بررسی رابطه بین اخلاق کار و ادراک برابری در اساتید و کارکنان دانشگاه آزاد اسلامی
محورهای موضوعی : مدیریت بازرگانی
سوسن نریمانی
1
,
زین العابدین فلاح
2
,
مصطفی نریمانی
3
,
محسن حسن پور
4
1 - عضو هیأت علمی گروه معارف،واحد گرگان،دانشگاه آزاد اسلامی،گرگان،ایران
2 - گروه تربیت بدنی، واحد گرگان ، دانشگاه آزاد اسلامی
3 - دانشگاه آزاد اسلامی، واحد گرمسار ، گرمسار ، ایران
4 - استادیار واحد گرمسار،دانشگاه آزاد اسلامی،گرمسار ، ایران
کلید واژه: اساتید و کارکنان, اخلاق کار, ادراک برابری,
چکیده مقاله :
بررسی ارتباط بین اخلاق کار و ادراک برابری در اساتید و کارکنان دانشگاه های آزاد اسلامی کشور هدف اصلی تحقیق را تشکیل می دهد. روش پژوهش از نوع توصیفی- همبستگی بود. که داده ها به صورت میدانی جمع آوری شد؛ جامعه آماری تحقیق شامل کلیّه اساتید و کارکنان دانشگاه های آزاد اسلامی کشور بودند(60000N=). نمونه آماری این تحقیق شامل 800 استاد و کارمند بودند(حجم نمونه بر اساس جدول مورگان تعیین شد) که به روش تصادفی- خوشه‌ای از میان جامعه آماری تحقیق انتخاب شدند. از میان پرسشنامه های ارسالی 569 پرسشنامه عودت داده شد. برای سنجش اخلاق کار از پرسشنامه ای خلاصه شده علی(1998) و برای اندازه گیری میزان ادراک برابری از پرسشنامه ادراک برابری کارکنان استرون (1375)، استفاده شد. برای تعیین روایی، پرسشنامه های مذکور در اختیار تعدادی از اساتید بخش الهیات و معارف اسلامی و تعدادی از افراد صاحبنظر که در این زمینه تخصص داشتند قرار گرفت و نظرات آنان پیرامون تک تک سؤالات اعمال گردید. پایایی درونی پرسشنامه ها در یک گروه نمونه، از طریق روش آماری آلفای کرونباخ (83/0) و پایایی زمانی از طریق آزمون مجدد (76/0) بدست آمد. برای تجزیه و تحلیل داده ها هم از آمار توصیفی و هم از آمار استنباطی استفاده شد به طوری که برای توصیف صفات کیفی از درصد و فراوانی و صفات کمی از شاخص های تمایل به مرکز و پراکندگی استفاده شد. همچنین از آمار استنباطی با توجه به اهداف تحقیق و نوع داده ها از آزمونهای (تستt، ضریب همبستگی پیرسون) استفاده شد. نتایج تحقیق نشان داد که از حداکثر میانگین نمره 5 برای اخلاق کار، میانگین کل آزمودنی ها، 09/4 با انحراف استاندارد 48/0 بود. و از حداکثر میانگین نمره 5 برای ادراک برابری، میانگین کل آزمودنی ها، 80/2 با انحراف استاندارد 70/0 بود. نتایج آزمون فرضیات نشان داد که بین اخلاق کار و ادراک برابری ارتباط مثبت معنی داری(001/0 >α، 28/0 r=) وجود دارد.
This study aims at investigating the relationship between work ethics and perception of equality among the faculty members and staff of Islamic Azad Universities. The research methodology was descriptive-correlational and the data was collected via field procedure. The statistical population consisted of all the faculty members and staff of Islamic Azad Universities (N=60000). The participants of the study were 800 faculty members and staff who were selected from among the population based on cluster random sampling. The sample size was determined using Morgan table. Out of the posted questionnaires, 569 were completed and returned by the participants. To assess work ethics and the ratio of perception of equality, a summarized version of Ali's questionnaire (1998) and Starvan's employees' perception of equality questionnaire (1996) were used, respectively. In order to confirm the validity of the questionnaires, the researchers submitted them to some professors in the department of Theology and Islamic Thoughts as well as to some other experts. Subsequently, the experts' opinions regarding all the questionnaire items were applied in modifying the scales. The reliability of the scales in a sample group, using Cronbach's alpha coefficient, was calculated 0.83 and using test-retest method, it was 0.76. Both descriptive and inferential statistics were used to analyze the data. Qualitative data was described using percentage and frequency counts and quantitative data was illustrated using indices of central tendency and variance. Besides, based on the objectives of the study and data type, Pearson's correlation coefficient was used as inferential statistics. The results showed that, out of the maximum mean score of 5 for work ethics, the participants' mean score was 4.09 with the standard deviation of 0.48. The participants' mean score of perception of equality was 2.80 with the standard deviation of 0.70, out of maximum mean score of 5. The results of hypothesis tests revealed a positive correlation (r=0.280) between work ethics and perception of equality among the faculty members and staff of (all participants) Islamic Azad University.
