بررسی تاثیر استرس فناوری بر پنهان سازی دانش با نقش میانجی خستگی شغلی و تعدیلگری استقلال کاری

نوع مقاله : مقاله پژوهشی با اصالت

نویسندگان

1 استادیار، گروه مهندسی صنایع، دانشکده مهندسی صنایع، دانشگاه پیام نور، تهران، ایران

2 دانشجوی دکتری، گروه مهندسی صنایع، دانشکده مهندسی صنایع، دانشگاه یزد، یزد، ایران

10.47176/smok.2025.1850

چکیده

هدف: فشارهای مرتبط با فناوری‌های نوین، مانند نیاز به تطبیق مستمر با تغییرات سریع، پیچیدگی ابزارهای دیجیتال، و افزایش حجم اطلاعات پردازشی، می­تواند باعث ایجاد خستگی شغلی، کاهش تمرکز فردی و در نهایت، کاهش تمایل کارکنان به اشتراک‌گذاری دانش شود. در چنین شرایطی، کارکنان ممکن است به دلیل استرس و فشارهای کاری، تمایل بیشتری به پنهان‌سازی دانش ضمنی خود داشته باشند، که این امر می‌تواند بر بهره‌وری سازمان تأثیر منفی بگذارد و باعث کاهش دسترسی به مخازن دانش و توانایی سازمان در بهره‌برداری از دانش صریح و دانش ضمنی گردد. این مسئله، در نهایت، می‌تواند توانایی سازمان‌ها در ایجاد جامعه‌های عملی مؤثر و یادگیری سازمانی را محدود کند. از این ‌رو، پژوهش حاضر با هدف بررسی تأثیر استرس فناوری بر پنهان‌سازی دانش انجام شده است و در این راستا، نقش میانجی خستگی شغلی و نقش تعدیل‌گر استقلال کاری مورد ارزیابی قرار گرفته است. بررسی این عوامل می‌تواند به درک عمیق‌تری از چگونگی تأثیر فناوری بر رفتارهای دانش‌محور کارکنان منجر شود و راهکارهایی را برای مدیریت بهتر استرس و بهبود تعاملات دانشی در سازمان‌ها ارائه دهد.
روش پژوهش: این مطالعه از نوع توصیفی-پیمایشی است و به بررسی اثرات استرس ناشی از فناوری بر پنهان‌سازی دانش در محیط کاری پرداخته است. جامعه آماری این تحقیق شامل 250 نفر از کارکنان شرکت پرداخت الکترونیک سامان بود. برای تعیین حجم نمونه از فرمول کوکران استفاده شد که بر اساس آن، 150 نفر به عنوان نمونه آماری به صورت تصادفی انتخاب شدند. ابزارهای مورد استفاده در این پژوهش شامل چهار پرسشنامه استاندارد بودند که به ترتیب به ارزیابی استرس فناوری، پنهان‌سازی دانش، خستگی شغلی و استقلال کاری پرداخته‌اند. برای سنجش پایایی این پرسشنامه‌ها از ضریب آلفای کرونباخ استفاده شد. نتایج نشان داد که میزان پایایی برای پرسشنامه استرس فناوری 0.746، برای پرسشنامه استقلال کاری 0.561، برای پرسشنامه خستگی شغلی 0.714 و برای پرسشنامه پنهان‌سازی دانش 0.837 بود. این مقادیر نشان‌دهنده پایایی قابل قبول ابزارهای پژوهش هستند و به اعتبار نتایج تحقیق کمک می‌کنند. علاوه بر این، روایی پرسشنامه‌ها با استفاده از روش میانگین واریانس استخراج شده بررسی شد و نتایج نشان داد که روایی سازه‌ها تأیید شده است. همچنین، روش فورنل و لارکر برای ارزیابی روایی هم‌گرا و واگرا استفاده شد و نتایج این روش نیز تأییدکننده روایی مناسب ابزارهای پژوهش بود.
 یافته‌­ها: نتایج حاصل از استنباط آماری نشان داد که استرس فناوری بر پنهان‌سازی دانش و خستگی شغلی کارکنان تاثیر معنی­داری دارد. خستگی شغلی بر پنهان‌سازی دانش در کارکنان تاثیرمعنی­داری داشت. نقش میانجی خستگی شغلی تایید ولی نقش تعدیلگری استقلال کاری رد شد.
نتیجه‌گیری: نتایج پژوهش نشان داد که استرس ناشی از فناوری به‌ طور غیرمستقیم با افزایش خستگی شغلی، تمایل کارکنان به اشتراک‌گذاری دانش را کاهش می‌دهد. این استرس که ناشی از پیچیدگی فناوری‌های نوین است، موجب کاهش تعامل کارکنان با سیستم‌های کاری و افت اثربخشی کار گروهی می‌شود. با این ‌حال، استقلال کاری می‌تواند تأثیر منفی استرس و خستگی شغلی را کاهش دهد. کارکنانی که آزادی عمل بیشتری در انجام وظایف خود دارند، استرس کمتری تجربه کرده و انگیزه بیشتری برای اشتراک‌گذاری دانش خواهند داشت. در نتیجه، تقویت استقلال کاری می‌تواند به بهبود عملکرد سازمان کمک کند.
اصالت/ارزش: ضروری است که مدیران شرکت پرداخت الکترونیک سامان برنامه‌های جامع و مدونی را برای افزایش استقلال کاری و کنترل شخصی کارکنان در محیط کاری تدوین و اجرا کنند. این برنامه‌ها می‌توانند شامل ایجاد ساختارهای کاری انعطاف‌پذیر باشند که به کارکنان اجازه دهند نحوه انجام وظایف خود را متناسب با سبک کاری و توانمندی‌های شخصی‌شان انتخاب کنند.

