رابطه سرپرستی توهینآمیز با رفتار شهروندی سازمانی و تعهد عاطفی سازمانی: تبیین نقش میانجیگر ادراک کارکنان از عدالت تعاملی
الموضوعات :
1 - استادیار
2 - دانشجو
الکلمات المفتاحية: رفتار شهروندی سازمانی, سرپرستی توهینآمیز, تعهد عاطفی سازمانی, ادراک کارکنان از عدالت تعاملی,
ملخص المقالة :
هدف این پژوهش بررسی رابطه سرپرستی توهینآمیز با رفتار شهروندی سازمانی و تعهد عاطفی سازمانی بود. همچنین نقش میانجیگر ادراک کارکنان از عدالت تعاملی در رابطه بین سرپرستی توهینآمیز با رفتار شهروندی سازمانی و تعهد عاطفی سازمانی مورد بررسی قرار گرفت. پژوهش حاضر از جهت هدف، کاربردی و از حیث نحوه گردآوری دادهها، توصیفی از نوع پیمایشی است و جامعه آماری شامل 126 نفر از معلمان مقطع ابتدایی شهرستان ارسنجان بود. ابزار گردآوری دادهها پرسشنامه بود. روایی و پایایی پرسشنامهها با استفاده از روایی صوری، روایی سازه و همچنین محاسبه آلفای کرونباخ مورد بررسی قرار گرفت و تایید گردید. جهت تجزیه و تحلیل دادهها، از روش تحلیل عاملی تأییدی و مدل‌سازی معادلات ساختاری استفاده شد. نتایج پژوهش نشان داد که سرپرستی توهینآمیز دارای رابطه منفی و معنادار با رفتار شهروندی سازمانی، تعهد عاطفی سازمانی و ادراک کارکنان از عدالت تعاملی است. همچنین مشخص شد که ادراک کارکنان از عدالت تعاملی دارای رابطه مثبت و معنادار با رفتار شهروندی سازمانی و تعهد عاطفی سازمانی است. نهایتاً نتایج پژوهش تاییدکننده نقش معنادار متغیر میانجی ادراک کارکنان از عدالت تعاملی در رابطه بین سرپرستی توهینآمیز با رفتار شهروندی سازمانی و تعهد عاطفی سازمانی بود.
Aminshayan Jahromi, Sh., Salehi, M., & Imani, J. (2009). Relationship between Organizational Justice and Organizational Commitment with Job Satisfaction among Exceptional Schools Teachers of Bandar Abbas. Instruction and Evaluation, 2(5), 7-33. (in Persian).
Amirkhani, T., & Poorezat, A. (2009). A Survey of the Possibility of Development of Social Capital in the Light of Organizational Justice in Public Organizations. Journal of Public Administration, 1(1), 19-32. (in Persian).
Andrew, M. C., Kacmar, K. M., Blakely, G. L., & Bucklew, N. S. (2008). Group Cohesion as an enhancement to the justice affective-commitment relationship. Group & Organization Management, 33(6), 736–755.
Aryee, S., Chen, Z. X., Sun, L. Y., & Debrah, Y. A. (2007). Antecedents and outcomes of abusive supervision: Test of a trickle-down model. Journal of Applied Psychology, 92(1), 191-201.
Aryee, S., Sun, L. Y., Chen, Z. X., & Debrah, Y. A. (2008). Abusive supervision and contextual performance: The mediating role of emotional exhaustion and the moderating role of work unit structure. Management and Organization Review, 4(3), 393-411.
Asgari, A., Silong, A. D., Ahmad, A., & Sama, B. A. (2008). The relationship between transformational leadership behaviors, leader-member exchange and organizational citizenship behaviors. European Journal of Social Sciences, 6(4), 140-151.
Ashforth, B. (1994). Petty tyranny in organizations. Human Relations, 47(7), 755–778.
Avolio, B. J., & Bass, B. M. (2002). Manual for the Multifactor Leadership Questionnaire (Form 5X). Redwood City, CA: Mind garden.
Bahmani, A., Mahdavi Rad, M. R., & Balouchi, H. (2016). The Effect of Organizational Cynicism on the Quality of the Offered Services with Organizational Commitment Moderated. Management Researches, 9(31), 161-185. (in Persian).
Bass, B. M., & Avolio, B. J. (1990). Transformational leadership development: Manual for the Multifactor Leadership Questionnaire. Palo Alto, CA: Consulting Psychologists Press.
Behravan, H., & Saeedi, R. (2010). Factors Affecting the Organizational Commitment of Gas Companies Employees. Social Sciences, 6(2), 181-199. (in Persian).
Belogolovsky, E., & Somech, A. (2010). Teachers’ organizational citizenship behavior: Examining the boundary between in-role behavior and extra-role behavior from the perspective of teachers, principals and parents. Teaching and Teacher Education, 26(4), 914-923.
Blau, P. M. (1964). Exchange and power in social life. New York: Wiley. Braverman, M. (1999). Preventing workplace violence: A guide for employers and practitioners. Thousand Oaks, CA: Sage.
