ارایه مدل علی اخلاق کار اسلامی و تعهد سازمانی با نقش واسطه ای عدالت سازمانی و ارزش های شغلی

محورهای موضوعی : آموزش و پرورش

محمد رضا سرمدی ¹

1 - استاد، گروه علوم تربیتی، دانشگاه پیام نور، تهران، ایران

تاریخ دریافت : 1395/08/16 تاریخ پذیرش : 1395/08/16 تاریخ انتشار : 1395/08/01

کلید واژه: عدالت سازمانی, تعهد سازمانی, اخلاق کار اسلامی, ارزش های شغلی, مدل تحلیل مسیر,

چکیده مقاله :

    هدف اصلی پژوهش ارایه مدل علی اخلاق کار اسلامی و تعهد سازمانی با نقش واسطه ای عدالت و ارزش های شغلی در بین اعضای هیئت علمی دانشگاه پیام نور می باشد. این پژوهش از منظر هدف کاربردی و از نظر شیوه گردآوری داده ها در زمره پژوهش های توصیفی همبستگی است. جامعه آماری پژوهش، شامل تمامی اعضای هیئت علمی دانشگاه پیام نور می باشدکه از روش نمونه‌گیری خوشه ای تصادفی و با استفاده از جدول مورگان تعداد 362 نفر انتخاب شدند. پرسش‌نامه‌های بکار رفته در پژوهش شامل پرسش نامه تعهد سازمانی (Allen & Meyer,1997)، اخلاق کار اسلامی (Yousef,2001)، عدالت سازمانی (Colquitt& et al,2001) و ارزش های شغلی (Seevers,2001) بوده اند. داده های گرد آوری شده پژوهش برای بررسی فرضیه ها با استفاده از تحلیل مسیر مورد بررسی و تحلیل قرار گرفتند. نتایج نشان دهنده برازندگی مدل مفهومی و تایید آن برای جامعه دانشگاه پیام نور و بویژه اعضای هیئت علمی است. وجود ارتباط مستقیم و معنادار میان مولفه های اخلاق کار اسلامی (نگرش اخلاقی به کار (36/0 و 30/0)، روابط بین فردی (25/0 و22/0)) و عدالت سازمانی و ارزش‌های شغلی از یک سو و از سوی دیگر، وجود وجود ارتباط مستقیم و معنادار میان عدالت سازمانی (37/0) و ارزش های شغلی (41/0) با تعهد سازمانی اثرهای مستقیم مورد بررسی قرار گرفت. در مورد اثرهای غیر مستقیم مولفه های اخلاق کار اسلامی نگرش اخلاقی به کار (16/0) و روابط بین فردی (11/0) با تعهد سازمانی با نقش میانجی عدالت سازمانی و ارزش های شغلی است که نشان دهنده نقش واسطه ای این دو متغیر و اهمیت آن ها در تحلیل های سازمانی است. کل مقدار واریانس تبیین شده تعهد سازمانی بواسطه مولفه‌های اخلاق کار اسلامی، عدالت سازمانی و ارزش های شغلی (27/0) می باشد.

چکیده انگلیسی:

The aim of this study is to present causal model of Islamic Work Ethics and organizational commitment with mediating role of work values of organizational Justice among PNU Faculty Members. The present research is applied and the method of data collection is descriptive correlational. The study population included all faculty members whose PNU random cluster sampling, 362 students were selected using Morgan table. The questionnaire used in the research were organizational commitment (Allen & Meyer, 1997), Islamic work ethics (Yousef, 2001), organizational justice (Colquitt & et al, 2001) and job values (Seevers, 2001). Research data were collected in order to be examined and the hypotheses were analyzed using path analysis. The results showed that the conceptual model and its suitability was confirmed for the PNU, especially for the faculty members. There was a significant correlation between Islamic work ethics (moral attitude to work (0/36 and 0/30) and interpersonal relations (0/25 and 0/22)) and organizational justice and job values on the one hand; and on the other hand, there is a significant correlation between organizational justice (0/37), and work values (0/41) direct effects of organizational commitment. The indirect effects of Islamic work ethics, moral attitude to work (0/16) and interpersonal relations (0/11) with the mediating role of organizational justice and organizational commitment with work values represent the mediating role of these two variables and their importance in organizational analysis. The total variance specified in organizational commitment by Islamic work ethics, organizational justice and job values is (0/27).

منابع و مأخذ:

-Abu Bakar, A. (2008). The relationship between Islamic work ethics, work conflicts, rewards and job satisfaction. Organizational communication: Issues and challenges of the new millennium.University Utara Malaysia.

- Ali, A. (1988). Scaling an Islamic work ethic. The Journal of Social Psychology, 128(5), 575-583.

- Ali, J.A. & Al-Kazemi, A. (2007) ”Managerial problems in Kuwait”, The Journal of Management Development, Vol. 21 No. 5, pp. 366-375.

- Ali, J.A., & Abdullah, A.O. (2008)Islamic work ethics: A critical review, Cross cultural management: An international Journal, 15 (1), 5-19.

