رابطه ادراک پرستاران ازعدالت سازمانی و رفتارهای انتقام جویانه در بیمارستان‌های آموزشی دانشگاه علوم پزشکی یزد در سال 1395
محورهای موضوعی : -مدارک پزشکیمحمدامین بهرامی 1 , سیدسجاد بیدکی 2 , محجوب شفیعی 3 , فرزانه شرفی 4 , سجاد بهاری نیا 5
1 - دانشیار، گروه مدیریت خدمات بهداشتی و درمانی، دانشگاه علوم پزشکی و خدمات بهداشتی درمانی شهید صدوقی یزد، یزد، ایران
2 - دانشجوی کارشناسی مدیریت خدمات بهداشتی و درمانی، دانشگاه علوم پزشکی و خدمات بهداشتی درمانی شهید صدوقی یزد، یزد، ایران
3 - دانشجوی کارشناسی بهداشت عمومی، دانشگاه علوم پزشکی و خدمات بهداشتی درمانی شهید صدوقی یزد، یزد، ایران
4 - دانشجوی کارشناسی بهداشت عمومی، دانشگاه علوم پزشکی و خدمات بهداشتی درمانی شهید صدوقی یزد، یزد، ایران
5 - دانشجوی کارشناسی مدیریت خدمات بهداشتی و درمانی، دانشگاه علوم پزشکی و خدمات بهداشتی درمانی شهید صدوقی یزد، یزد، ایران
کلید واژه: رفتارهای انتقام‌جویانه, عدالت سازمانی, پرستار, بیمارستان,
چکیده مقاله :
مقدمه: عدالت سازمانی درجه‌ای است که کارکنان احساس می‌کنند قوانین و سیاست‌های سازمانی مربوط به کار آنها منصفانه است. هدف از پژوهش حاضر، رابطه ادراک پرستاران از عدالت سازمانی و رفتارهای انتقام‌جویانه در بیمارستان‌های آموزشی دانشگاه علوم پزشکی یزد در سال 1395 بود. روش پژوهش: این مطالعه توصیفی همبستگی بود که به صورت مقطعی درسال 1395 در 3 بیمارستان آموزشی انجام شد. جامعه مورد پژوهش شامل پرستاران بودند. 190 نفر از پرستاران در این مطالعه شرکت کردند. داده‌های پژوهش به وسیله پرسشنامه‌های استاندارد عدالت سازمانی (نیهوف و مورمن 1998) و پرسشنامه رفتار انتقام جویانه تکمیل شد. تجزیه و تحلیل داده‌ها توسط نرم‌افزار SPSS نسخه24 و با استفاده از آزمون‌های آمار توصیفی (میانگین و انحراف معیار) و ضریب همبستگیPearson انجام گرفت. یافته‌ها: میانگین امتیاز عدالت سازمانی، توزیعی، رویه‌ای و تعاملی در بیمارستان‌های مورد مطالعه به ترتیب 64/0 ± 40/3 ، 73/0 ± 91/3 ، 76/0 ± 14/3 و 82/0 ± 90/2 بود. میانگین امتیاز رفتارهای انتقام جویانه در این بیمارستان‌ها، 45/0 ± 59/4 به دست آمد. نتیجه‌گیری: نتایج پژوهش نشان داد که عدالت ادراک شده توزیعی رابطه‌ی معناداری با رفتارهای انتقام‌جویانه دارد. همبستگی به دست آمده بین عدالت توزیعی و رفتارهای انتقام‌جویانه 16/0 می‌باشد با توجه به نتایج به دست آمده، هرگونه اقدامی‌که منجر به عادلانه‌تر شدن و منصفانه‌تر شدن پرداخت‌ها بشود، باعث کم شدن رفتارهای انتقام‌جویانه خواهد شد.