Castro, B, C., Martín Armario, E., & Martín Ruiz, D. (2004). The influence of employee organizational citizenship behavior on customer loyalty. International journal of Service Industry Management, 15(1), 27-53.
Chin, W. W., & Newsted, P. R. (1999). Structural equation modeling analysis with small samples using PLS, in rick hoyle(ed), Statistical strategies for small samples research, sage Publications, 307-341.
Cohen, A. (2007). Commitment before and after: An evaluation and reconceptualization of organizational commitment. Human Resource Management Review, 17(3), 336-354.
Davari, A., & Rezazadeh, A. (2015). Structural Equation Modeling with PLS. Tehran: Jahad University Press. (in Persian).
Deconinck, J. (2010). The Effect of Organizational Justice, Perceived Organizational Support, and Perceived Supervisor Support on Marketing Employees’ Level of Trust. Journal of Business Research, 63(12), 1349-1355.
Doaei, H., Mortazavi, S., & Noori, A. (2011).Modeling the Effect of Understanding Organizational Support on Citizenship Behavior; Case Study: Five Star Hotel in Pars. Journal of Executive Management, 2(38), 13-34. (in Persian).
Duffy, M. K., Ganster, D., & Pagon, M. (2002). Social undermining and social support in the workplace. Academy of Management Journal, 45(2),331–351.
Ehrhart, M. G. (2004). Leadership and procedural justice climate as antecedents of unit‐level organizational citizenship behavior. Personnel Psychology, 57(1), 61-94.
Esa Khani, A., Hassan pour, A., & Naghde froshha, S. (2015). Using different learning algorithms in the stock price prediction by using neural networks. Journal of Development Evolution Management, special issue, 83-90. (in Persian).
Esmaeili, M., Javadipour, M., & Talebpour, M. (2015). Structural equation modeling of the organizational justice, organizational citizenship behavior, and social capital in employees of Departments of sport and youths of Khorasan Razavi Province. Sciences-Research Journal of Contemporary Studies on Sport Management, 4(8), 1-13. (in Persian).
Fornell, C., & Lacker, D. F. (1981). Evaluation structural equation models with unobserved variables and measurement error. Journal of Marketing Research, 18(1), 39-50.
Ghanbarpoor Nosrati, A., Poorsoltani Zarandi, H., & Bay, N. (2016). The Effect of Quality of Work Life and Organizational Justice on Organizational Citizenship Behavior of Employees in Sport and Youth Offices of Ilam Province. New Trends in Sport Management, 4 (12), 47-56. (in Persian).
Goudarzvandchegini, M. (2009). The relationship between organizational justice and organizational citizenship behavior. American Journal of Economics and Business Administration, 1(2), 171-174.
Harris, K. J., Kacmar, K. M., & Zivnuska, S. (2007). An investigation of abusive supervision as a predictor of performance and the meaning of work as a moderator of the relationship. The Leadership Quarterly, 18(3), 252–263.
Hoel, H., Rayner, C., & Cooper, C. (1999). Workplace bullying. In C. Cooper & L. Robinson (Eds.), International review of industrial andorganizational psychology (14, 195–229). Chichester, England: Wiley.
Hoobler, J. M., & Brass, D. J. (2006). Abusive supervision and family undermining as displaced aggression. Journal of Applied Psychology, 91(5), 1125-1133.
James, B. D. (2010). The effect of organizational justice, perceived organizational support, and perceived supervisor support on marketing employees' level of trust. Journal of Business Research, 63(12), 1349-1355.
Keashly, L., Trott, V., & MacLean, L. M. (1994). Abusive behavior in the workplace: A preliminary investigation. Violence and Victims, 9(4), 341– 357.
Kelloway, E. K., Sivanathan, N., Francis, L., & Barling, J. (2005). Poor leadership. In J. Barling, E. K. Kelloway & M. R. Frone (Eds.), Handbook of work stress (89-112). Thousand Oaks, CA: Sage.
Kim, S. L., Kim, M., & Yun, S. (2015). Knowledge sharing, abusive supervision, and support: A social exchange perspective. Group & Organization Management, 40(5), 599-624.
Kumar, K., Bakhshi, A. & Rani, E. (2009). Organizational justice perceptions as predictor of job satisfaction and organizational commitment. The IUP Journal of management Research, 8(10), 24-37.
Martinko, M. J., Harvey, P., Brees, J. R., & Mackey, J. (2013). A review of abusive supervision research. Journal of Organizational Behavior, 34(1), 120-137.
Martinko, M. J., Harvey, P., Sikora, D., & Douglas, S. C. (2011). Perceptions of abusive supervision: The role of subordinates’ attribution styles. The Leadership Quarterly, 22(4), 751–764.
Meyer, J. P., & Allen, N.J. (1997). Commitment in the workplace: Theory, Research, and Application (Advanced Topics in Organizational Behavior). Thousand Oaks: Sage Publications, Inc.
Meyer, J. P., Allen, N. J., & Smith, C. A. (1993). Commitment to organizations and occupations: Extension and test of a three-component conceptualization. Journal of applied psychology, 78(4), 538.