کلیدواژه‌ها

موضوعات

عنوان مقاله [English]

The effect of technology stress on knowledge concealment with the mediating role of job fatigue and moderating work autonomy

نویسندگان [English]

  • Hossein Jamali 1
  • Mehdi Kabirinaeini 1
  • Zeynab Elahi 2
1 Assistant Professor, Department of Industrial Engineering, Faculty of Industrial Engineering, Payam Noor University, Tehran, Iran
2 PhD Student, Department of Industrial Engineering, Faculty of Industrial Engineering, Yazd University, Yazd, Iran
چکیده [English]

Purpose: Technology-induced stress can be a significant factor in reducing the effectiveness of knowledge management in work environments. Pressures from new technologies, such as the need for continuous adaptation to rapid changes, the complexity of digital tools, and the increasing volume of processed information, may lead to job burnout, reduced individual focus, and ultimately, a decreased willingness of employees to share knowledge. In such situations, employees may have a greater tendency to conceal their tacit knowledge due to stress and work pressures, which can negatively impact organizational productivity and reduce access to knowledge repositories and the organization's ability to leverage explicit and tacit knowledge. This issue can ultimately limit organizations' ability to create effective communities of practice and organizational learning. Therefore, the present study aims to investigate the effect of technology stress on knowledge hiding, and in this regard, the mediating role of job burnout and the moderating role of job autonomy are evaluated. Examining these factors can lead to a deeper understanding of how technology affects employees' knowledge-based behaviors and provide solutions for better stress management and improved knowledge interactions in organizations.
Methodology: This study is descriptive-survey and examines the effects of technology-induced stress on knowledge hiding in the workplace. The statistical population of this research consisted of 250 employees of Saman Electronic Payment Company. To determine the sample size, Cochran's formula was used, based on which 150 people were selected as the statistical sample. This sample was randomly selected from among the organization's employees to ensure the generalizability of the research results to the larger population. The tools used in this research included four standard questionnaires that respectively assessed technology stress, knowledge hiding, job burnout, and job autonomy. To measure the reliability of these questionnaires, Cronbach's alpha coefficient was used. The results showed that the reliability for the technology stress questionnaire was 0.746, for the job autonomy questionnaire 0.561, for the job burnout questionnaire 0.714, and for the knowledge hiding questionnaire 0.837. These values indicate acceptable reliability of the research tools and contribute to the validity of the research results. In addition, the validity of the questionnaires was examined using the average variance extracted method, and the results showed that the construct validity was confirmed. Also, the Fornell-Larcker method was used to evaluate convergent and discriminant validity, and the results of this method also confirmed the appropriate validity of the research tools.
Results: The results of statistical inference showed that technology stress has a significant impact on knowledge hiding and job burnout among employees. Job burnout had a significant impact on knowledge hiding among employees. The mediating role of job burnout was confirmed, but the moderating role of job autonomy was rejected.