Ali, J. A. (1988), Scaling an Islamic work ethic. Journal of Social Psychology, 128 (5): 575-583.
Abbas Zadeh, H. (2006). Morality in Organizations, Emphasizing Islamic View. Tadbir Monthly, 177, 101-102, (In Persian).
Alaghemand, A. (2004). Public Administration. Tehran: Ravan publishing, (In Persian).
Beekun, Rafik I., Badawi, Jamal A.(2005),Balancing ethical responsibility among multiple organizational stakeholders :The Islamic perspective :journal of business ethics,60,131-145.
Eberlin,R.,Tatum,B. (2005),organizational justice and decision making when good intentions are not enough :Management Decision,43,1040-1048.
Eskandari, N. (2009). The Relationship between Perceived Equality with Organizational Commitment and Occupational Attachment among Education Secretaries of Arsanjan, Master Thesis, Shiraz: Shiraz University, (In Persian).
Estron, H. (1996). An Investigation of Teachers' Attitudes toward Negative Perception of Negative Inequalities and Its Consequences. Master Thesis, Shiraz: Shiraz University, (In Persian).
Hamuleh, M., & Heidari, H. (2009). Organizational Justice Investigation with Organizational Civil Behavior in Hospital Staff. Journal of Ethics and Medical History, 2(2), 54-47, (In Persian).
Hosseinzadeh, A., & Naseri, M. (2007). Organizational Justice. Tadbir, 190, 18-23, (In Persian).
Iran Nejad, S., & Asadi, N. (2009). Investigating the Relationship between Civil and Organizational Justice with Employee Benevolence of Mohaghegh Ardebili University. Tabriz. Priductivity Management10, 75-43, (In Persian).
Jalaliyan Akbarnia, A. (2007). Social Discipline in Islamic Teachings. Special Issue of Theology and Law, 25, 66-67, (In Persian).
Kavian, B. (2003). Review of Work Ethic and Commitment in the Public and Private Sectors. Tadbir Monthly, 165, 20-21, (In Persian).
Khani, M. (2008). Work and Work Conscience. Work and Society Monthly, 12, 15-16, (In Persian).
Khosravi, Z. (2009).The Relationship between Work Ethics and Organizational Commitment and Job Satisfaction in Arsanjan Schools. Master Thesis, Shiraz: Shiraz University, (In Persian).
Mahdad, A. (2008). Industrial and Organizational Psychology. Isfahan: Jangal Publishing, (In Persian).
Musharraf Javadi, M. H., Dolewi, M. R., & Abdul Baghi, A. M. (2006). Organizational Justice in the Shadow of Alawi Justice. Two Manuscripts in Management of Tomorrow, 16, 133-134, (In Persian).
Naami, A., & Shokrkon, H. (2004). A Study of Simple and Multiple Organizational Justice with Job Satisfaction in Employees of an Industrial Company. Journal of Educational Sciences and Psychology, 11, 57-70, (In Persian).
Perinan, A. (1999). A Survey of Employees Perception and Its Relationship with Organizational Commitment at Ferdowsi University of Mashhad. Master Thesis, Mashhad: Mashhad University, (In Persian).
Rabbi Parvar, M. A., & Samadivand, M. (2009). Management Policy and Features of Managers in Nahjolbalaghe. Productivity Management, 8, 140-119, (In Persian).
Rezaian, A. (2006). Organizational Behavior Management. Tehran: Samt Publication, (In Persian).
Seyyed Javadin, S. R., Farahi, M. M., & Taheri Attar, Gh. (2008). Understanding How Organizational Dimensions of Organizational Justice Affect on the Various Aspects of Job Satisfaction and Organizational. Commercial Management 1, 55-70, (In Persian).
