رابطۀ تعارض کار ـ خانواده با عدالت سازمانی، تعهد سازمانی و سرزندگی، با توجه به نقش برنامه کاری اقماری و غیراقماری
محورهای موضوعی : تربیتیحمیدرضا عریضی 1 , شبنم جوانمرد 2 , ابوالقاسم نوری 3
1 - عضو هیأت علمی دانشگاه اصفهان
2 - کارشناس ارشد روان‌شناسی صنعتی ـ سازمانی دانشگاه اصفهان
3 - عضو هیأت علمی دانشگاه اصفهان
کلید واژه: عدالت سازمانی, تعهد سازمانی, تعارض کارـ خانواده, سرزندگی, کارکنان اقماری,
چکیده مقاله :
هدف از این پژوهش بررسی رابطۀ تعارض کارـ خانواده، با متغیرهای سازمانیِ عدالت سازمانی و تعهد سازمانی از یک‌سو، و بهزیستی روانی شامل سرزندگی از سوی دیگر، در کارکنان اقماری و غیراقماری و مقایسۀ این دو گروه بود. جامعۀ آماری، کارکنان رسمی شرکت گاز در سال 1389 بودند که از میان آنها 150 نفر به شیوۀ تصادفی طبقه‌ای از دو گروه اقماری و غیراقماری انتخاب شدند (75 نفر از کارکنان گروه اقماری و 75 نفر از گروه غیراقماری). شرکت‌کنندگان پرسشنامه‌های تعارض کارـ خانواده (نت‌میر و همکاران، 1996)، سرزندگی (رایان و فردریک، 1997)، عدالت سازمانی (نیهوف و مورمن، 1993) و تعهد سازمانی (بالفور و وکسلر، 1996) را تکمیل کردند. یافته‌ها نشان داد که رابطۀ منفی بین تعارض کارـ خانواده و عدالت توزیعی (001/0P=)، عدالت رویه‌ای (008/0P= )، عدالت تعاملی (002/0P=)، سرزندگی (018/0P=) و تعهد سازمانی (001/0P=) معنادار است. نتایج در گروه اقماری، رابطۀ منفی تعارض کارـ خانواده با عدالت توزیعی (001/0P=)، عدالت تعاملی (003/0P=)، سرزندگی(001/0P=) و تعهد سازمانی (001/0P=) را نشان داد. در حالی که در گروه روزکار، تعارض کارـ خانواده فقط با عدالت رویه‌ای همبستگی منفی معنادار نشان داد (048/0P=). نتایج حاصل از اجرای آزمون z فیشر نیز نشان داد تعارض کارـ خانواده در گروه اقماری رابطۀ منفی قوی‌تری با سرزندگی، عدالت توزیعی، تعهد همانندسازی و تعهد مبادله‌ای نسبت به گروه روزکار دارد (96/1Zt>±).
The aim of this research was to investigate the relation of work-family conflict (WFC) with organizational variables of organizational justice and organizational commitment in one hand and subjective wellbeing including vitality in the other hand, in expatriate and normal work schedules of Gas Transfer Operation District Two, and to compare these two groups. Statistical population were formal personnel of the company in 2010, from among them 150 people were selected Via classified random sampling from the two groups of expatriates and normal schedules' personnel (n= 75 for each group). Participants completed Work-Family (Netmeyer et al., 1996), Vitality (Ryan & Frederick, 1997), Organizational Justice (Niehoff & Moorman, 1993) and Organizational Commitment (Balfour & Wechsler, 1996) questionnaires. Findings indicated that negative relation of WFC with distributive justice (P=0.001), procedural justice (P=0.008), interactive justice (P=0.002), vitality (P=0.018) and organizational commitment (P=0.001) are significant. Findings in expatriate group indicated negative relation of WFC with distributive justice (P=0.001), interactive justice (P=0.003), vitality (P=0.001) and organizational commitment (P=0.001). While in normal schedule group, WFC showed significant negative relation only with procedural justice (P=0.048). Results of Fisher Z test also indicated that WFC in expatriate group has stronger negative relation with vitality, distributive justice, identification and exchange commitments relative to normal schedule group. (Zt >±1.96)
Adams, J.S. (1965). Inequity in social exchange. In L. Berkowitz (Ed.), Advances in Experimental Social Psychology (2, 267–299). NewYork: Academic Press.
