,מהו החלום,החזון,היעוד שלך? העשייה שלך מדברת את רצון ליבך? האם קיים שם חופש בחירה אמיתי שמחובר למי שאת/ה? רוצה להרגיש שאת/ה חי/ה את החיים וחי/ה אותם במלואם, בתשוקה ובביטוי והגשמה מלאים של מי שאת/ה?

אז הנה הזדמנות עבורך להגשים את חלומך – אם זה בבניית עסק, אם זה למצוא אהבה, אם זה לשנות משהו בחייך כמו מגורים, עיסוק, יחסים, להנהיג, לתת מהשפע שלך לאחרים.
הזמן הוא תמיד עכשיו, לא אחר כך, לא כש...
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תתקשר 054-6337762 מלווה תהליכי שינוי, העצמה והגשמה אישית ועסקית

קשר בין תפיסת הפוליטיקה הארגונית ומימוש החוזה הפסיכולוגי לבין מחוייבות ארגונית

הקשר בין תפיסת הפוליטיקה הארגונית ומימוש החוזה הפסיכולוגי לבין מחוייבות ארגונית בחברת ABCD בע"מ

המחקר בוצע בחברת ABCD בע"מ שהינה ספקית ציוד המכשור האלקטרוני המקצועי הגדולה בישראל ופועלת מזה 22 שנה. החברה מקיימת שיתופי פעולה עסקיים עם החברות המובילות בעולם לאספקת ציודי מכשור האלקטרוני עיסקי ומוסדי,בעלת מחזור עסקי של כ-90 מיליון ₪ לשנה. בחברת ABCD קיימת ירידה בשביעות רצון לקוחות מאיכות השירות ולכן יש גידול במספר תלונות הלקוח המתקבלות. הדבר פוגם באמינות החברה בעיני הלקוחות ויש צורך לשפר תהליכים בכדי לענות על צרכי הלקוחות וכן לחקור את הסיבות לכשלים .

כמו כן קיימת מגמת עזיבה רצונית של עובדים ותיקים- כשעובד קריטי לארגון עזב מרצונו כדי להתפתח במקום אחר, וכן עלייה בכמות ימי היעדרות העובדים עקב חופשה ו/או מחלה. הדבר עלול לגרום לבריחה של ידע ,הפסד קשרים טובים עם לקוחות שהיו נאמנים לעובד שעזב, ועלויות גבוהות להכשרת עובדים חדשים וכן עלויות העדרויות.

המטרה של עבודת מחקר זו היא הבנת החוזה הפסיכולוגי וציפיות העובדים מהארגון ואיך ניתן להגביר מחויבות ארגונית חיובית על ידי ניטרול השפעות כמו פוליטיקה ארגונית שלילית לדוגמא, וזאת בכדי לשפר את איכות הביצועים ואיכות השירות הניתן על ידי עובדי החברה ובאיזה רמה משפיעים תפיסת פוליטיקה ארגונית ומימוש חוזה פסיכולוגי על המחויבות הארגונית. מטרות אלו הושגו על ידי:

  • זיהוי המרכיבים החשובים לעובדים בחוזה הפסיכולוגי לעומת הלא חשובים ומידת מימושם בארגון
  • בדיקת מידת וסוג המחויבות הארגונית בארגון ומהם ההיבטים המשפיעים על מחויבות ארגונית .
  • בדיקת הערכת ותפיסת העובדים על מידת קיום פוליטיקה ארגונית בארגון והשפעתה על המחויבות ואיכות הביצועים שלהם.

בכדי להפנים את חשיבות איכות השירות בתרבות הארגונית ,בהפנמת ערך המצוינות בשרות כערך ארגוני קריטי וביצירת מחויבות ארגונית ,יש צורך בהפנמת עמדה המתבססת על אמונות וערכים, על אידיאולוגיה ותפיסת עולם שמעוגנים בפתוח וטיפוח של איכות חיים בעבודה, אידיאולוגיה שמחוללת רצון עז לתת שרות "מעל ומעבר" ולהיות גאה בכך, יש צורך להבין מה מניע את העובדים או לחילופין, מה מעכב מחויבות ארגונית חיובית עמוקה שכזו לביצועים איכותיים, האם ניתן לשפר את המחויבות הארגונית על ידי מימוש מרכיבי חוזה פסיכולוגי והבנת תפיסת הפוליטיקה הארגונית בארגון? עבודה זו בחנה סוגיות אלו כבסיס להחדרת מצוינות בשרות בחברת ABCD ולשימור עובדים ומניעת בריחת ידע מהחברה.