Meyer, J. P., Stanley, D. J., Herscovitch, L., & Topolnytsky, L. (2002). Affective, continuance, and normative commitment to the organization: A meta-analysis of antecedents, correlates, and consequences. Journal of vocational behavior, 61(1), 20-52.
Mitchell, M. S., & Ambrose, M. L. (2007). Abusive supervision and workplace deviance and the moderating effects of negative reciprocity beliefs. Journal of Applied Psychology, 92(4), 1159-1168.
Moharamzadeh, M., Shaker, Z., & Kashef, M. (2012). The Relationship between Organizational Justice and Organizational Citizenship Behavior in Physical Education Organizations of West Azerbaijan Province. Journal of Sport Management, 4(12), 5-21. (in Persian).
Molavi, Z., & Khanifar, H. (2014). The Effects of Organizational Citizenship Behaviors on Information System Success. Organizational Culture Management, 12(1), 83-104. (in Persian).
Mooghali, A. (2005). Transformational Leadership and its Measurement Tool. Management Studies Quarterly, 43, 95-112. (in Persian).
Nadiri, H., & Tanova, C. (2010). An Investigation of the Role of Justice in Turnover Intentions, Job Satisfaction, and Organizational Citizenship Behavior in Hospitality Industry. International Journal of Hospitality Management, 29(1), 33-41.
Namie, G., & Namie, R. (2000). The bully at work. Naperville, IL: Sourcebooks
Oreyzi, H., & Barati, H. (2014). Trust in Supervisor Mediator between Organizational Commitment and Commitment to Change. Management Studies in Development and Evolution, 22(72), 1-22. (in Persian).
Rastegar, A., & Mardani, E. (2014).Relationship between organizational justices with social support among hospital personnel. Bioethics Journal, 4(13), 137-158. (in Persian).
Rehman, S., Shareef, A., Mahmood, A., & Ishaque, A. (2012). Perceived Leadership Styles and Organizational Commitment, Interdisciplinary. Journal of Contemporary Research in Business. 4(1), 616-626.
Restubog, S. L. D., Scott, K. L., & Zagenczyk, T. J. (2011). When distress hits home: The role of contextual factors and psychological distress in predicting employees’ responses to abusive supervision. Journal of Applied Psychology, 96(4), 713–729.
Rezaee kelidberi, H., & Salimi, S. (2009). The role of organizational justice in strengthening organizational citizenship behavior. The first national conference on organizational citizenship behavior, University of Tehran. (in Persian).
Schyns, B., & Schilling, J. (2013). How bad are the effects of bad leaders? A metaanalysis of destructive leadership and its outcomes. The Leadership Quarterly, 24(1), 138-158.
Shamsadini, M. H., & Mohamadjani, M. R. (2014). Relationship between organizational commitment and organizational citizenship behavior (Subject of Study: Teachers in Kerman). Quarterly of Social Studies and Research in Iran, 3(3), 447-471. (in Persian).
Skogstad, A., Einarsen, S., Torsheim, T., Aasland, M. S., & Hetland, H. (2007). The destructiveness of laissez-faire leadership behavior. Journal of occupational health psychology, 12(1), 80-92.
Taing, M. U., Granger, B. P., Groff, K. W., Jackson, E. M., & Johnson, R. E. (2011). The multidimensional nature of continuance commitment: Commitment owing to economic exchanges versus lack of employment alternatives. Journal of Business and Psychology, 26(3), 269-284.
Tepper, B. J. (2000). Consequences of abusive supervision. Academy of Management Journal, 43(2), 178–190
Tepper, B. J. (2007). Abusive supervision in work organizations: Review, synthesis, and research agenda. Journal of Management, 33(3), 261-289.
Tepper, B. J., Duffy, M. K., Henle, C. A., & Lambert, L. S. (2006). Procedural injustice, victim precipitation, and abusive supervision. Personnel Psychology, 59(1), 101-123.
Thomas, W. H., Marcus, M. B., Robert, J. V., David, M. D., & Mark, G. W. (2006). Effective of Management Communication, Opportunity for Learning, and Work Schedule Legibility on Organizational Commitment. Journal of Vocational Behavior, 68(3), 474-489.
Utami, A., Bangun, Y., Lantu, D., (2014). Understanding the Role of Emotional Intelligence and Trust to the Relationship between Organizational Politics and Organizational Commitment. Procedia - Social and Behavioral Sciences, 115, 378 – 386.
Williams, L. J., & Anderson, S. E. (1991). Job satisfaction and organizational commitment as predictors of organizational citizenship and in-role behaviors. Journal of management, 17(3), 601-617.
Wong, T., Hang, Y. N. & Wong, C. S. (2006). Perceived organizational justice, trust, and OCB: A study of Chinese workers in joint ventures and state – owned enterprises, Journal of World Business, 41(4), 344 -355.
Young, L. D. (2010). Is organizational justice enough to promote citizenship behavior at work? A retest in Korea. European Journal of Scientific Research, 45(4), 637-648.
Zellars, K. L., Tepper, B. J., & Duffy, M. K. (2002). Abusive supervision and subordinates' organizational citizenship behavior. Journal of Applied Psychology, 87(6), 1068-1076.
_||_
