تأثیر عدالت سازمانی بر تعهد سازمانی با میانجیگری رفتار مثبت سازمانی مدیران مدارس ابتدایی

محورهای موضوعی : آموزش و پرورش

محمد بنیادی ¹ , ولی مهدی نژاد ²

1 - کارشناسی ارشد مدیریت آموزشی، دانشکده روانشناسی و علوم تربیتی، دانشگاه سیستان و بلوچستان، زاهدان، ایران
2 - دانشیار دانشکده علوم تربیتی و روانشناسی، دانشگاه سیستان و بلوچستان، زاهدان، ایران

تاریخ دریافت : 1399/05/16 تاریخ پذیرش : 1400/07/14 تاریخ انتشار : 1401/06/01

کلید واژه: عدالت سازمانی, تعهد سازمانی, رفتار مثبت سازمانی, مدیران مقطع ابتدایی,

چکیده مقاله :

مقدمه و هدف: سازمان‌ها برای دست‌یابی به کارایی و اثربخشی بیشتر و در نهایت دست‌یابی به اهداف تعیین‌شده ناگزیرند که توجه کافی را به منابع انسانی خود مبذول داشته و با ارج نهادن به ارزش‌ها و نیازهای کارکنان مؤثرترین گام را در تحقق اهداف سازمان بردارند. این پژوهش بدنبال بررسی تأثیر عدالت سازمانی بر تعهد سازمانی با نقش میانجی رفتار مثبت سازمانی مدیران مدارس ابتدایی بود. روش شناسی پژوهش: پژوهش حاضر از نظر هدف کاربردی و از لحاظ روش گردآوری داده‌ها کمی از نوع همبستگی بوده است. جامعه آماری این پژوهش کلیه مدیران مدارس مقطع ابتدایی شهر زاهدان بودند که 114 نفر به روش  طبقه‌ای متناسب با حجم و نمونه‌گیری در دسترس به‌عنوان نمونه انتخاب شدند. داده‌ها با استفاده از سه پرسشنامه عدالت سازمانی، تعهد سازمانی و رفتار مثبت سازمانی جمع‌آوری‌شده و برای تعیین روایی ابزارهای پژوهش از روایی محتوایی و جهت تعیین پایایی از ضریب آلفای کرونباخ استفاده شد که به ترتیب 93/0، 85/0 و 91/0 برآورد گردید. برای تجزیه و تحلیل آماری داده‌ها از آزمون رگرسیون گام‌به‌گام و مدل یابی معادلات ساختاری (SEM)  استفاده شده است. یافته­ ها: نتایج نشان داد که عدالت سازمانی بر تعهد سازمانی مدیران مدارس ابتدایی در سطح اطمینان 99 درصد تأثیر مثبت و معنی‌دار دارد (01/0>P). همچنین نتایج نشان داد که رفتار سازمانی مثبت در رابطه بین عدالت سازمانی و تعهد سازمانی در سطح اطمینان 95 درصد نقش واسطه‌ای ایفا می‌کند (05/0>P). نتایج آزمون رگرسیون گام‌به‌گام نشان داد از بین مؤلفه‌های عدالت سازمانی، مؤلفه عدالت مراوده‌ای توانست تعهد سازمانی را پیش‌بینی کند و همچنین از میان مؤلفه‌های رفتار مثبت سازمانی، مؤلفه خود کارآمدی قادر به پیش‌بینی تعهد سازمانی مدیران بود. بحث و نتیجه­ گیری: به نظر می‌رسد با بررسی موانع ساختاری ازجمله آیین‌نامه‌ها و دستورالعمل‌های مغایر با عدالت سازمانی، می‌توان گام‌های مؤثری برای بهبود سطح عدالت سازمانی در ادارات و مدارس برداشت.  

چکیده انگلیسی:

Introduction: In order to achieve greater efficiency and effectiveness and finally achieve the set goals, organizations must pay enough attention to their human resources and take the most effective step in realizing the goals of the organization by respecting the values and needs of the employees. research methodology: The aim of this study was to investigate the effect of organizational justice on organizational commitment with the mediating role of positive organizational behavior of primary school principals. The present study was quantitative in terms of data collection method. The target population of this study was all principals of primary schools in Zahedan that 114 people were selected as a sample by stratified sampling method. Data were collected using three questionnaires of organizational justice, organizational commitment and positive organizational behavior. Content validity was used to determine the validity of research instruments and Cronbach's alpha coefficient was used to determine the reliability, which was estimated to be 0.93, 0.85 and 0.91, respectively. Stepwise regression test and structural equation modeling (SEM) were used for statistical analysis of data. Findings: The results showed that organizational justice has a positive and significant effect on the organizational commitment of primary school principals at 99% confidence level (P <0.01). The results also showed that positive organizational behavior in the relationship between organizational justice and organizational commitment at the 95% confidence level plays a mediating role (P <0.05). The results of stepwise regression test showed that among the components of organizational justice, the component of interactive justice was able to predict organizational commitment and also among the components of positive organizational behavior, the component of self-efficacy is able to predict organizational commitment of primary school principals. Conclusion: It seems that effective steps can be taken to improve the level of organizational justice in offices and schools by examining structural obstacles such as by-laws and instructions that contradict organizational justice.  

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