رابطه بین ابعاد فرهنگ سازمانی و بهره‌وری با نقش واسطه‌ای تعهد سازمانی و اخلاق کاری در بانک ملی ایران: یک مطالعه معادلات ساختاری
کلمات کلیدی:
فرهنگ سازمانی, بهره‌وری, تعهد سازمانی, اخلاق کاری, بانک ملی ایران, معادلات ساختاریچکیده
هدف پژوهش حاضر بررسی رابطه بین ابعاد فرهنگ سازمانی و بهره‌وری با نقش واسطه‌ای تعهد سازمانی و اخلاق کاری در میان کارکنان بانک ملی ایران با استفاده از مدل‌سازی معادلات ساختاری بود. این پژوهش از نظر هدف کاربردی و از نظر روش اجرا توصیفی ـ پیمایشی از نوع همبستگی بود. جامعه آماری شامل کلیه کارکنان بانک ملی شهر تهران به تعداد تقریبی 100000 نفر بود که بر اساس جدول مورگان، 384 نفر به‌عنوان نمونه انتخاب شدند و نمونه‌گیری به روش خوشه‌ای چندمرحله‌ای انجام شد. ابزار گردآوری داده‌ها پرسشنامه محقق‌ساخته‌ای شامل 54 گویه و 11 مؤلفه بود که روایی آن از طریق اعتبار محتوا و اعتبار سازه و پایایی آن با استفاده از ضریب آلفای کرونباخ تأیید شد. داده‌ها با استفاده از نرم‌افزارهای SPSS-27 و SmartPLS تحلیل شدند و برای آزمون فرضیه‌ها از مدل‌سازی معادلات ساختاری استفاده گردید. نتایج نشان داد که فرهنگ سازمانی تأثیر مستقیم و معناداری بر تعهد سازمانی (β=0.63, p<0.01)، اخلاق کاری (β=0.67, p<0.01) و بهره‌وری کارکنان (β=0.28, p<0.01) دارد. همچنین تعهد سازمانی (β=0.31, p<0.01) و اخلاق کاری (β=0.46, p<0.01) تأثیر مثبت و معناداری بر بهره‌وری داشتند. نتایج اثرات غیرمستقیم نیز نشان داد که تعهد سازمانی و اخلاق کاری نقش واسطه‌ای معناداری در رابطه بین فرهنگ سازمانی و بهره‌وری ایفا می‌کنند. شاخص‌های برازش مدل شامل RMSEA=0.049، CFI=0.95 و χ²/df=2.41 بیانگر برازش مطلوب مدل پژوهش بود. نتایج پژوهش نشان داد که فرهنگ سازمانی از طریق تقویت تعهد سازمانی و اخلاق کاری می‌تواند موجب افزایش بهره‌وری کارکنان شود. بنابراین، تقویت ارزش‌های فرهنگی، توسعه فضای اخلاق‌مدار و افزایش تعلق سازمانی کارکنان می‌تواند راهبردی مؤثر برای ارتقای عملکرد و بهره‌وری در نظام بانکی باشد.
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