Soltani, M. (2003). Ethics Management in the Organization. Tadbir Monthly, 132, 34-36, (In Persian).
Yousef, D.A. (2001), Islamic work ethic - A moderator between organisational commitment and job satisfaction in a cross-cultural context. Personnel Review, Vol. 30 (2): 152-165.
_||_
Ali, J. A. (1988), Scaling an Islamic work ethic. Journal of Social Psychology, 128 (5): 575-583.
Abbas Zadeh, H. (2006). Morality in Organizations, Emphasizing Islamic View. Tadbir Monthly, 177, 101-102, (In Persian).
Alaghemand, A. (2004). Public Administration. Tehran: Ravan publishing, (In Persian).
Beekun, Rafik I., Badawi, Jamal A.(2005),Balancing ethical responsibility among multiple organizational stakeholders :The Islamic perspective :journal of business ethics,60,131-145.
Eberlin,R.,Tatum,B. (2005),organizational justice and decision making when good intentions are not enough :Management Decision,43,1040-1048.
Eskandari, N. (2009). The Relationship between Perceived Equality with Organizational Commitment and Occupational Attachment among Education Secretaries of Arsanjan, Master Thesis, Shiraz: Shiraz University, (In Persian).
Estron, H. (1996). An Investigation of Teachers' Attitudes toward Negative Perception of Negative Inequalities and Its Consequences. Master Thesis, Shiraz: Shiraz University, (In Persian).
Hamuleh, M., & Heidari, H. (2009). Organizational Justice Investigation with Organizational Civil Behavior in Hospital Staff. Journal of Ethics and Medical History, 2(2), 54-47, (In Persian).
Hosseinzadeh, A., & Naseri, M. (2007). Organizational Justice. Tadbir, 190, 18-23, (In Persian).
Iran Nejad, S., & Asadi, N. (2009). Investigating the Relationship between Civil and Organizational Justice with Employee Benevolence of Mohaghegh Ardebili University. Tabriz. Priductivity Management10, 75-43, (In Persian).
Jalaliyan Akbarnia, A. (2007). Social Discipline in Islamic Teachings. Special Issue of Theology and Law, 25, 66-67, (In Persian).
Kavian, B. (2003). Review of Work Ethic and Commitment in the Public and Private Sectors. Tadbir Monthly, 165, 20-21, (In Persian).
Khani, M. (2008). Work and Work Conscience. Work and Society Monthly, 12, 15-16, (In Persian).
Khosravi, Z. (2009).The Relationship between Work Ethics and Organizational Commitment and Job Satisfaction in Arsanjan Schools. Master Thesis, Shiraz: Shiraz University, (In Persian).
Mahdad, A. (2008). Industrial and Organizational Psychology. Isfahan: Jangal Publishing, (In Persian).
Musharraf Javadi, M. H., Dolewi, M. R., & Abdul Baghi, A. M. (2006). Organizational Justice in the Shadow of Alawi Justice. Two Manuscripts in Management of Tomorrow, 16, 133-134, (In Persian).
Naami, A., & Shokrkon, H. (2004). A Study of Simple and Multiple Organizational Justice with Job Satisfaction in Employees of an Industrial Company. Journal of Educational Sciences and Psychology, 11, 57-70, (In Persian).
Perinan, A. (1999). A Survey of Employees Perception and Its Relationship with Organizational Commitment at Ferdowsi University of Mashhad. Master Thesis, Mashhad: Mashhad University, (In Persian).
Rabbi Parvar, M. A., & Samadivand, M. (2009). Management Policy and Features of Managers in Nahjolbalaghe. Productivity Management, 8, 140-119, (In Persian).
Rezaian, A. (2006). Organizational Behavior Management. Tehran: Samt Publication, (In Persian).
Seyyed Javadin, S. R., Farahi, M. M., & Taheri Attar, Gh. (2008). Understanding How Organizational Dimensions of Organizational Justice Affect on the Various Aspects of Job Satisfaction and Organizational. Commercial Management 1, 55-70, (In Persian).
Soltani, M. (2003). Ethics Management in the Organization. Tadbir Monthly, 132, 34-36, (In Persian).
Yousef, D.A. (2001), Islamic work ethic - A moderator between organisational commitment and job satisfaction in a cross-cultural context. Personnel Review, Vol. 30 (2): 152-165.