נשאלה השאלה כיצד מימוש החוזה הפסיכולוגי משפיע על המחוייבות הארגונית של העובד והאם לתפיסת הפוליטיקה הארגונית יש השפעה על מימוש החוזה הפסיכולוגי ובעקיפין על המחוייבות הארגונית.

מחקר זה בוצע כמחקר כמותי מתאמי המבוסס על איסוף נתונים המכמתים את תפיסות העובדים בחברת ABCD בנושא פוליטיקה ארגונית,מרכיבי ומימוש החוזה הפסיכולוגי בארגון (במימדי חשיבות ומימוש) והערכתם לגבי רמת המחוייבות הארגונית וסוג המחוייבות. (אפקטיבית, נורמטיבית או המשכית). אוכלוסיית המדגם כוללת 108 עובדים מ- 123 עובדי החברה הכוללת נשים וגברים בגילאי 22-61. כמחצית מהעובדים בעלי ותק של לפחות 7 שנים במגוון תפקידים כגון פקידות,מכירות,טכנאי שירות,הנהלת חשבונות בדרגי ההנהלה ודרגים זוטרים יותר. בוצע מפקד ולא מדגם היות והאוכלוסיה אינה גדולה מידי ולכן אם היה מבוצע מדגם יתכן ולא יהיו תוצאות נכונות ומהימנות. המחקר בוצע באמצעות שאלון שתורגם ממספר שאלונים ממחקרים שבוצעו על ידי חוקרים ידועי שם. השאלון נבחר מטעמי נוחות להגיע לכלל עובדי הארגון.

שיטות הניתוח ששימשו לבדיקת ההשערות הן:

סטטיסטיקה תאורית- - ממוצעים,מינימום,מקסימום, סטיות תקן.

סטטיסטיקה היסקית-בדיקת קשר לינארי בין המשתנים באמצעות מתאם פירסון לבדיקת השערות המחקר וכן מבחן t לפילוחים דמוגרפים.

השערה מספר 1-שקיים קשר שלילי בין תפיסת פוליטיקה ארגונית לבין מימוש החוזה הפסיכולוגי בארגון אוששה היות ונמצא קשר שלילי מובהק בינוני בין תפיסת פוליטיקה ארגונית ומימוש חוזה פיסכולוגי.

השערה מספר 2: שקיים קשר שלילי בין תפיסת פוליטיקה ארגונית ומחוייבות ארגונית לא אוששה אלא נמצא קשר חיובי מובהק בינוני (**0.454) בין תפיסת פוליטיקה ארגונית ומחויבות ארגונית נמצא קשר חיובי חזק מובהק (0.88) בין פוליטיקה ארגונית ומחויבות המשכית (מימד המחויבות ההמשכית הוא מאד גבוה בארגון).

השערה מספר 3 - שקיים קשר חיובי בין מימוש החוזה הפסיכולוגי לבין מחוייבות ארגונית לא אוששה .

לא נמצא קשר מובהק בין גיל והמשתנים השונים ולא היה הבדל מהותי בין עובדים נשואים לבין עובדים פנויים ועובדים בעלי ותק של מעל ומתחת לשבע שנים או נשים וגברים בשלושת המשתנים הנזכרים.

עיקרי הממצאים:

· הציון הממוצע של המשתנה פוליטיקה ארגונית כללית הוא 4.15 המעיד על תפיסת פוליטיקה ארגונית גבוהה. מבין המדדים נמצא שפוליטיקה ארגונית בקרב המנהלים היא הגבוהה ביותר (4.37) ובקרב העמיתים היא הנמוכה ביותר (3.84),אם כי גם ציון זה גבוה יחסית ומשקף קיום פוליטיקה ארגונית גבוהה בכל רובדי הארגון.

· חוסר מימוש פסיכולוגי בהקשר למנהלים הוא הגבוה ביותר.

· בקרב העובדים קיימת מחויבות ארגונית המשכית בעלת הציון הגבוה ביותר (4.50) ומחויבות נורמטיבית היא הנמוכה ביותר (1.43).

  • נמצא קשר שלילי מובהק בינוני (***-0.545) בין תפיסת פוליטיקה ארגונית ומימוש חוזה פסיכולוגי.

