تاثیر عدالت سازمانی ادراک‌شده بر رفتار کاری ضدبهرهوری کارکنان: بررسی نقش میانجی بدبینی سازمانی
محورهای موضوعی : مطالعات رفتاری در مدیریت
الهه عظیم زاده
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ندا محمداسماعیلی
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آرین قلی پور
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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
کلید واژه: رفتار کاری ضد بهره‌وری, عدالت سازمانی ادراک‌شده, بدبینی سازمانی,
چکیده مقاله :
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.
Counterproductive work behaviors (CWBs) are an inevitable and damaging problem that severely threatens the performance and productivity of the organization and has important economic, sociological and psychological consequences in the work environment. The purpose of this research, which is correlational, quantitative, and cross-sectional, is to determine the impact of perceived organizational justice (POJ) on counterproductive work behavior (CWBs) and to examine the mediating role of organizational cynicism (OC) in Pak Company, Tehran. The statistical population includes the employees of Pak Company in Tehran in 2023, with a sample size of 293 individuals, selected through simple random sampling. The study employed the Organizational Justice Questionnaire by Niehoff and Moorman (1993), the Organizational Cynicism Questionnaire by Dean, Brandes, and Dharwadkar (1998), and the Counterproductive Work Behavior Questionnaire by Bennett and Robinson (2000). Data analysis was conducted using structural equation modeling (SEM).
The findings indicate that POJ has a significant and negative effect on CWBs. Furthermore, POJ and its three dimensions (distributive, procedural, and interactional) have a significant and negative impact on OC. The positive and significant impact of OC on CWB was also confirmed. Regarding the mediating role of OC, the negative and significant effect of OC in the relationship between POJ and CWB was also verified.
The results demonstrate that increasing employees' POJ leads to a reduction in OC and a decrease in CWBs (and vice versa). Based on the findings, it can be concluded that managers have the ability to manage OC and CWBs among their employees by striving to establish justice within the organization.
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