Управленец

2218-5003

2686-7923

10.29141/2218-5003-2024-15-2-4

LECFFT

https://upravlenets.usue.ru/ru/-2024/1558

Понимание роли и автономия труда работников в международных телекоммуникационных компаниях: опыт развивающихся стран

Is role clarity and workplace autonomy the key dilemma for multinational telecommunication organizations in developing countries?

Захир

Мухаммед Асиф

Захир

Мухаммед Асиф

Zaheer

Muhammad Asif

dr.asif@uaar.edu.pkРаза

Мухаммед Али

Раза

Мухаммед Али

Raza

Muhammad Ali

mrazaali100@gmail.comМанзур

Мариам

Манзур

Мариам

Manzoor

Maryam

maryammanzoor5114@gmailРаджа

Умар Али

Раджа

Умар Али

Raja

Umair Ali

umairaliraja@gmail.com

PMAS-Arid Agriculture University (Rawalpindi, Pakistan)Сельскохозяйственный университет Пир Мехр Али Шах Арид (г. Равалпинди, Пакистан)

University of Rome “Tor Vergata” (Rome, Italy)Римский университет Тор Вергата (г. Рим, Италия)

Istanbul Aydin University (Istanbul, Turkey)Стамбульский университет Айдын (г. Стамбул, Турция)

07052024

15248652109202322112023

CC BY-NC 4.0

При выполнении рабочих обязанностей сотрудники компаний постоянно сталкиваются с неопределенностью своей роли в организации и недостаточной автономией труда. Статья посвящена анализу влияния указанных факторов на результативность деятельности работников, а также изучению влияния приверженности работника организации в этом взаимодействии. Методологическую основу работы составили классическая теория организации и теория организационных ролей. Использовались методы моделирования структурными уравнениями и подтверждающего факторного анализа; отбор респондентов осуществлялся методом удобной выборки. Эмпирическая база представлена данными, полученными в ходе анкетирования 311 сотрудников международных телекоммуникационных компаний, расположенных в г. Исламабад и г. Равалпинди (провинция Пенджаб, Пакистан). Анализ данных проведен в статистической программе AMOS. Результаты исследования свидетельствуют о значимом положительном влиянии понимания работниками организационных ролей и автономии труда на их эффективность. Подтверждено предположение о том, что приверженность организации имеет частичный медиационный эффект в данной взаимосвязи. Доказано, что работники, не обладающие четким пониманием своих обязанностей, испытывают слабую приверженность организации и недостаточно мотивированы к труду. Поэтому компании должны более четко определять перечень задач для сотрудников и создавать общую атмосферу определенности. Выводы исследования вносят вклад в теорию организационных ролей и могут использоваться компаниями при определении уровня автономии труда для обеспечения максимального уровня производительности работников.

Role clarity and workplace autonomy are always considered a dilemma for employees to perform better to achieve their desired targets, which can affect organizational performance. The purpose of this research is to investigate the effect of role clarity and work autonomy on the performance of employees with the mediating influence of organizational commitment. Classical organization theory and role theory constitute the methodological framework of the study. Structural equation modelling and confirmatory factor analysis were used as research methods. Data is gathered from 311 employees of five different multinational telecommunication organizations operating in the Federal Capital Territory (FCT) Islamabad and Rawalpindi City, Punjab, Pakistan through a convenience sampling. We used AMOS for data analysis. The research results revealed that role clarity and work autonomy have a significant positive effect on the work performance of individuals. Similarly, organizational commitment demonstrated the partial mediation between the association of role clarity and work autonomy with work performance among employees of multinational telecommunication organizations. Employees who are uncertain about their job responsibilities are unable to be engaged and motivated at work. Organizations, therefore, should eradicate role ambiguities and conflicts to boost staff commitment by propping a clear role for the enhancement of work performance. This research extends the role theory, and our findings can give companies insights into how to customize autonomy levels for maximum productivity.

организационные роли;автономия труда;приверженность организации;производительность труда;телекоммуникационные компании;Пакистан.

role clarity;work autonomy;organizational commitment;work performance;telecommunication organizations;Pakistan.

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