עיקר הקשר מתבטא במימד המנהלים בשני המשתנים כלומר ככל שיש יותר פוליטיקה ארגונית בקרב המנהלים כך החוזה הפסיכולוגי והציפיות מהמנהלים ממומש פחות( קשר שלילי חזק מובהק) .

קשרים שליליים מובהקים קיימים בין פוליטיקה ארגונית למימדי מימוש החוזה הפסיכולוגי של שכר/תגמול, מימוש/סיפוק ותפקיד/קידום .

  • נמצא קשר חיובי מובהק בינוני (**0.454) בין תפיסת פוליטיקה ארגונית ומחויבות ארגונית.
  • מימד המחויבות ההמשכית הוא מאד גבוה וקיים קשר חיובי חזק מובהק (0.88) בין פוליטיקה ארגונית ומחויבות המשכית. . עיקר הקשר מתבטא בין מימד המנהלים בתפיסת הפוליטיקה הארגונית ובין מחויבות המשכית כלומר ככל שיש יותר פוליטיקה ארגונית בקרב המנהלים כך מתחזקת המחויבות ההמשכית .

· קיים קשר שלילי גבוה מובהק (-0.615) בין תפיסת פוליטיקה ארגונית ומחויבות נורמטיבית . ככל שהפוליטיקה נתפסת כגבוהה יותר כך המחויבות הנורמטיבית (נאמנות) יורדת.

· נמצא קשר חיובי גבוה בין חוזה פסיכולוגי כללי למחויבות נורמטיבית.כשהקשרים החיוביים החזקים והמובהקים ביותר במשתנה החוזה הפסיכולוגי הם: מימוש/סיפוק, תפקיד/קידום, מנהלים, בטחון תעסוקתי וחברתי (לפי סדר יורד) ובין מחויבות נורמטיבית כלומר מימוש המימדים הנ"ל בחוזה הפסיכולוגי מנבאים מחויבות נורמטיבית.

· נמצא קשר שלילי מובהק בין מימוש החוזה הפסיכולוגי הכללי ובין מחויבות המשכית, כלומר ככל שמימדי המנהלים, מימוש/סיפוק ושכר/תגמול (לפי סדר יורד) ממומשים פחות בחוזה הפסיכולוגי, כך המחויבות ההמשכית עולה.

· נמצא קשר חיובי בינוני בין מימדי תנאים פיזיים וחברתי/עמיתים בחוזה הפסיכולוגי ובין מחויבות אפקטיבית.

· לפנויים ממוצעי אי מימוש החוזה הפסיכולוגי גבוהים יותר מאשר לנשואים.

· מימוש החוזה הפסיכולוגי מנבא ב-51% את המחויבות הנורמטיבית כשמימדי מימוש/סיפוק ותפקיד/קידום הינם העיקריים המשפיעים על מחויבות נורמטיבית ואילו במימוש החוזה הפסיכולוגי מימדי מנהלים ומימוש/סיפוק בעיקר מנבאים מחויבות המשכית.

· אצל הגברים ממוצע חוסר המימוש הפסיכולוגי במימדי שכר ומנהלים גבוה יותר מאשר אצל נשים.

החוקרת ממליצה למנוע היווצרות תפיסת פוליטיקה ארגונית בכדי להגביר את המחויבות הנורמטיבית והנאמנות ועל ידי כך את רמת איכות הביצועים (למנוע תלונות לקוחות ושימור מוניטין החברה) על ידי יצירת נהלים ברורים ותקשורת ישירה בין העובדים למנהלים, נהלי עבודה,הגדרה מחודשת של סמכויות ותפקידים, ומשתני עבודה ארגוניים (גיוון, תפקיד, ביזור וריכוזיות ) כדי למנוע חוסר וודאות ומצבים לא מוגדרים בארגון ולמנוע עמימות וחוסר בהירות .

יש צורך בנהלים גם בנושא קידום ושכר , בניית תכנית לקידום לכל עובד ושכל עובד ידע מתי וכמה מתוגמל

נמצא קשר גבוה בין מימד המנהלים הן בחוסר מימוש החוזה הפסיכולוגי והן בפוליטיקה הארגונית. יש צורך בהדרכה למנהלים איך להימנע מפוליטיקה ארגונית בכדי לממש את מימד המנהלים בחוזה הפסיכולוגי ועל ידי כך להגביר את המחויבות הארגונית הנורמטיבית ואיכות הביצועים . יש ליצור ערבי גיבוש למנהלים בחברה בכדי למנוע פוליטיקה ארגונית. כשהארגון לא יציב כמו במצבי שינוי, או כשאין הדדיות בין התועלת הארגונית והאישית.