Allen, T.D. (2001). Family-supportive work environments: The role of organizational perceptions. Journal of Vocational Behavior, 58, 414– 435.
Allen, T.D., Herst, D.E.L., Bruck, C.S., & Sutton, M. (2000). Consequences associated with work-to-family conflict: A review and agenda for future research. Journal of Occupational Health Psychology, 5, 278–308.
Aycan, Z. (1997). Expatriate adjustment as a multifaceted phenomenon: Individual and organizational level predictors. International Journal of Human Resource Management, 8(4), 434-456.
Balfour, D.L., & Wechsler, B. (1996). Organizational commitment: Antecedents and outcomes in public organization. Public Productivity Management Review, 19(3), 256-277.
Bianchi, S., Casper L., & King, R. (2005). Work, family, health, and well-being. Mahwah, NJ: Erlbaum.
Blomme, R.J., Rheede, A.V., & Tromp, D.M. (2010). Work-family conflict as a cause for turnover intentions in the hospitality industry. Tourism and Hospitality Research, 10, 269-285.
Boezeman, E.J., & Ellemers, N. (2008). Pride and respect in volunteer\'s organizational commitment. European Journal of Social Psychology. 38, 159-172.
Boyar, S.L., Maertz Jr, C.P., Mosley Jr. D.C., & Carr, J.C. (2008). The impact of work-family demand on work-family conflict. Journal of Managerial Psychology, 23(3), 215-235.
Byron, K. (2005). A meta-analytic review of work–family conflict and its antecedents. Journal of Vocational Behavior, 67, 169–198.
Carrel, M.R., Jennings, D.F., & Heavrin, C. (1997). Fundamentals of organizational behavior, U.S.A: Prentice Hall.
Donatella, C., Marco, S., Samantha, S., Maurice, C.P., Paolo, C., & Giovanni, C. (2010). Shiftwork, work family-conflict among Italian nurses, and prevention efficacy. Chronobiology International, 27(19), 1105-1123(19).
Greenberg, J. (2004). Stress fairness to fare no stress: Managing workplace stress by promoting organizational justice. Organizational Dynamics, 33(4), 352-365.
Greenhaus, J.H., & Beutell, N.J. (1985). Sources of conflict between work and family roles. Academy of Management Review, 10, 76–88.
Hennessy, K.D., & Lent, R.W. (2008). Self-efficacy for managing work—family conflict: validating the english language version of a hebrew scale. Journal of Career Assessment, 16(3), 370-383.
Heponiemi, T., Kouvonen, A., Sinervo, T., & Elovainio, M. (2010). Do psychosocial factors moderate the association of fixed-term employment with work interference with family and sleeping problems in registered nurses: A cross-sectional questionnaire survey. International Journal of Nursing Studies, 47, 1096–1104
Hobfoll, S.E. (1989). Conservation of resources: A new attempt at conceptualizing stress. American Psychologist, 44, 513-524.
Judge, T.A. & Colquitt, J.A. (2004). Organizational justice and stress: The mediating role of work-family conflict. Journal of Applied Psychology, 89, 395-404.
Karatepe, O.M.,& Kilic, H. (2007). Relationships of supervisor support and conflicts in the work–family interface with the selected job outcomes of frontline employees. Tourism Management, 28, 238–252.
Kasser, T., & Ryan, R.M. (1996). Further examining the American dream: Differential corrlates of intrinsic and extrinsic goals. Personality and Social psychology Bulletin ,22, 280-287.
