An Empirical Study of the Relationship between Organizational Flexibility and Justice in Academic Contexts: A Case Study in Shiraz University
Subject Areas : Education
مهدی Mohammadi
1
(استادیار بخش مدیریت و برنامه ریزی آموزشی، دانشکده علوم تربیتی و روانشناسی دانشگاه شیراز، ایران)
Gh Salimi
2
(استادیار بخش مدیریت و برنامه ریزی آموزشی، دانشکده علوم تربیتی و روانشناسی دانشگاه شیراز، ایران.)
سلیمه Sotoodefar
3
(دانشجوی کارشناسی ارشد مدیریت آموزشی، دانشگاه شیراز، ایران)
لیلا Savab
4
(دانشجوی کارشناسی ارشد مدیریت آموزشی، دانشگاه شیراز، ایران)
Keywords: organizational justice, Distributive Justice, Procedural justice, Interactional justice, Academic Contexts, organizational flexibility,
Abstract :
From the perspective of higher education theories, university like other organizations can be flexible if it is capable of multiple responses to its environment. In the literature, this flexible behavior is conceptualized as organizational flexibility. A Flexible organization considers organizational justice. The purpose of this study was to assess the relationship between organizational flexibility and organizational justice from the employee’s point of view at Shiraz University. Population was all employees of Shiraz University in 2013-2014. By simple random sampling, 181 employees of various Colleges were selected. The instruments of this study were two questionnaires included organizational justice and “organizational flexibility “(Made), the reliability of both organizational flexibility scale and organizational justice scale was 0/94.
Data was analyzed by correlation matrices and MANOVA tests. The results indicated: 1) there is a significant relationship between organizational flexibility and dimension of organizational justice. 2) There is no interactive relationship between gender and employees perceptions of organizational flexibility with their perception of organizational justice. 3) There is no interactive relationship between employment record and employees perceptions of organizational flexibility with their perception of organizational justice. 4) There is no interactive relationship between college degree and employees perceptions of organizational flexibility with their perception of organizational justice.
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