ارائه مدلی برای تبیین رفتار شهروندی سازمانی براساس رضایت شغلی و عدالت سازمانی در دانشگاه آزاد اسلامی واحد ارسنجان
الموضوعات :
1 - گروه روانشناسی، واحد ارسنجان، دانشگاه آزاد اسلامی، ارسنجان، ایران.
2 - گروه روانشناسی، واحد ارسنجان، دانشگاه آزاد اسلامی، ارسنجان، ایران
الکلمات المفتاحية: عدالت سازمانی, رضایت شغلی, رفتار شهروندی سازمانی, دانشگاه آزاد اسلامی واحد ارسنجان,
ملخص المقالة :
هدف این پژوهش ارائه مدلی برای تبیین رفتار شهروندی سازمانی براساس رضایت شغلی و عدالت سازمانی در دانشگاه آزاد اسلامی واحد ارسنجان، بود. بدین منظور، از بین کلیه پرسنل دانشگاه آزاد اسلامی واحد ارسنجان اعم از کارکنان رسمی و اعضای هیات علمی، با استفاده از فرمول کوکران 125 نفر (96 نفر مرد و 29 نفر زن)، به شیوهی نمونهگیری تصادفی طبقهبندی شده به روش سیستماتیک، انتخاب شدند و با استفاده از پرسشنامههای عدالت سازمانی نیهوف و مورمن، سنجش رفتار سازمانی پودساکف و شاخص توصیف شغل (JDI)، مورد آزمون و دادههای به دست آمده با استفاده از روش تحلیل مسیر، مورد ارزیابی آماری قرار گرفتند. یافتهها نشان داد ابعاد عدالت توزیعی، تعاملی و رویهای قادر به پیشبینی رفتار شهروندی سازمانی میباشند. رضایت شغلی نیز قادر به پیشبینی رفتار شهروندی سازمانی میباشد. همچنین ترکیبی خطی از ابعاد عدالت سازمانی و رضایت شغلی، رفتار شهروندی سازمانی را پیشبینی مینمایند. یافتهها همچنین نقش واسطهگری رضایت شغلی را در رابطه بین ابعاد عدالت سازمانی و رفتار شهروندی سازمانی مورد تأیید قرار داد. با توجه به یافتههای به دست آمده نتیجه گرفته میشود که مدیران سازمان مورد مطالعه و همچنین سازمانهای دیگر نسبت به اعمال رفتارهای عادلانه در مورد کارکنان اهتمام بیشتری ورزند که این هم موجب رضایت شغلی کارکنان و هم موجب افزایش عملکرد سازمان خواهد شد و در نتیجه رضایت افرادی که گیرنده خدمت از سازمان هستند را در پی خواهد داشت.
- Ashnack J. (1996). Organizational Citizenship Behavior. Journal of Applied pychology; 2: 24-30.
- Baron RM, Kenny DA. (1986). The moderator-mediator variable distinction in social Psychological research: conceptual, strategic, and statistical considerations. Journal of Personality and Social Psychology; 51: 1173-82.
- Bolino MC, Turnley WH, Bloodgood JM. (2009). Citizenship behavior and thecreation of social capital in organizations. Academy of Management Review; 41(4): 501-522.
- Borman WC, Motowidlo SJ. (1993). Expanding the criterion domain to include elements of contextual performance. Chapter in N. Schmitt and W. C. Borman (Eds.), Personnel selection in organizations (pp. 71-98). San Francisco: Jossey-Bass.
- Borman WC, White LA, Dorsey DW. (1995). Effects of ratee task performance and interpersonal factors on supervisor and peer performance ratings. Journal of Applied Psychology; 80(1): 168-177.
- Brief AP, Motowidlo SJ. (1986). Prosocial organizational behaviors. Academy of Management Review; 11(4): 710–725.
- Chen CC, Chiu SF. (2009). The mediating role of job involvement in the relationship between job characteristics and organizational citizenship behavior. J Soc Psychol; 149(4): 474-94.
- Chiu SF, Chen HL. (2005). Relationship between job characteristics and organizational citizenship behavior: The mediational role of job satisfaction. Social Behavior and Personality; 33(6):523-540.
- Di Fabio A, Palazzeschi L. (2012). Organizational justice: personality traits or emotional intelligence? An empirical studyin an Italian hospital context. Journal of Employment Counseling; 49: 31-42.
- Ertürk A. (2007). Increasing organizational citizenship behaviors of Turkish academicians: Mediating role of trust in supervisor on the relationship between organizational justice and citizenship behaviors. Journal of Managerial Psychology; 22(3): 257-270.
- Eskew DE. (2005). The role of organizational justice in organizational citizenship behavior. Employee Responsibilities and Rights Journal; 6(3): 185-194.
- Folger R, Konovsky MA. (1989). Effects of procedural and distributive justice on reactions to pay raise decisions. The Academy of Management Journal; 32: 115-130.
- Foote DA, Tang TL. (2008). Job satisfaction and organizational citizenship behavior (OCB): Does team commitment make a difference in self-directed teams?.Management Decision; 46(6): 933-947.