Introduction: Organizational justice degree to which employees feel organizational rules and policies related to the fair. The aim of this study was to determine the relationship between nurses' perceptions of organizational justice and revenge behavior in the teaching hospital of the medical university in 2016. Methods: This cross-sectional descriptive study was -Hmbstgy was conducted in 1395 in three hospitals. The study nurses. 190 nurses participated in this study. Research data was collected by standard questionnaires of organizational justice (Niehoff and Moorman 1998) and was completed questionnaire seeking Rftarantqam. Data analysis software SPSS version 24, using descriptive statistics (mean and standard deviation) and Pearson correlation coefficient was used. Results: The mean score of organizational justice, distributive, procedural and interactional in hospitals, respectively 3/40 ± 0/64, 3/91 ± 0/73, 3/14 ± 0/76 and 2/90 ± 0/82. Average rating retaliatory behavior in these hospitals, 45/0 ± 59/4 respectively. Conclusion: The results showed that perceived distributive justice, revenge is a significant relationship behaviors. Obtained correlation between distributive justice and revenge behavior is 16/0 according to the results obtained, any initiative that leads to a more equitable and fairer payments could lead to retaliatory behavior will be reduced.
1- Dastjany Farahani A. Organizational justice, Available at: URL: https://www.Afrineh. persiangig.com/obm/new/aadfarahani.doc. last Access; 2012.
2- Hossein-Zadeh A, Rezai M. new concepts in organizations, Available at: URL:https:// www.e – modiran.com. Last Access; 2008.
3- Devasagayam H. Organizational citizenship behavior of distributed team: a study on the mediating effects of organizational justice in software organizations. International Journal of scientific and Engineering Research, 2013; 4(1): 1-54.
4- Nava Ebrahim A, Abdollahi B. Golden key employee empowerment of human resource management Tehran. virayesh publication; 2006.
5- Neihoff BP, Moorman RH. justice as a mediator of the relationship between method of monitoring and organizational citizenship behavior. Academy of management Journal, 1993; 36: 527-556.
6- Moorman RH, Blackely GL, Niehoff BP. Does perceived organizational support Mediate the Relationship between procedural Justice and organizational citizenship Behavior? Academy of management Journal, 1998; 41: 351-357.
7- Greenberg J. Stress Fairness to Fare No stress: managing workplace stress by promoting Organizational Justice, Organizational Dynamics, 2004; 33: 322-365.
8- Ghaforie varnosefadarani M, Golparvar M. The relationship between components of organizational commitiment of employees of municipality of Esfahan, 2009; 4(5): 139-148.
9- Kaneshiro P. Analyzing the organizational justice, and commitment relationship in a public organization [Thesis]. Ann Arbor, MI: University Microfilms International; 2008.
10- Publisher: Elsevier-science Direct Journal: Journal of Research in personality volume 46, Issue 5.October, 2012; 546-555.
11- URL:https://fa.wikipedia.org/wiki/ francis Bacon#cite-ref-3. Last Access: September24, 2016.
12- The causes of dishonesty in organizations and the role of managers in promoting mahr Nasirzadeh & Mozhgan, 2008.
13- Fox s, spector PE, Miles,D. Counterproductive work behavior(CWB) in response to job stressors and organizational justice: the moderator effect of autonomy and emotion traits; 1999.
14- Hollinger RC. Acts against the work place: Social bonding and employee deviance. Deviant Behavior,1986; 7: 53-75.
15- Jelinek Ahearn M. The ABC, S of ACB: Unveiling a clear and present danger in the sales force, Industrial Marketing Management, 2006; 35: 457-467.
16- Gharaee H, Bahrami MA, Rejaliyan F, Atashbahar O, Homayouni A, Ataollahi F, et al. the relationship of organizational perceived justice and social responsibility in Yazd hospitals, Iran. J Manage Med Inform Sch, 2013; 1(1): 26-37.
17- Manzari Tavakoli AR, Rajabi M. The relationship between organizational justice perception and satisfaction: a study on employees of kerman University of Medical Sciences. Journal of Health and Development, 2013; 2(1): 22-32. [In Persian]
18- Yaghobi M, Saghaeian Nezhad S, Gorgi HA, Norouzi M, Rezaie F. Organizational justice job satisfaction and organizational commitment in the hospital staffs; Isfahan University of Medical Sciences. Journal of Health Administration, 2009; 12(35): 25-32. [In Persian]
19- Yaghobi M. Yarmohammadian MH, Raeisi AR, Javadi M, Saghaiannejad Isfahani S. a study of Relationship between the organizational justice and organizational citizenship behavior among medical records in hospitals of IUMS. Health Information Management, 2010; 7(4): 506-15. [In Persian]
20- Javadi M, Karimi S, Yaghoubi M, Kadkhodaie M. Organizational justice and responsiveness in selected private and public hospitals, Iran. J Sch Public Health Inst Public Health Res, 2012; 9(4); 111-20. [In Persian]
21- Hedayati SP, Faraji O, Mohabbati F, Hamedi S, Emadi V, Sharifi T. Relationship between organizational justice and employees`productivity in hospitals of Zabol; 2010. Medical Ethics, 2011; 5(17): 105-18. [In Persian]
_||_
1- Dastjany Farahani A. Organizational justice, Available at: URL: https://www.Afrineh. persiangig.com/obm/new/aadfarahani.doc. last Access; 2012.
