عدالت سازمانی تعدیل‌کننده‌ی رابطه‌ی استرس، گرانباری و خطرات شغلی با دلبستگی و تعهد پرستاران زن

محورهای موضوعی : فصلنامه زن و جامعه

محسن گل پرور ¹ (دانشیار دانشکده روانشناسی و علوم تربیتی دانشگاه آزاد اسلامی خوراسگان،اصفهان)
زهرا واثقی ² (کارشناس ارشد دانشگاه آزاد اسلامی خوراسگان، اصفهان)
زهرا جوادیان ³ (کارشناس ارشد دانشگاه آزاد اسلامی خوراسگان، اصفهان)

تاریخ دریافت : 1394/09/24 تاریخ پذیرش : 1394/09/24 تاریخ انتشار : 1390/10/01

کلید واژه: تعهد سازمانی, استرس شغلی, عدالت توزیعی, عدالت رویه‌ای, دلبستگی شغلی, پرستاران زن. پیشگفتار,

چکیده مقاله :

این پژوهش با هدف بررسی نقش تعدیل‌کننده‌ی عدالت توزیعی و رویه‌ای در رابطه‌ی میان استرس، گرانباری و خطرات شغلی با دلبستگی و تعهد در پرستاران و بهیاران زن به مرحله‌ی اجرا درآمد. جامعه‌ی آماری پژوهش پرستاران و بهیاران زن سه درمانگاه خصوصی بودند که از میان آن‌ها، 94 پرستار به شیوه‌ی تصادفی طبقه‌ای انتخاب شدند. ابزارهای پژوهش شامل پرسشنامه‌های عدالت توزیعی، رویه‌ای، استرس شغلی، گرانباری نقش، خطرات شغلی و تعهد سازمانی(Lambert et al ,2007) و پرسشنامه دلبستگی شغلی (Ouyang , 2009) بودند. داده‌های بدست آمده از ابزارهای پژوهش از راه ضریب همبستگی پیرسون و تحلیل رگرسیون سلسله مراتبی مورد تحلیل قرار گرفتند. یافته‌ها حاکی از آن بودند که: 1. عدالت توزیعی و رویه‌ای رابطه‌ی استرس شغلی را با دلبستگی شغلی در پرستاران و بهیاران زن تعدیل می‌کند. بدین معنی که وقتی عدالت توزیعی و رویه ای پایین است، رابطه‌ی استرس شغلی با دلبستگی شغلی منفی یا غیر معنادار، ولی وقتی عدالت توزیعی بالاست، این رابطه مثبت است. 2. عدالت توزیعی هم‌چنین، رابطه‌ی گرانباری نقش را با دلبستگی شغلی تعدیل می‌کرد. بدین معنی که وقتی عدالت توزیعی پایین است، گرانباری نقش با دلبستگی شغلی دارای رابطه‌ی منفی، ولی وقتی عدالت توزیعی بالاست، این رابطه مثبت است. 3. بالاخره عدالت توزیعی رابطه‌ی خطرات شغلی را با تعهد سازمانی تعدیل می‌کرد. بدین معنی که وقتی عدالت توزیعی پایین است، خطرات شغلی با تعهد سازمانی دارای رابطه‌ی منفی، ولی وقتی عدالت توزیعی بالاست، رابطه‌ی خطرات شغلی با تعهد سازمانی مثبت است.  

چکیده انگلیسی:

This study aimed at investigating the moderating role of distributive and procedural justice in the relationships of stress, overload, and job dangers to women nurses’ involvement and commitment. 94 women nurses and nursing auxiliaries were selected via stratified random sampling from three private clinics. Research instruments consisted of two questionnaires of distributive, procedural justice, job stress, role overload, job dangers, and organizational commitment (Lambert et al, 2007) and job involvement (Ouyang, 2009). Data were analyzed using Pearson’s correlation coefficient and hierarchical regression analysis. Findings showed that distributive and procedural justice moderated the relationship between job stress and job involvement. Distributive justice also moderated the relationship between role overload and job involvement. Finally, distributive justice moderated the relationship between job dangers and organizational commitment meaning  

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