چکیده:
هدف: استفاده از اینترنت علی رغم کاهش هزینهها و ارتقای کیفیت محصولات و خدمات سازمانها، موجب بروز دغدغهای به نام استفاده نابجای کارکنان از اینترنت در جهت اهداف شخصی (سایبرلوفینگ) گردیده است؛ بنابراین تحقیق حاضر باهدف بررسی تاثیر سایبرلوفینگ بر ترک خدمت مجازی کارکنان با میانجیگری انسداد سازمانی انجامشده است. روش: این تحقیق بر مبنای هدف از نوع کاربردی و ازنظر روش از نوع توصیفی-پیمایشی بوده است. جامعه آماری پژوهش 300 نفر از کارکنان شهرداریهای استان مازندران تشکیل بوده که با استفاده از جدول کرجسی و مورگان 169 نفر نمونه از طریق نمونهگیری تصادفی انتخاب گردیدهاند. دادههای تحقیق بهوسیله پرسشنامههای سایبرلوفینگ آگرین و همکاران (2018)، ترک خدمت مجازی کارکنان ریلوویک (برای 2005) و انسداد سازمانی گیبنی و همکاران (2009) جمعآوری گردید و پایایی آنان با محاسبه آلفای کرونباخ به ترتیب 76/0، 78/0 و 84/0 تائید شد. یافتهها: تحلیل دادههای آماری حاکی از آن است که میزان تاثیر سایبرلوفینگ بر ترک خدمت مجازی کارکنان 76/0، سایبرلوفینگ بر انسداد سازمانی 48/0 و انسداد سازمانی بر ترک خدمت مجازی کارکنان 59/0 میباشد. همچنین میزان تاثیر سایبرلوفینگ از مسیر انسداد سازمانی بر ترک خدمت مجازی کارکنان 29/0 میباشد. نتیجهگیری: متغیر سایبرلوفینگ به طور مستقیم و غیر مستقیم و انسداد سازمانی نیز به طور مستقیم بر ترک خدمت مجازی کارکنان تاثیر گذار میباشد و موجبات تشدید این متغیر را فراهم مینمایند. درنتیجه میتوان گفت سایبرلوفینگ زمینه ساز اصلی ترک خدمت مجازی کارکنان و تشدید این سوء رفتار میگردد.
Background and Aim: The use of the Internet, despite reducing costs and improving the quality of products and services of organizations, has caused a concern called improper use of the Internet by employees for personal purposes (cyberloafing); Therefore, The present study was conducted to investigate the effect of cyberloafing on the virtual resignation of employees Regarding the mediating role of organizational obstruction.Methodology: This research was applied in terms of purpose and descriptive survey method. The statistical population of the research consists of 300 employees of the municipalities of Mazandaran province, and 169 people were selected through random sampling using the Karjesi and Morgan table. The research data were collected through the cyberloafing questionnaires of Agrin et al. (2018), the virtual resignation of Relovik employees (2005) and the organizational obstruction of Gibney et al (2009) and Their reliability was confirmed by calculating Cronbach's alpha 0.76, 0.78 and 0.84 respectively.Results: The analysis of statistical data indicates that the impact of cyberloafing on the virtual resignation of employees is 0.76, cyberloafing on organizational obstruction is 0.48, and organizational obstruction on the virtual resignation of employees is 0.59. Also, the impact of cyberloafing through organizational obstruction on the virtual resignation of employees is 0.29.Conclusion: The variable of cyberloafing directly and indirectly and organizational obstruction directly affect the virtual resignation of employees and provide the causes for the strengthening of this variable. As a result, it can be said that cyberloafing is the main cause of employees resigning from virtual service and strengthening this misbehaviourExtended abstractIntroductionOrganizations need responsible human forces to succeed in turbulent environments. One of the recent problems of organizations is leaving the virtual service of employees. Thus, even though some employees are physically present at the workplace, their mental and physical abilities are elsewhere. Despite pretending to play a role, these employees do not provide any service to the organization. Due to its conceptual nature, cyberloafing seems to be closely related to some aspects related to invisible workers. This concept crystallizes in the development of the Internet and computer science. Despite the many advantages, exploits such as Internet patrolling have become a common reality in organizations. In the relationship between the organization and the employees, the most important source of material and emotional-social support for the employees is the organization itself. Receiving supportive relationships from the organization leads to the creation of a favourable attitude and the emergence of positive extra-role behaviours, and when they receive negative or neutral behaviours, according to the social exchange theory, it leads to the formation of negative relationships among employees. This type of communication causes the emergence of the concept of organizational blockage. Employees' understanding of the concept of organizational blockage leads to the cognitive separation of employees from their organizational and individual identities. In other words, employees separate themselves from organizations that ignore their need for individual promotion. Government institutions are the link between political management and society members, and the level of people's satisfaction with these institutions is considered as one of the main criteria and indicators of the transformation of the administrative system and the performance of government organizations. Municipalities, as custodians of metropolitan management, are responsible for countless tasks and, together with citizens, are considered the main pieces of the puzzle of the growth and development of cities; Therefore, municipalities and citizens are like a family that should move in harmony with each other. Despite being in charge of various tasks, for various reasons, a sense of pessimism and suspicion has been created towards the performance of this institution in society. Thus, there is a perception among the people of the society that despite being physically present at the workplace, the employees of the municipalities avoid doing business and are more busy doing personal things, being on social networks and so-called enjoying themselves on the internet space. On the other hand, some of the employees of this organization also believe that the city management officials do not support them properly and somehow ignore their communication, emotional and cognitive needs, so the mental concern of the researcher is to answer the question of what effect does the phenomenon of cyberloafing have on the virtual leaving of employees and what effect does organizational obstruction have in this regard. MethodologyIn terms of the purpose of this study, it is applied research with a quantitative approach. The statistical population under study was 300 employees of the municipalities of West Mazandaran, of which 169 people were selected as a sample. Agrin et al. (2018), Rilovic (2005) and Gibney et al. (2009) questionnaires were used to measure cyberloafing, virtual employee absenteeism, and organizational obstruction. The validity of these questionnaires was confirmed by their content validity and reliability through Cronbach's alpha coefficient (0.76, 0.78 and 0.84, respectively). Results and discussionThe findings show that the phenomenon of virtual resignation of employees is affected by the variables of cyberloafing and organizational obstruction. The results of the analysis showed that the effect coefficient of cyberloafing variables on the virtual resignation of employees is equal to 0.76, cyberloafing on organizational obstruction is equal to 0.483, and organizational obstruction on the virtual resignation of employees is 0.594. Also, the effect coefficient of organizational obstruction as a mediating variable in the relationship between cyberloafing and virtual resignation of employees is equal to 0.29. In the interpretation of these connections, it can be said that the feeling of being ignored by people in the organization, hindering or disrupting the achievement of individual goals using organizational obstacles, causes an emotional break between the individual and the organization, and therefore it can strengthen the effect of cyberloafing on the virtual resignation of employees ConclusionThe emergence of new technologies and the increasing use of the Internet have caused changes in the working and personal life of employees. Despite the numerous advantages of these technologies, a negative phenomenon called cyberloafing also occurs. So that employees use this technology to advance their individual goals and fulfil their work responsibilities FundingThere is no funding support. Authors’ Contribution All of the authors approved thecontent of the manuscript and agreed on all aspects of the work. Conflict of Interest Authors declared no conflict of interest. AcknowledgmentsWe are grateful to all the scientific consultants of this paper.