تاثیر عدالت سازمانی ادراکشده بر رفتار کاری ضدبهرهوری کارکنان: بررسی نقش میانجی بدبینی سازمانی
الموضوعات : Behavioral Studies in Management
الهه عظیم زاده
1
,
ندا محمداسماعیلی
2
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آرین قلی پور
3
1 - کارشناسی ارشد مديريت منابع انسانی، گروه رهبری و سرمایه انسانی، دانشکدگان مدیریت، دانشگاه تهران، ایران
2 - استادیار، گروه رهبری و سرمایه انسانی، دانشکدگان مدیریت، دانشگاه تهران، ایران
3 - استاد، گروه رهبری و سرمایه انسانی، دانشکدگان مدیریت، دانشگاه تهران، ایران
الکلمات المفتاحية: رفتار کاری ضد بهرهوری, عدالت سازمانی ادراکشده, بدبینی سازمانی,
ملخص المقالة :
رفتارهای کاری ضدبهرهوری، معضلی اجتنابناپذیر و آسیبرسان هستند که عملیات و اثربخشی سازمان را به شدت تهدید میکنند و پیامدهای اقتصادی، جامعه شناختی و روانشناختی مهمی را در محیط کار در پی دارند. هدف از اين پژوهش که از نوع همبستگي، كمي و مقطعی است، تعیین تاثیر عدالت سازمانی ادراکشده بر رفتار کاری ضدبهره وری و بررسی نقش میانجی بدبینی سازمانی در شرکت پاک تهران، میباشد. جامعه آماری شامل کارکنان شرکت پاک در شهر تهران، در سال 1402 میباشد. حجم نمونه 293 نفر بوده و نمونهگیری به روش تصادفی ساده انجام شده است. از پرسشنامههای عدالت سازمانی نیهوف و مورمن (1993)، بدبینی سازمانی دین، براندز و داروادکار (1998) و رفتارهای کاری ضدبهرهوری بنت و رابینسون (2000) استفاده شد و تحلیل به روش مدلسازی معادلات ساختاری انجام شده است. يافتهها حاكي از آن است كه عدالت سازمانی بر رفتار ضد بهرهوری تاثیر منفی و معناداری دارد. همچنین عدالت سازمانی و هر سه بعد آن (توزیعی، رویهای و مراودهای) بر بدبینی تاثیر منفی و معناداری داشت و تاثیر مثبت و معنادار بدبینی سازمانی کارکنان بر رفتار کاری ضد بهره وری آنها نیز مورد تایید قرار گرفت. در خصوص نقش میانجی بدبینی سازمانی نیز تاثیر منفی و معنادار بدبینی در ارتباط بین عدالت سازمانی و رفتار ضد بهره وری مورد تایید قرار گرفت. نتايج نشان داد كه افزایش ادراك کارکنان از عدالت سازمانی منجر به کاهش میزان بدبینی سازمانی و کاهش بروز رفتارهای کاری ضد بهرهوری در بین کارکنان ميشود (و بلعکس). بنابر یافتههای میتوان گفت، مدیران سازمان ها، توانایی مدیریت کردن بدبینی سازمانی و رفتارهای کاری ضد بهره وری کارکنان خود از طریق تلاش برای برقراری عدالت در سازمان را خود دارند.
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