יש לשתף את העובדים בשינויים שהחברה עוברת וליצור הסכמה חברתית בנושאים מהותיים לארגון ולמנוע התנהגויות פוליטיות הפוגעות בקשרים חברתיים בין חברי הארגון ולעודד את העובדים למתן עזרה והתנדבות והגדרת התנהגויות יומיומיות הן ברמה אישית והן צוותית שממחישות מחויבות ארגונית מלאה

יש ליצור תכניות לקידום עובדים כגון בניית מסלולי הדרכה וקידום לשימור עובדים איכותיים למשל.

הגברת המחויבות הארגונית תוביל לשיפור איכות הביצועים כפי שעולה ממחקרים שבוצעו בעבר.


The Correlation between the Perceptions of

Organizational Politics , Fulfillment of the Psychological Contract and Organizational Commitment at "ABCD ltd." organization

The research was held in ABCD Ltd. They are the largest electronic equipment supplier in Israel for the professional kitchen for the last 22 years. ABCD has business relationships with the leading companies of electronic equipment in the world, with a yearly financial turnover of 90 million Nis. There is a decrease in customer’s satisfaction rate from the quality of the service. Consequently there is an increase in customer’s complaints. This fact hearts the company’s credibility, thus there is a need to improve the processes and investigate the reasons for the malfunctions.

Moreover, there is an increasing tendency of senior workers to leave the company out of their own will in order to progress professionally in another company. Also, there is an increase in absences due to illness or vacations. As a result, valuable information escapes, customer- employee relationships are damaged or discontinued and a major increase in financial expenses for absences of present employees and the training of new employees.

The purpose of this research is the understanding of the psychological contract and the employees expectations from the organization, and how to enhance positive organizational commitment by neutralization of influences such as negative internal politics. All this in order to improve the service and performance quality given by the employees, and to which extant the organizational politics and the fulfillment of the psychological contract influences the organizational commitment.

These purposes were reached by:

· Identification of the employees important components in the psychological contract, as opposed to the less important ones and the degree of their execution in the organization.

· Examine the type and degree of organizational commitment and the aspects influencing the organizational commitment.

· Examine and evaluate the employees perception on the existence of organizational politics and its influence on their commitment and performance.

In order to utilize the importance of customer service in the organizational culture, and the implementation of the excellence value into customer service as a critical part of creating organizational commitment; assimilation of a position based on a set of values and beliefs in cultivating the quality of life inside the organization. Also, create an ideology which triggers the employees to excel in customer service and be very proud of it. There is a need to explore what motivates the employees or alternatively what is delaying a deeper more profound organizational commitment which leads to better performances. Is it possible to improve the organizational commitment by implementing the components of the psychological contract and grasping the organizational politics? This paper examined these issues as the basis for inserting excellence into service in ABCD and preserving its employees.

The question is how the fulfillment of the psychological contract influences the employee’s organizational commitment, and whether the grasp of the organizational politics influences the implementation of the psychological contract thus indirectly also influences the organizational commitment.

This is a quantitative research based on data collected from the employees which quantify their views on organizational politics, the components and fulfillment of the psychological contract and their evaluation towards the level and type of the organizational commitment. (Effective, normative or continual). The sample’s population consists of 108 employees out of the 123 employees in the company, including men and women in the ages 22-61. Approximately half of the employees have at least 7 years of seniority in a variety of jobs as office workers, sales, technical service and accounting in high management ranks or in junior positions. A census was done and not a sample due to the small population and using a sample may result in unreliable and false conclusions. A questionnaire was created, composed out of several questionnaires written by well known researchers. The questionnaire was chosen in order to easily reach a maximum amount of employees.

The analysis methods used in order to check these assumptions are:

  • Descriptive statistics – averages, minimum, maximum and standard deviation.

· Statistical Inference – checking the linear connection between the variants using Pearson correlation coefficient to check the research’s assumptions, also a t test was used for demographic sectioning.

Assumption no. 1 – There is a negative relationship between the perceptions of organizational politics and the fulfillment of the psychological contract. This was verified since a negative significant medium correlation was found.

Assumption no. 2 – There is a negative correlation between the perceptions of organizational politics and organizational commitment was not verified but a positive significant medium correlation (0.454**) was found. Also a positive significant strong correlation (0.88) was found between the organizational politics and the continuing commitment, (the aspect of continuing commitment is very high in the organization).

