تبیین نقش میانجی طفره‌روی اجتماعی در تأثیر سرپرستی تحقیرآمیز بر تمایل به ترک باشگاه در ورزشکاران حرفه‌ای

نوع مقاله : مقاله پژوهشی

نویسندگان

استادیار مدیریت ورزشی، گروه تربیت بدنی، دانشگاه پیام نور

چکیده

پژوهش حاضر با هدف تبیین نقش میانجی طفره­روی اجتماعی در تأثیرسرپرستیتحقیرآمیزبرتمایلبهترکباشگاه در ورزشکاران حرفه­ای انجام شد.این پژوهش به روش توصیفی-همبستگی در نمونه­ای شامل 317 نفر از ورزشکاران حرفه­ای مرد انجام شد. برای جمع‌آوری داده‌ها از پرسشنامة اشلمن و همکاران (2014) به‌منظور ارزیابی سرپرستی تحقیرآمیز، پرسشنامة طفره­روی اجتماعی هوگارد و همکاران (2010) و پرسشنامة بوثما و روث (2013) برای ارزیابی تمایل به ترک باشگاه استفاده شد که همگی از حیث روایی و پایایی تأیید شده‌اند. تجزیه و تحلیل داده­ها و اجرای تحلیل عاملی تأییدی به کمک نرم­افزار پی.ال.اس. و بررسی پایایی و آمار توصیفی به کمک نرم­افزار اس.پی.اس.اس. انجام شده است.نتایج نشان داد که سرپرستی تحقیرآمیز به‌طور مستقیم و معنا­داری تغییرات طفره­روی اجتماعی (64 درصد) و تمایل به ترک باشگاه (54 درصد) را تبیین می­کند. طفره­روی اجتماعی نیز به‌طور مستقیم و معنا­داری تغییرات تمایل به ترک باشگاه را (61 درصد) تبیین می­کند. همچنین سرپرستی تحقیرآمیز به‌طور غیرمستقیم و معنا­داری، با میانجی­گری متغیر طفره‌روی اجتماعی، تغییرات تمایل به ترک باشگاه را (39 درصد) تبیین می­کند و نتیجه­گیری می­شود که متغیر طفره­روی اجتماعی رابطة بین سرپرستی تحقیرآمیز و تمایل به ترک باشگاه را در بازیکنان حرفه­ای وساطت می­کند. براساس نتایج پژوهش حاضر، ﺷﯿﻮة رﻫﺒﺮی و ﻣﺪﯾﺮﯾﺖ ﺳﺮﭘﺮﺳﺘﺎن باشگاه­های ورزشی از تأثیر درخور توجهی بررﻓﺘﺎر بازیکنان برخوردار است؛ بنابراین ﺑﺎ مهم‌شمردن سبک ﺳﺮﭘﺮﺳﺘﯽ باشگاه­ها ﻣﯽﺗﻮان از ﺑﺮوز رﻓﺘﺎرﻫﺎی ﻣﺨﺮب بازیکنان ازجمله تک­روی و طفره­روی ﺟﻠﻮﮔﯿﺮی ﮐﺮد، ﻋﻤﻠﮑﺮد آن‌ها را ﺑﻬﺒﻮد ﺑﺨﺸﯿﺪ و مانع از هدایت آن‌ها به‌سمت ترک باشگاه شد.

کلیدواژه‌ها

موضوعات


عنوان مقاله [English]

Explaining the Mediating Role of Social Loafing in the Effect of Abusive Supervision on the Club Turnover Intention in Professional Athletes

نویسندگان [English]

  • Mohammad Amraei
  • Nasrollah Mohammadi
  • Mohammad Siavashi
Assistant Professor of Sport Management, Department of Physical Education, University of Payame Noor
چکیده [English]

The general purpose of this study was to explain the mediating role of social loafing in the effect of abusive supervision on the club turnover intention in professional athletes. This descriptive-correlational study was conducted in a sample including 317 men from professional athletes. To collect data, the Eschleman et al. abusive supervision, the Høigaard et al. Social Loafing, and the Bothma & Roodt club turnover intention questionnaires were used. Analyze of data and confirmatory factor analysis were done in PLS and descriptive statistics were done in SPSS software's.The results showed that abusive supervision directly and significantly explained changes in social loafing (64%) as well as the club turnover intention (54%); and also, the social loafing directly and significantly explained changes in the club turnover intention (61%). Also, the abusive supervision indirectly and significantly-through the mediation of social loafing variable- explained changes in the club turnover intention (39%); it is concluded that the social loafing variable mediates the relationship between abusive supervision and the club turnover intention in professional players. According to the results of the present study, the style of leadership and management of sports clubs have a significant impact on the players' behavior. Therefore, paying attention to the style of the club's supervision can prevent the players from having unfavorable behaviors such as social loafing, improve their performance, and prevent them from leaving the club.