- Allen N.J. & Meyer J.P. (1997). Affective, continuance, and normative commitment to the organization: An examination of construct validity. Journal of Vocational Behavior, 94: 252-279.

- Allen, N.J. & Meyer, J.P. (1990). ,"The measurement and antecedents and of affective, continuance and normative commitment to the organization”, Journal of Occupational Psychology, Vol.63, pp.1-18.

- Ceylan A. & Kaynak, R. (2010).  Work alienation as a mediator of the relationship between Organizational in justice and Organizational commitment: implications for Health care professionals.  International Journal of Business and Management, 5(4): 27-38.

- Colquitt, J.A., Conlon, D.E., Wesson, M.J., Porter, C.O., & Ng, K.Y. (2001). Justice at the millennium: A meta-analytic review of 25 years of organizational justice research. Journal of Applied Psychology, 86:425-445.

- Diane, L. W. (2002).Determinants of Ethical Behavior of Public Administrators: Profession, Position, and Organizational Climate. Dissertation of Master of Art ,Tennessee State University. 

- Fariba, L. (2006), 'A dynamic model interpreting work-related values of multi-faceted cultures:the case of Iran', International Journal of Human Resource Management, 17: 12, 2055-2073.

- Hoye, R. (2007). Commitment, involvement and performance of voluntary sport organization boardmembers. European Sport Management Quarterly, 7(1), 109-121.

- Husin,W. Wan Norhasniah,W.(2012) Work Ethics from the Islamic Perspective in Malaysia. European Journal of Social Sciences; Vol. 29 Issue 1, p51.

- Lee, M.R. (2009). E-ethical leadership for virtual project teams.  International Journal of Project Management, 27: 456- 463.

- Lufihak, E. M. A. (2009). The impact of perceived organizational ethical climate on work satisfaction. journal of business Ethics, 84, 297-311.

- Mahmood, K. & Ismael, A.S. (2009), Islamic Work Ethics among Arab college students, Cross cultural management: An international Journal, Vol. 16 (4), 333-346

- Mohamed, N., Abdul Karim, N.S. & Hussein, R. (2010).“Linking Islamic work ethic to computer use ethics, satisfactions, organizational commitment in Malaysia”, Journal of Business Systems, Governance and Ethics, 5 (1), 13-23. 

- Moeidfar, S. (2006). Work behavior and the influential factors among employees. Journal - Social Welfare Research, 6(23), 321-341.

- Latif, M.N. (2007). The effectiveness of implementing Islamic values and ethics in public administration: A study in the Public Service Department of Malaysia). AkademiPengajian Islam: Universiti Malaya.

- Osman, A. (1999). Islamic Work Ethics & Professionalism. Kuala Lumpur: Frontier Enterprise.

-Paula C. Morrow, James C. McElroy, Kevin P. Scheibe. (2012). Influencing organizational commitment through office redesign.,Journal of Vocational Behavior, Volume 81, Issue 1.

- Peterson, D.K. (2008). Invesztigation of workplace behavior and the organizations ethical climate. Journal of Business and Psychology 17(1): 47-61.

- Petty, G. C., & Hill, R. B. (2005). Work ethic: Characteristics perceived work ethics ofsupervisors and workers. Journal of Industrial Teacher Education, 42(2) 5-20.

- Podsakoff, N. P., Whiting, S. W., Podsakoff, P. M., & Mishra, P. (2010). Effects of organizational citizenship behaviors on selection decisions in employment interviews. Journal of Applied Psychology. Advance online publication.

- Podsakoff, N. P., Whiting, S. W., Podsakoff, P. M., & Blume, B. D. (2009). Individual and organizational level consequences of organizational citizenship behaviors: A meta-analysis. Journal of Applied Psychology, 94(1), 122-141.

- Rahman, N. M., Muhamad, N., & Othman, A. S. (2006). the Relationship between Islamic Work Ethics and Organizational Commitment: A Case Analysis. Malaysian Management Review, 41(1): 29-42.

- Rokhman, W. (2010). The Effect of Islamic Work Ethics on Work Outcomes. Electronic Journal of Business Ethics and Organization Studies; 15(1): 21-7.

- Rotter, J. B. (1996), „Generalized expectancies for internal versus external control of

reinforcement‟, Psychological Monographs, 80(1): 609-611.

- Seevers, B.S. (2000). Identifying and clarifying organizational values. Journal of Agricultural Education , 41 (2) , 70-79.

- Tagger, S. (2009). Exploring the role of affect and evaluative beliefs in the Emergence of workplace attitude: The case of organizational commitment.; 17(3): 1-21.

- Vuuren, M. V., Jong, M. D.T., & Seydel, E. R. (2007). Direct and indirect effects of supervisor communication on organizational commitment. Corporate Communications: An International Journal, 12(2), 116-128

- Weber, M. (2002). The Protestant Ethic and The Spirit of Capitalism. (trans) Peter, R. B. & Gordon, C. W. Penguins Book.

- Yousef, D. (2001). Islamic work ethic; a moderator between organizational commitment and job satisfaction in a cross-cultural context. Personal Review, 30 (1), 152-69.