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The Role Of Incentives in Achieving Functional Commitment: A Survey Of Employees At Syriatel Communications

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 Publication date 2017
  fields Economy
and research's language is العربية
 Created by امانة التحرير مجلة جامعة تشرين




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Research summary
تهدف هذه الدراسة إلى استكشاف العلاقة بين الحوافز (المادية والمعنوية) والالتزام الوظيفي (العاطفي، المستمر، المعياري) لدى العاملين في شركة سيريتل للاتصالات. استخدم الباحثان استبانة كأداة لجمع البيانات، ووزعت على عينة عشوائية من 352 موظفًا في الشركة. تم تحليل البيانات باستخدام معامل بيرسون وبرنامج SPSS الإصدار 20. أظهرت النتائج وجود علاقة معنوية قوية بين الحوافز المادية والمعنوية وأنواع الالتزام الوظيفي الثلاثة، وكانت أقوى علاقة بين الحوافز المادية والالتزام العاطفي، حيث بلغ معامل الارتباط بيرسون 0.989. أوصى الباحثان بزيادة بدل المواصلات، مراعاة آراء ومقترحات العاملين، وتعزيز الثقافة التنظيمية التي تؤكد على الانتماء والولاء للشركة. كما أظهرت النتائج أن العاملين في سيريتل يتمتعون بدرجة عالية من الالتزام الوظيفي، وأن الحوافز المادية والمعنوية تلعب دورًا كبيرًا في تعزيز هذا الالتزام. اقترحت الدراسة أيضًا تطوير نظام الحوافز المادية والمعنوية وتعزيز الشعور بالاستقرار والأمان الوظيفي لزيادة الالتزام الوظيفي لدى العاملين.
Critical review
دراسة نقدية: تعتبر هذه الدراسة مهمة في مجال إدارة الموارد البشرية، حيث تسلط الضوء على أهمية الحوافز في تعزيز الالتزام الوظيفي. ومع ذلك، يمكن توجيه بعض النقد البناء للدراسة. أولاً، قد يكون من المفيد توسيع نطاق العينة لتشمل شركات أخرى في قطاع الاتصالات أو حتى قطاعات أخرى لمقارنة النتائج. ثانيًا، يمكن أن تكون الدراسة أكثر شمولية إذا تم استخدام أدوات بحثية متنوعة مثل المقابلات أو الملاحظات المباشرة بجانب الاستبانات. ثالثًا، لم تتناول الدراسة بشكل كافٍ تأثير العوامل الخارجية مثل الظروف الاقتصادية والسياسية على الالتزام الوظيفي، وهو ما يمكن أن يكون له تأثير كبير في السياق السوري. أخيرًا، يمكن تعزيز الدراسة بمزيد من التحليل النوعي لفهم العوامل النفسية والاجتماعية التي تؤثر على الالتزام الوظيفي.
Questions related to the research
  1. ما هي العلاقة بين الحوافز المادية والالتزام العاطفي لدى العاملين في شركة سيريتل؟

    أظهرت الدراسة وجود علاقة معنوية قوية بين الحوافز المادية والالتزام العاطفي، حيث بلغ معامل الارتباط بيرسون 0.989، مما يشير إلى أن الرواتب المرضية للعاملين مقارنة بالشركات الأخرى هي عامل أساسي لجعل العامل يرتبط عاطفياً بشركة سيريتل ويزداد ولائه لها وتعلقه بها.

  2. ما هي التوصيات التي قدمها الباحثان لتعزيز الالتزام الوظيفي في شركة سيريتل؟

    أوصى الباحثان بزيادة بدل المواصلات للعاملين، مراعاة آراء ومقترحات العاملين، وتعزيز الثقافة التنظيمية التي تؤكد على شعور الانتماء لشركة سيريتل والولاء لها من خلال تخصيص يوم ترفيهي يساهم في تعزيز العلاقات الاجتماعية بين العاملين بشكل دوري.

  3. كيف تم قياس العلاقة بين الحوافز والالتزام الوظيفي في الدراسة؟

    تم قياس العلاقة بين الحوافز والالتزام الوظيفي باستخدام معامل بيرسون لتحليل العلاقة بين أبعاد المتغير المستقل (الحوافز) والمتغير التابع (الالتزام الوظيفي) باستخدام برنامج SPSS الإصدار 20.

  4. ما هي أهم النتائج التي توصلت إليها الدراسة بشأن الحوافز المعنوية؟

    أظهرت الدراسة وجود علاقة معنوية قوية بين الحوافز المعنوية والالتزام العاطفي والمستمر والمعياري. على سبيل المثال، بلغ معامل بيرسون بين الحوافز المعنوية والالتزام العاطفي 0.925، مما يشير إلى أن علاقات الاحترام ومناخ العمل المريح في شركة سيريتل يزيد من تطابق قيم العامل مع قيم الشركة.


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