کلیدواژه‌ها [English]

  • Humiliation of players
  • revenge
  • player's deviancy
  • Sports Clubs
Akgunduz Y., Eryilmaz G. (2018). Does turnover intention mediate the effects of job insecurity and co-worker support on social loafing? International Journal of Hospitality Management, 68, 41-9.
Almasian, A., & Rahimikia, A. (2012). Study of the relationship between the leadership style of managers and Job Burnout among the staff of Lorestan University of Medical Sciences in 2010. Yafte, 14(1), 69-79.
Alnuaimi, O. A., Robert, L. P., & Maruping, L. M. (2010). Team size, dispersion, and social loafing in technology supported teams. Journal of Management Information Systems, 27(1), 203-30.
Amiri, G., & Mahmoudzade, S. (2015). The examination factors affecting reduce of employees turnover in the Iranian public organizations (Case study: Ministry of Road and Urban Development (Center Staff)). Organizational Culture Management, 13(2), 559-79. (in Persian).
Bothma, C. F. C., & Roodt, G. (2013). The validation of the turnover intention scale. SA Journal of Human Resource Management, 11(1), 507-12.
Brees, J. R., Harvey, P., & Martinko, M. J. (2012). Subordinates’ individual differences and perceptions of abusive supervision. .
Cuskelly, G., & Hoye, R. (2013). Sports officials’ intention to continue. Sport Management Review, 16(4), 451-64.
Dalvi, M., & Ganji, M. (2014). The impact of ethical leadership on job stress and occupation turnover intention in nurses of hospitals affiliated to Shahrekord University of Medical Sciences. Journal of Shahrekord University of Medical Sciences, 16(1), 121-8. (in Persian).
Decoster, S., Camps, J., Stouten, J., Vandevyvere, L., & Tripp, T. M. (2013). Standing by your organization: The impact of organizational identification and abusive supervision on followers’ perceived cohesion and tendency to gossip. Journal of Business Ethics, 118(3), 623-34.
Eschleman, K. J., Bowling, N. A., Michel, J. S., & Burns, G. N. (2014). Perceived intent of supervisor as a moderator of the relationships between abusive supervision and counterproductive work behaviors. Work & Stress, 28(4), 362-75.
Golparvar, M. (2017). The structural model of perceived organizational justice relationships with athletes’ satisfaction and club turnover intention. Applied Research in Sport Management, 5(3), 117-25. (In Persian).
Golparvar, M., Javadian, Z., Adibi, Z., Mosahebi, M., & Ahmadi, A. (2013). The relationship between job stress with turnover and task performance with consider the mediating role of job satisfaction. Iran Occupational Health Journal, 10(1). 33-42. (in Persian).
Golparvar, M., Javadian, Z., Salimian, N., & Esmaeiliyan Z. (2012). The relationship between abusive supervision and unmoral behaviors: a case study in a productive and industrial organization. Management Improvement, 2(2), 4-22. (In Persian).
Golparvar, M., Vaseghi, Z., & Javadian, Z. (2011). Structural model of abusive supervision, role overload, exhaustion and job alienation with considering the role of protest opportunity. 5(4), 107-26. (In Persian).
Høigaard, R., Fuglestad, S., Peters, D.M., de Cuyper, B., De Backer, M., & Boen, F. (2010). Role satisfaction mediates the relation between role ambiguity and social loafing among elite women handball players. Journal of Applied Sport Psychology, 22, 408-19.
Hosseini, A., Alizadeh Sani, M., & Darvishi, Z. (2019). Effect of abusive supervision on the turnover intention: Mediating role of voice behavior and self-efficacy. Organizational Behaviour Studies Quarterly, 7(4), 165-88. (In Persian).
Javeed, Q. S., Jadhav, S. E., & Dhonde, S. (2012). Effect of age and gender on social loafing of state level cricket players. Review of Research, 1, 1-4.
Kazemi, F., Zare, A., Sepehry, S., & Roostaee, S. (2018). The impact of organizational toxic climate on intention to leave job among female nursing: Explaining the role mediator of Stress and Job burnout. Quarterly Journal of Women and Society, 8(32), 75-102. (In Persian).
Kedharnath, U. (2014). Abusive supervision and employee perceptions of leaders’ implicit followership theories (Unpublished Doctoral dissertation). Colorado State University Fort Collins, Colorado.
Khan, S. N. (2015). Abusive supervision and negative employee outcomes: The moderating effects of intimidation and recognition. Journal of General Management, 41(1), 61-81.