Conclusion: The research results showed that technology-induced stress indirectly reduces the willingness to share knowledge among employees by increasing job burnout. Pressures from new technologies and their complexities can create stress in the workplace, which leads to job burnout. This job burnout, in turn, prevents employees from actively participating in knowledge-sharing processes, as they feel unable to manage these pressures and interact with complex systems. This process will ultimately negatively impact team and organizational performance and reduce the effectiveness of teamwork. Additionally, job autonomy has been introduced as a moderating factor that can reduce the negative effects of technology stress and job burnout. In other words, when employees have more freedom in choosing how to perform their tasks and feel more control over their work environment, they experience less stress and their job burnout decreases. The results show that creating conditions that strengthen job autonomy in the organizational environment can reduce stress and job burnout. Furthermore, this may increase employees' motivation to share knowledge and ultimately help improve overall organizational performance, although these effects will vary depending on different environmental and organizational conditions.
Originality/Value: It is essential that the managers of Saman Electronic Payment Company develop and implement comprehensive and well-structured programs to increase job autonomy and personal control of employees in the workplace. These programs can include creating flexible work structures that allow employees to choose how to perform their tasks according to their work style and personal abilities. Flexibility in work scheduling, the possibility of remote work, and delegation of authority in daily task-related decisions are among the solutions that can give employees a greater sense of control and, as a result, reduce the level of stress and job burnout. Also, providing rewards and incentives for independent and creative performance can lead to increased employee productivity and strengthen their sense of responsibility.
In addition, the use of efficient and simple technologies that do not require complex and time-consuming interactions with difficult systems can play an important role in reducing technology-induced stress. Using user-friendly software, optimizing organizational processes, and providing the necessary training to effectively use these tools can help employees increase their productivity and reduce unnecessary pressures from complex technologies. Conducting training courses in stress management and optimal use of new technologies is also an important step in empowering employees. These measures not only reduce job burnout and increase the motivation to share knowledge among employees but also help improve overall organizational performance, increase team interactions, and promote organizational culture.

کلیدواژه‌ها [English]

  • technology stress
  • job fatigue
  • knowledge concealment
  • work independence
  • Saman electronic payment company

Copyright ©, Hossein Jamali; Mehdi Kabirinaeini; Zeynab Elahi

License

Published by Imam Hossein University. This article is published under the Creative Commons Attribution (CC BY 4.0) licence. Anyone may reproduce, distribute, translate and create derivative works of this article (for both commercial and non-commercial purposes), subject to full attribution to the original publication and authors. The full terms of this licence may be seen at http://creativecommons.org/licences/by/4.0/legalcode  

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مدیریت راهبردی دانش سازمانی
دوره 8، شماره 2 - شماره پیاپی 29
شماره پیاپی 29، فصلنامه تابستان
تیر 1404
صفحه 134-152

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  • تاریخ دریافت: 03 دی 1403
  • تاریخ بازنگری: 13 اسفند 1403
  • تاریخ پذیرش: 03 تیر 1404

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