Kim, T.Y., & Leung, K., (2007). Forming and Reacting to Overall Fairness: A Cross Cultural Comparison. Organizational Behavior and Human Decision Processes,104, 83-95.
Kossek, E.E., & Lambert, S.J. (2005). Work and life integration: Organization culture & individual perspected. Mahwah NJ: Lawrence Erlbaum.
Lu, L., Kao, S., Chang, T., Wu, H., & Cooper, L. (2008). Work/family demands, work flexibility, work/family conflict, and their consequences at work: A national probability sample in Taiwan. International Journal of Stress Management, 15 (1), 1-21.
Major, V.S., Klein, K.J., & Ehrhart, M.G. (2002). Work time, work interference with family, and psychological distress. Journal of Applied Psychology, 87, 427–436.
Mcgibbon, C.A., Nicholas, P.K., & Corless, I.B. (2004). Weight body image, and quality of life, in HIV disease :A pilot study. Apply Nurse Research, 17, 29-60.
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, 33-41.
Netmeyer, R.G., Boles, J.S., & Mucmarian, R. (1996). Development and validation of work-family conflict and scales. Journal of Applied Psychology, 81, 400-410.
Niehoff, B.P., & moorman, R.H. (1993). Justice as a mediator of the relationship between methods of monitoring and organizational citizenship behavior, Academy of management journal, 36, 527-556.
Nix, G., Ryan, R.M., Manly, J.N., & Deci, E.L. (1999). Revitalization through self-regulation: The effects of autonomous and controlled motivation and happiness and vitality. Journal of Experimental Social Psychology, 5, 266-284.
Noor, N.M. (2004). Work-family conflict, work- and family-role salience, and women’s well-being. The Journal of Social Psychology, 144, 389–405.
O\'Driscoll, M. (1996). The interface between job and job-off roles: Enhancement and conflict. In C.L. Cooper & I.T. Robertson (Eds.), International review of industrial and organizational Psychology (11, 279-306). Chichester, England: Wiley.
Pal, S., & saksvik, P. (2008). Work-Family Conflict and Psychosocial Work Environment Stressors as Predictors of Job Stress in a Cross-Cultural Study. internasional journal of stress management. 15(1), 22-42.
Reinhoudt, C.J. (2004). Factor related to aging well: the influence of optimism bardiness and spiritual well_ being on the physical health functioning of older adults. Dissertation thesis in Ohio State University.
Rousseau, D.M. (1996). Psychological contracts in organizations: Understanding written & unwritten agreements. Journal of Organizational Behavior, 74, 649-664.
Ryan, R.M., & Frederick, C. (1997). On energy, personality, and health: Subjective vitality as a dynamic reflection of well-bing. Journal of Personality, 65,529-565.
Salami, S.O. (2008). Demographic and psychological factors predicting organizational commitment among industrial workers. Anthropologist, 10 (1), 31-38.
Sinangil, H.K., & Ones, D.S. (1997). Empirical investigations of the host country perspective in expatriate management In D.M. Saunders (series Ed.), & Z. Aycan (Vol. 4), New approaches to employee management: Vol. 4 Expatriate Management: Theory and Research (pp. 173-205). Greenwich, CT: JAI Press.
Tepper, B.J. (2000). Consequences of abusive supervision. Academy of Management Journal, 43, 176–190.
Willis, T.A., O\'Connor, D.B., & Smith, L. (2008). Investigating effort-reward imbalance and work-family conflict in relation to morningness-eveningness and shift work. Work & Stress, 22 (2), 125–137.
Yang, J., Mossholder, K.M., & Peng, T.K. (2009). Supervisory procedural justice effects: The mediating roles of cognitive and affective trust. The Leadership Quarterly, 20, 143-154.
Zapata Phelan, C.P., & Livingston, B., (2009). Procedural justice, interactional justice, and task performance: The mediating role of intrinsic motivation. Organizational Behavior and Human Decision Processes, 108, 93-105.