- George JM, Bettenhausen K. (1990). Understanding prosocial behavior, sales performance, and turnover: A group-level analysis in a service context. Journal of Applied Psychology; 75(6): 698-709.
- George JM, Brief AP. (1992). Feeling good-doing good: a conceptual analysis of the mood at work-organizational spontaneity relationship. Psychol Bull; 112(2): 310-29.
- George JM, Jones GR. (1997). Experiencing work: Values, attitudes and moods. Human Relations; 50(4): 393-416.
- Hodson R. (2002). Management citizenship behavior and its consequence. Work and occupations; 29(1): 64-96.
- Ibrahim MA, Aslinda A. (2013). Relationship between organizational commitment and organisational citizenship behavior (OCB) at Goverment-Owned corporation companies. Journal of Public Administration and Governance; 3(3): 35-42.
- Karriker JH, Williams ML. (2009). Organizational justice and organizational citizenship behavior: A mediated multifoci model. Journal of Management; 35(1): 112-135.
- Khan NR, Ghouri AM, Awang M. (2013). Leadership styles and organizational citizenship behavior in small and medium scale firms. Journal of Arts, Science & Commerce; 5(2): 153-163.
- Lambert EG, Hoganb NL, Jiangc S, Elechid OO, Benjamine B, Morrisf A, Lauxg JM, Dupuyg P. (2010).The relationship among distributive and procedural justice and correctional life satisfaction, burnout, and turnover intent: An exploratory study. Journal of Criminal Justice; 38 (1): 7-16.
- Lee K, Allen NJ. (2002). Organizational citizenship behavior and workplace deviance: The role of affect and cognitions. Journal of Applied Psychology; 87(1), 131-142.
- Lian LK, Tui LG. (2012). Leadership styles and organizational citizenship behavior: The mediating effect of subordinates' competence and downward influence tactics. Journal of Applied Business & Economics; 13(2): 59-69.
- Mokhtarianpour M. (2008). Perceptual barriers in the pursuit of justice. Journal of Socio-political; 5: 200-163. [in Persian]
- Moorman RH. (1991). Relationship between organizational Justice and organizational citizenship behaviors: Do fairness perceptions influence employee citizenship?. Journal of Applied psychology; 76(6): 845-855.
- Motowidlo SJ, Van Scotter JR. (1994). Evidence that task performance should be distinguished from contextual performance. Journal of Applied Psychology; 79(4): 475-480.
- Naami A, Shokrkon H. (2004). Examine the relationship between organizational justice and job satisfaction of employees of an industrial company. Journal of Education and Psychology; 11(1-2): 70-57. [in Persian]
- Nadiri H, Tanova C. (2010). An investigation of the role of justice inturn over intentions, job satisfaction and organizational citizenship behavior inhospitality industry. International Journal of Hospitality Management; 29: 33-41.
- Niehoff BP, Moorman RH. (1993). Justice as a mediator of the relationship between methods of monitoring and organizational citizenship behavior. Academy of Management Journal; 36(3): 527-556.
- O'Reilly CA, Chatman J. (1986). Organizational commitment and psychological attachment: The effects of compliance, identification, and internalization on prosocial behavior. Journal of Applied Psychology; 71(3): 492-499.
- Podsakoff NP, Whiting SW, Podsakoff PM, Mishra P. (2011). Effects of organizational citizenship behaviors on selection decisions in employment interviews. J Appl Psychol; 96(2): 310-326.
- Podsakoff PM, MacKenzie SB, Paine JB, Bachrach DG. (2000). Organizational citizenship behaviors: a critical review of thetheoretical and empirical literature and suggestions for future research. Journal of Management; 26(3): 513-63.
- Randall DM. (1990). The consequences of organizational commitment: methodological investigation. Journal of Organizational Behavior; 11(5): 361–378.
- Swaminathan S, Jawahar PD. (2013). Job satisfaction as a predictor of organizational citizenship behavior: An empirical study. Global Journal of Business Research; 7(1): 71-80.
- Van Dyne L, Cummings LL, McLean Parks J. (1995). Extra-Role behaviors: In pursuit of construct and definitional clarity. In L. L. Cummings & B. M. Staw (Eds.), Research in Organizational Behavior.
- Walumbwa FO, Cropanzano R, Hartnell CA. (2009). Organizational justice, voluntary learningbehavior, and job performance: A test of the mediatingeffects of identification and leader-member exchange. Journal of Organizational Behavior; 30: 1103-1126.
- Williams S, Pitre R, Zainuba M. (2002). Justice and organizational citizenship behavior intentions: fair rewards versus fair treatment. J Soc Psychol; 142(1):33-44.
- Yilmaz K, Tasdan M. (2009). Organizational citizenship and organizational justice in Turkish primary schools. Journal of Educational Administration; 47(1): 108-26.
- Zeinabadi H, Salehi K. (2011). Role of procedural justice, trust, job satisfaction, and organizational commitment in organizational citizenship behavior (OCB) of teachers: proposing a modified social exchange model. Procedia-Socialand Behavioral Sciences; 29: 1472-81.
_||_
