مقایسۀ دو مدل کمی و کیفی در انتخاب افراد جهت چرخش شغلی در یک شرکت اتومبیل‌سازی از نظر الگوی عدم توازن تلاش- پاداش

نوع مقاله : مقاله پژوهشی

نویسندگان

1 کارشناسی ارشد، روانشناسی صنعتی و سازمانی، دانشکده علوم تربیتی و روانشناسی ، دانشگاه اصفهان، اصفهان، ایران

2 استاد، روانشناسی صنعتی و سازمانی، دانشکده علوم تربیتی و روانشناسی ، دانشگاه اصفهان، اصفهان، ایران

3 استادیار، روانشناسی صنعتی و سازمانی، دانشکده علوم تربیتی و روانشناسی ، دانشگاه اصفهان، اصفهان، ایران

10.48311/mri.2026.28895
چکیده
پژوهش حاضر با هدف مقایسۀ اثربخشی دو شیوۀ تصمیم‌گیری در انتخاب کارکنان برای چرخش شغلی، شامل قضاوت آماری و قضاوت بالینی، بر مؤلفه‌های الگوی عدم توازن تلاش–پاداش (ERI) انجام شد. این پژوهش کاربردی با طرح شبه‌آزمایشی پیش‌آزمون–پس‌آزمون همراه با گروه کنترل اجرا گردید. جامعۀ آماری شامل کارکنان واحدهای تولیدی یک شرکت خودروسازی بود که ۶۰ نفر از آنان به روش نمونه‌گیری در دسترس انتخاب و پس از اجرای پیش‌آزمون، به‌صورت تصادفی در سه گروه قضاوت آماری، قضاوت بالینی و کنترل گمارده شدند. ابزار پژوهش پرسشنامۀ استاندارد عدم توازن تلاش–پاداش سیگریست و مصاحبه‌های نیمه‌ساختاریافته با مدیران و سرپرستان برای عملیاتی‌سازی قضاوت بالینی بود. داده‌ها با استفاده از نرم‌افزار SPSS نسخه ۲۷ و آزمون‌های t زوجی، تحلیل واریانس یک‌طرفه و آزمون تعقیبی LSD تحلیل شدند. نتایج نشان داد گروه انتخاب‌شده بر اساس قضاوت آماری افزایش معناداری در مؤلفه‌های تلاش و پاداش تجربه کرده است (p < 0.001). همچنین تفاوت معناداری میان سه گروه مشاهده شد و آزمون تعقیبی، برتری روش قضاوت آماری را نسبت به قضاوت بالینی و گروه کنترل تأیید کرد. افزون بر این، نسبت تلاش به پاداش در گروه قضاوت آماری به‌طور معناداری کمتر بود که بیانگر توازن ادراک‌شده مطلوب‌تر است. در مجموع، یافته‌ها نشان می‌دهد تصمیم‌گیری داده‌محور در انتخاب افراد برای چرخش شغلی می‌تواند به بهبود ادراک تلاش–پاداش کارکنان منجر شود، هرچند تعمیم نتایج نیازمند احتیاط است.

کلیدواژه‌ها

موضوعات

عنوان مقاله English

A Comparative Analysis of Quantitative and Qualitative Models in Selecting Individuals for Job Rotation in an Automotive Company Based on the Effort-Reward Imbalance Model

نویسندگان English

farzane khaji 1
Hamidreza Oreizy Samani 2
Zohreh Mousavi 3
1 Master of Science, Industrial and Organizational Psychology, Faculty of Educational Sciences and Psychology, University of Isfahan, Isfahan, Iran
2 Professor, Industrial and Organizational Psychology, Faculty of Educational Sciences and Psychology, University of Isfahan, Isfahan, Iran
3 Assistant Professor, Industrial and Organizational Psychology, Faculty of Psychology and Educational Sciences, University of Isfahan, Isfahan, Iran
چکیده English

The present study compared the effectiveness of two decision-making approaches—statistical judgment and clinical judgment—in selecting employees for job rotation based on the Effort–Reward Imbalance (ERI) model. This applied study used a quasi-experimental pretest–posttest design with a control group. The population consisted of production-line employees of an automobile manufacturing company. Sixty participants were selected through convenience sampling and randomly assigned, after the pretest, to statistical judgment, clinical judgment, or control groups.

Data were collected using the standardized Effort–Reward Imbalance questionnaire developed by Siegrist and semi-structured interviews with managers and supervisors to operationalize clinical judgment. Data were analyzed using SPSS version 27 through paired-samples t-tests, one-way analysis of variance (ANOVA), and the LSD post hoc test.

Results showed that the statistical judgment group experienced significant increases in both effort and reward (p < 0.001). Mean effort increased from 14.00 to 17.35, and mean reward increased from 28.25 to 32.10. Significant differences were also found among the three groups, and post hoc analyses confirmed the superiority of the statistical judgment approach over the clinical judgment and control groups. Additionally, the effort–reward ratio was significantly lower in the statistical judgment group, indicating a more favorable perceived balance.

Overall, the findings suggest that data-driven decision-making in selecting employees for job rotation can improve employees’ perceived effort–reward balance. However, limitations such as the sample size and focus on a single industrial setting require caution in generalizing the results.

کلیدواژه‌ها English

Job Rotation
Effort-Reward Imbalance (ERI) Model
Clinical Judgment
Statistical Judgment
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