Khanin, D. (2013). How to reduce turnover intentions in the family business: Managing centripetal and centrifugal forces. Business Horizons, 56, 63-73.
Khattak, A. J., Ahmad, W., Ahmad, A., & Manzoor, H. (2015). The role of supervisor perceived intent as a moderator in the impact of abusive supervision on emotional exhaustion and turnover intention. Sci.Int. (Lahore), ISSN 1013-5316; CODEN: SINTE 8. 27(4), 3553-9.
Khetran, S. A., Wali, S., Yar Khan, M., & Mushtaq, J. (2018). Impact of abusive supervision on employee turnover intention: The moderating effect of emotional exhaustion. International Journal of Trend in Scientific Research and Development, 2(3), 927-35.
Lim, V. K. G. (2002). The IT way of loafing on the job: Cyber loafing, neutralizing and organizational justice. Journal of Organizational Behavior, 23(5), 675–94.
Lyu, D., Ji, L., Zheng, Q., & Yuying, F. (2019). Abusive supervision and turnover intention: Mediating effects of psychological empowerment of nurses. International Journal of Nursing Sciences, 6(2), 198-203.
Mathieu, C., & Babiak, P. (2016). Corporate psychopathy and abusive supervision: Their influence on employees’ job satisfaction and turnover intentions. Personality and Individual Differences, 91, 102-6.
Mefoh, P. C., & Nwanosike, C. L. (2012). Effects of group size and expectancy of reward on social loafing. IFE Psychologia, 20(1), 229-40.
Mirkamali, S., Ebrahimi, S., Khalilbeigy, K., & Fathi, E. (2019). Investigate the relationship between career plateaus with the tendency of employees to leave the organization. Journal of Development & Evolution Mnagement, (36), 1-9. (in Persian)
Mortazavi, S., Hakimi, H., Soori, N., & Gholizade, R. (2011). Investigation of perception of justice and trust on teams social loafing in knowledge sharing: Research and development teams in Mashhad Industrial Town. Executive Management Bulletin, 3(5), 137-62. (in Persian).
Nosrati, A., Khabiri, M., Poorsoltani, H., & Aghaei, N. (2015). The role of job satisfaction in relationship between organizational culture and turnover intention in sport federations. JRSM, 4(8). Doi: 10.22059/jsm.2015.53123. 683-96. (in Persian).
Onyishi, I. E. (2012). Abusive supervision and prosocial organizational behavior: A study of workers in the banking industry in Nigeria. Online Journal of the African Educational Research Network, 12(2), 96-103.
Poursadegh, N. (2017). Comparative study between abusive supervision and social loafing. Human Resource Management in Oil Industry, 8(31), 3-39. (in Persian).
Pushpanathan, A., & Arockiam K. (2020). Organizational politics between Colleague and Supervisors of IT and ITeS, and its impact on employee's turnover intention, social loafing and effect on self-esteem by conceptualizing stress as mediating variable. Journal of Gujarat Research Society, 21(4), 177-82.
Richard, O. C., Boncoeur, O. D., Chen, H., & Ford Jr., D. L. (2018). Supervisor abuse effects on subordinate turnover intentions and subsequent interpersonal aggression: The role of power-distance orientation and perceived human resource support climate. Journal of Business Ethics, 164, 549–63. Published: 22 September 2018
Simms, A., & Nichols, T. (2014). Social loafing: A review of literature. Journal of Management Policy and Practice, 15(1), 58-67.
Stark, E. M., Shaw, J. D., & Duffy, M. K. (2007). Preference for group work, winning orientation, and social loafing behavior in groups. Group & Organization Management, 32(6), 699-723.
Tolukan, E., & Akyel, Y. (2019). Research on the relationship between trainers' turnover intention and organizational justice. International Journal of Higher Education, 8(1), 181-92.
Tsung, W. Y., & Changya, H. (2009). Abusive supervision and employee emotional exhaustion: Dispositional antecedents and boundaries. Group & Organization Management, 34(2), 143–69.
Zare, A., Tavakoli, Gh., & Karami, Z. (2015). The impact of work - family conflict through job burnout on intention to leave the organization among Naja employees. Resource Management in the Police Force, 3(4), 151-76. (in Persian).
Zeraatkar, S. (2018). The effect of trust and justice on social involvement using the mediating variable of organizational commitment. Journals Management System, (49), 101-17. (in Persian).
Zheng, Q. L., Sun, N., Li, Q. J., Fan, Y. Y., Hong, S. & Liu, S. Q. (2016). A model of abusive supervision, self-efficacy and work engagement among registered nurses: The mediating role of self-efficacy. Journal of Advanced Nursing 72(12).