2- Hossein-Zadeh A, Rezai M. new concepts in organizations, Available at: URL:https:// www.e – modiran.com. Last Access; 2008.
3- Devasagayam H. Organizational citizenship behavior of distributed team: a study on the mediating effects of organizational justice in software organizations. International Journal of scientific and Engineering Research, 2013; 4(1): 1-54.
4- Nava Ebrahim A, Abdollahi B. Golden key employee empowerment of human resource management Tehran. virayesh publication; 2006.
5- Neihoff BP, Moorman RH. justice as a mediator of the relationship between method of monitoring and organizational citizenship behavior. Academy of management Journal, 1993; 36: 527-556.
6- Moorman RH, Blackely GL, Niehoff BP. Does perceived organizational support Mediate the Relationship between procedural Justice and organizational citizenship Behavior? Academy of management Journal, 1998; 41: 351-357.
7- Greenberg J. Stress Fairness to Fare No stress: managing workplace stress by promoting Organizational Justice, Organizational Dynamics, 2004; 33: 322-365.
8- Ghaforie varnosefadarani M, Golparvar M. The relationship between components of organizational commitiment of employees of municipality of Esfahan, 2009; 4(5): 139-148.
9- Kaneshiro P. Analyzing the organizational justice, and commitment relationship in a public organization [Thesis]. Ann Arbor, MI: University Microfilms International; 2008.
10- Publisher: Elsevier-science Direct Journal: Journal of Research in personality volume 46, Issue 5.October, 2012; 546-555.
11- URL:https://fa.wikipedia.org/wiki/ francis Bacon#cite-ref-3. Last Access: September24, 2016.
12- The causes of dishonesty in organizations and the role of managers in promoting mahr Nasirzadeh & Mozhgan, 2008.
13- Fox s, spector PE, Miles,D. Counterproductive work behavior(CWB) in response to job stressors and organizational justice: the moderator effect of autonomy and emotion traits; 1999.
14- Hollinger RC. Acts against the work place: Social bonding and employee deviance. Deviant Behavior,1986; 7: 53-75.
15- Jelinek Ahearn M. The ABC, S of ACB: Unveiling a clear and present danger in the sales force, Industrial Marketing Management, 2006; 35: 457-467.
16- Gharaee H, Bahrami MA, Rejaliyan F, Atashbahar O, Homayouni A, Ataollahi F, et al. the relationship of organizational perceived justice and social responsibility in Yazd hospitals, Iran. J Manage Med Inform Sch, 2013; 1(1): 26-37.
17- Manzari Tavakoli AR, Rajabi M. The relationship between organizational justice perception and satisfaction: a study on employees of kerman University of Medical Sciences. Journal of Health and Development, 2013; 2(1): 22-32. [In Persian]
18- Yaghobi M, Saghaeian Nezhad S, Gorgi HA, Norouzi M, Rezaie F. Organizational justice job satisfaction and organizational commitment in the hospital staffs; Isfahan University of Medical Sciences. Journal of Health Administration, 2009; 12(35): 25-32. [In Persian]
19- Yaghobi M. Yarmohammadian MH, Raeisi AR, Javadi M, Saghaiannejad Isfahani S. a study of Relationship between the organizational justice and organizational citizenship behavior among medical records in hospitals of IUMS. Health Information Management, 2010; 7(4): 506-15. [In Persian]
20- Javadi M, Karimi S, Yaghoubi M, Kadkhodaie M. Organizational justice and responsiveness in selected private and public hospitals, Iran. J Sch Public Health Inst Public Health Res, 2012; 9(4); 111-20. [In Persian]
21- Hedayati SP, Faraji O, Mohabbati F, Hamedi S, Emadi V, Sharifi T. Relationship between organizational justice and employees`productivity in hospitals of Zabol; 2010. Medical Ethics, 2011; 5(17): 105-18. [In Persian]