ارائه مدلی برای تبیین رفتار شهروندی سازمانی براساس رضایت شغلی و عدالت سازمانی در دانشگاه آزاد اسلامی واحد ارسنجان
محورهای موضوعی : آموزش و پرورش
لیلا رضایی
1
(گروه روانشناسی، واحد ارسنجان، دانشگاه آزاد اسلامی، ارسنجان، ایران.)
میترا محمودی
2
(گروه روانشناسی، واحد ارسنجان، دانشگاه آزاد اسلامی، ارسنجان، ایران)
کلید واژه: عدالت سازمانی, رضایت شغلی, رفتار شهروندی سازمانی, دانشگاه آزاد اسلامی واحد ارسنجان,
چکیده مقاله :
هدف این پژوهش ارائه مدلی برای تبیین رفتار شهروندی سازمانی براساس رضایت شغلی و عدالت سازمانی در دانشگاه آزاد اسلامی واحد ارسنجان، بود. بدین منظور، از بین کلیه پرسنل دانشگاه آزاد اسلامی واحد ارسنجان اعم از کارکنان رسمی و اعضای هیات علمی، با استفاده از فرمول کوکران 125 نفر (96 نفر مرد و 29 نفر زن)، به شیوهی نمونهگیری تصادفی طبقهبندی شده به روش سیستماتیک، انتخاب شدند و با استفاده از پرسشنامههای عدالت سازمانی نیهوف و مورمن، سنجش رفتار سازمانی پودساکف و شاخص توصیف شغل (JDI)، مورد آزمون و دادههای به دست آمده با استفاده از روش تحلیل مسیر، مورد ارزیابی آماری قرار گرفتند. یافتهها نشان داد ابعاد عدالت توزیعی، تعاملی و رویهای قادر به پیشبینی رفتار شهروندی سازمانی میباشند. رضایت شغلی نیز قادر به پیشبینی رفتار شهروندی سازمانی میباشد. همچنین ترکیبی خطی از ابعاد عدالت سازمانی و رضایت شغلی، رفتار شهروندی سازمانی را پیشبینی مینمایند. یافتهها همچنین نقش واسطهگری رضایت شغلی را در رابطه بین ابعاد عدالت سازمانی و رفتار شهروندی سازمانی مورد تأیید قرار داد. با توجه به یافتههای به دست آمده نتیجه گرفته میشود که مدیران سازمان مورد مطالعه و همچنین سازمانهای دیگر نسبت به اعمال رفتارهای عادلانه در مورد کارکنان اهتمام بیشتری ورزند که این هم موجب رضایت شغلی کارکنان و هم موجب افزایش عملکرد سازمان خواهد شد و در نتیجه رضایت افرادی که گیرنده خدمت از سازمان هستند را در پی خواهد داشت.
The aim of this study was to developing a model for organizational citizenship behavior based on job satisfaction and organizational justice in Islamic Azad University of Arsanjan. For this purpose a sample of 125 subjects (96 males and 29 females) was selected using Cochran formula among University staff both official staff and faculty stratified random sampling method systematically. They were evaluated using Niehoff and Moorman's organizational justice inventory, Podsakoff's organizational citizenship behavior Inventory and Job Descriptive Index (JDI). The data were evaluated using path analysis. The findings show that, dimensions of distributive justice, interactional justice and procedural justice are able to predict organizational citizenship behavior. Job satisfaction also is able to predict organizational citizenship behavior. As well as a linear combination of dimensions of organizational justice and job satisfaction could predict organizational citizenship behavior. The results also indicated that job satisfaction mediated the relationship between dimensions of organizational justice and organizational citizenship behavior. According to the obtained findings concluded that managers of organization under research and other organizations about the fair treatment of employees should be given more attention in their efforts. This also leads to job satisfaction and increasing organizational performance and therefore the satisfaction of the client will follow.
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