Assumption no. 3 – There is a positive correlation between the fulfillment of the psychological contract and the organizational commitment was not verified.

No significant correlation between age and the different variables was found and there was no fundamental difference between married and single employees, between employees with a seniority of more then or less then 7 years or men and women in the 3 mentioned variables.

Findings:

· The average score for the general organizational politics variable is 4.15 which indicate the high perceptions of the organizational politics. Among the variables the organizational politics is the highest (4.37) among the managers and the lowest (3.84) among the associates. Although even this score of 3.84 is relatively high and reflects the existence of organizational politics in all levels in the company.

· A lack of psychological implantation in reference to the managers is the highest.

· Among the employees, continued organizational commitment has the high score of (4.50) and a normative commitment is the lowest (1.43).

· There is a negative significant medium correlation (0.545***) between the perceptions of the organizational politics and the fulfillment of the psychological contract. The correlation is shown strongly in the management positions, that is to say, the more organizational politics exists among the management the implementation of the psychological contract is reduced. (Negative significant strong correlation).

Negative significant strong correlation is found between the organizational politics and the dimensions of fulfillment of the psychological contract of salary/reward, realization/satisfaction and job/promotion.

  • A positive significant medium correlation (0.454**) was found between organizational politics and organizational commitment.
  • The continual commitment dimension is very high and there is a positive significant strong correlation (0.88) between organizational politics and the continual commitment. The correlation is strongly displayed between the management’s perceptions of the organizational politics and the continual commitment. Meaning, the more the organizational politics exists among the management, the continual commitment is strengthen.
  • A negative significant strong correlation (0.615) was found between the perceptions of the organizational politics and the normative commitment. The higher the perspective of politics gets, the lower the normative commitment (loyalty).
  • A positive significant high correlation was found between the psychological contract and the normative commitment. The most positive significant high correlations in the psychological contract variable are: job/promotion, mangers, employment confidence and social confidence (in a decreasing order) and between the normative commitment. That is, the implementation of these dimensions of the psychological contract prophesies the normative commitment.
  • A negative significant correlation was found between the psychological contract and the continual commitment, that is to say, as long as the managers dimensions realization/satisfaction and salary/reward are less fulfillment in the psychological contract, the continual commitment will rise.
  • A positive significant medium correlation between the dimensions of the physical and social conditions for the associates in the psychological contract and the effective commitment.
  • For the single employees the averages for the unfulfillment of the psychological contract is higher then those of the married employees.
  • The implementation of the physiological contract prophesies in 51% the normative commitment when dimensions realization/satisfaction and job/ promotion are the most influential on the normative commitment. Whereas, in the implementation of the psychological contract the managers dimensions and realization/satisfaction mostly prophesies continual commitment.
  • For the men, the unfulfillment of the psychological contract in the salary and managers dimensions is higher then for women.

The researcher recommends preventing the creation of organizational politics in order to increase the normative commitment and loyalty, thus increasing the level of performance quality (prevent from customer’s complaints and preservation of the company’s reputation). By creating clear procedures, direct communication between management and employees, working regulation, redefinition of tasks and authorities, and organizational work variables (diversity, task, centralization and decentralization) in order to prevent uncertainty and undefined situations in the organization.

There is a need for regulation in the salary and promotion issues, building a promotion program for each employee, so the future will be clear and evident when and how an employee is rewarded.

There is a strong correlation between the managers dimension in both the unfulfillment of the psychological contract and the organizational politics. The managers will greatly benefit from training on preventing organizational politics and as a result implement the manager’s dimension in psychological contract and by that increase the normative organizational commitment and performance quality. Moreover, social event for the managers will prevent organizational politics when the organization is unstable as in times of changes or lack of mutuality between the personal and the organizational benefit.

The employees need to be involved in the changes the company is making, and create a social agreement on matters that are crucial for the organization. Moreover, it is important to prevent political behaviors which damage the social relations between the employees; and encourages the employees to engage in a helpful and volunteering work. Also, when defining a routine behavior for the employee as an individual and the employees as a team, complete organizational commitment is implemented. Building training programs will help to preserve essential employees. The intensification of the organizational commitment will lead to improvement in the performance quality as demonstrated in past researches.

Ziva Efraim - Business , Managment & Finance

זיוה אפריים - יעוץ עסקי, ארגוני ופיננסי

http://pituahyskizivaef.blogspot.com/p/blog-page.html

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