کنکاشی پیمایشی پیرامون عدالت سازمانی در سپهر شبکه بانکی (مورد مطالعه:کارشناسان و مدیران بانک خصوصی)
محورهای موضوعی : مدیریت منابع انسانی
گلناز مهدی عصری
1
(دانشجوی دکتری مدیریت دولتی، گروه مدیریت دولتی، واحد تهران مرکز، دانشگاه آزاد اسلامی، تهران، ایران.)
حسین صفرزاده
2
(استادیار،گروه مدیریت بازرگانی، واحد تهران مرکز، دانشگاه آزاد اسلامی ، تهران، ایران.)
محمد رضا ربیعی مندجین
3
(استادیار، گروه مدیریت دولتی، واحد تهران مرکز، دانشگاه آزاد اسلامی، تهران، ایران.)
کلید واژه: عدالت سازمانی, شبکه بانکی, بانک خصوصی,
چکیده مقاله :
زمینه و هدف: نقش نیروی انسانی در سازمان ها غیرقابل انکار است و بررسی متغیرهای مرتبط با آن مثل عدالت، اهمیت مضاعف پیدا می کند. هدف این پژوهش، کنکاشی پیمایشی پیرامون عدالت سازمانی در سپهر شبکه بانکی می باشد. روش بررسی: این پژوهش از نظر هدف کاربردی می باشد. جامعه آماری شامل کلیه مدیران و کارشناسان شاغل در بانک های خصوصی بود که 120 نفر به عنوان نمونه آماری پژوهش انتخاب شدند. برای جمع‌آوری اطلاعات از پرسشنامه محقق ساخته استفاده شد که روایی و پایایی آن ها تایید شد. یافتهها: یافته ها نشان داد میزان احساس عدالت سازمانی متوسط رو به بالا می‌باشد. نتایج مقایسه ابعاد عدالت سازمانی به تفکیک دو گروه کارشناسان و مدیران نشان داد در هر دو گروه، بالاترین میزان احساس عدالت مربوط به عدالت اطلاعاتی و پائین‌ترین میزان مربوط به عدالت توزیعی بود. نتایج مقایسه شاخص‌های عدالت سازمانی نشان داد کارشناسان از «وجود ارتباطات سازنده» و مدیران از «بهبود جو گروه‌های کاری» بیشترین میزان احساس عدالت را داشتند. نتیجه گیری: پیاده‌سازی عدالت سازمانی در شبکه بانکی می‌تواند باعث ارتقای رضایتمندی کارکنان، تعهد سازمانی و همچنین اعتماد مشتریان را به همراه داشته باشد.
Background and purpose: The role of human resources in organizations is undeniable, and examining variables related to it, such as justice, becomes doubly important. The purpose of this research is to explore the organizational justice in Sepehr banking network. Research method: This research is practical in terms of purpose. The statistical population included all managers and experts working in private banks, and 120 people were selected as the statistical sample of the research. A researcher-made questionnaire was used to collect data, and its validity and reliability were confirmed. Findings: The findings showed that the level of feeling of organizational justice is medium to high. The results of comparing the dimensions of organizational justice by two groups of experts and managers showed that in both groups, the highest level of sense of justice was related to informational justice and the lowest level was related to distributive justice. The results of the comparison of organizational justice indicators showed that experts had the highest sense of justice from "the presence of constructive communication" and managers from "improving the atmosphere of work groups". Conclusion: The implementation of organizational justice in the banking network can increase employee satisfaction, organizational commitment, and customer trust.
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