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Register a new userThe Role of Climate Psychological Empowerment in Activating the Status of Organizational Loyalty For Individuals working at the organization: An Analytical Study of Tourist Public Sector Organizations in Damascus and Lattakia
دور مناخ التمكين النفسي في تفعيل حالة الولاء التنظيمي للأفراد العاملين في المنظمة (دراسة تحليلية لمنظمات القطاع العام السياحي في محافظتي دمشق و اللاذقية)
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هدفت هذه الدراسة إلى تسليط الضوء بشكل أساسي على دور مناخ التمكين النفسي (بأبعاده الأربعة) و أهميته في تفعيل حالة الولاء التنظيمي للعاملين في منظمات القطاع العام الخدمي السياحي محل الدراسة، و من أجل ذلك قام الباحث بتصميم قوائم استبانة خاصة بهذا الغرض شملت 210 عامل في منظمات القطاع العام الخدمي السياحي في محافظتي دمشق و اللاذقية تم توزيعها بشكل عشوائي و تمثلت النتائج على النحو الآتي: انخفاض معدل مناخ التمكين النفسي (بأبعاده الأربعة) في منظمات القطاع العام السياحي للعاملين محل الدراسة. انخفاض معدل الولاء التنظيمي في منظمات القطاع العام السياحي للعاملين محل الدراسة. وجود علاقة إيجابية ذات دلالة معنوية بين أبعاد مناخ التمكين النفسي (المعنى – الاستقلالية – الكفاءة- الأثر) و الولاء التنظيمي كافة. و في ضوء ما تم التوصل إليه من نتائج توصي الدراسة بضرورة تفعيل الدور الاستراتيجي لإدارات الموارد البشرية و أخذ مواقعها المتقدمة على خارطة هيراركية الاستراتيجية على المستوى التنظيمي حتى تستطيع تنسيق و مكاملة وظائفها كافة و توجيهها بالاتجاه الذي يدعم مناخ التمكين النفسي للعاملين و ذلك من خلال إرساء ثقافة تنظيمية داعمة للإبداع معززة بتصميم هياكل عضوية مرنة تسمح بممارسة تلك الوظائف و الممارسات من منظور سلوكي استراتيجي.
This research aims basically to highlight the role and importance of climate psychological empowerment (by its four dimensions) in the activation of organizational loyalty status of employees in Tourist Public Service Sector organizations (TPSS) at issue. For that reason, the researcher has randomly distributed copies of the questionnaire for 210 employees working in (TPSS). The results obtained are as follows: • There is a low rate of the climate psychological empowerment (by its four dimensions) in Tourist Public Service Sector organizations for the personnel concerned. • There is a low rate of organizational loyalty in Tourist Public Service Sector organizations for the personnel concerned. • There is a significant positive relationship between all the dimensions of the climate of psychological empowerment (Meaning, Autonomy, competence, Impact) and organizational loyalty. In the light of the results obtained, this study recommends that attention be given to activating the strategic role of human resources management, making them hold their advanced positions in order to be able to coordinate and integrate all their functions and then direct these functions towards supporting the climate of psychological empowerment for personnel through the establishment of an organizational culture supportive of creativity, enhanced by a flexible organic structure design allowing to practice these functions from a strategic behavioral perspective.
References used
Brown, S., McHardy, J., McNabb, R., Taylor, K., Workplace Performance, Worker Commitment and Loyalty, Discussion Paper No. 5447 January 2011, IZA DP, Institute for the Study of Labor, Germany
Omar, M. W., Jusoff, K., Hussin, H., Employee Motivation and its Impact on Employee Loyalty, World Applied Sciences Journal (2010), Vol.8, No.(7), PP. 871- 873
Aityan, S. K., Gupta, TKP, Challenges of Employee Loyalty in Corporate America, Business and Economics Journal, November 19, 2011, PP.1-20
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