رابطه سرپرستی توهینآمیز با رفتار شهروندی سازمانی و تعهد عاطفی سازمانی: تبیین نقش میانجیگر ادراک کارکنان از عدالت تعاملی
محورهای موضوعی : آموزش و پرورش
1 - استادیار
2 - دانشجو
کلید واژه: رفتار شهروندی سازمانی, سرپرستی توهینآمیز, تعهد عاطفی سازمانی, ادراک کارکنان از عدالت تعاملی,
چکیده مقاله :
هدف این پژوهش بررسی رابطه سرپرستی توهینآمیز با رفتار شهروندی سازمانی و تعهد عاطفی سازمانی بود. همچنین نقش میانجیگر ادراک کارکنان از عدالت تعاملی در رابطه بین سرپرستی توهینآمیز با رفتار شهروندی سازمانی و تعهد عاطفی سازمانی مورد بررسی قرار گرفت. پژوهش حاضر از جهت هدف، کاربردی و از حیث نحوه گردآوری دادهها، توصیفی از نوع پیمایشی است و جامعه آماری شامل 126 نفر از معلمان مقطع ابتدایی شهرستان ارسنجان بود. ابزار گردآوری دادهها پرسشنامه بود. روایی و پایایی پرسشنامهها با استفاده از روایی صوری، روایی سازه و همچنین محاسبه آلفای کرونباخ مورد بررسی قرار گرفت و تایید گردید. جهت تجزیه و تحلیل دادهها، از روش تحلیل عاملی تأییدی و مدل‌سازی معادلات ساختاری استفاده شد. نتایج پژوهش نشان داد که سرپرستی توهینآمیز دارای رابطه منفی و معنادار با رفتار شهروندی سازمانی، تعهد عاطفی سازمانی و ادراک کارکنان از عدالت تعاملی است. همچنین مشخص شد که ادراک کارکنان از عدالت تعاملی دارای رابطه مثبت و معنادار با رفتار شهروندی سازمانی و تعهد عاطفی سازمانی است. نهایتاً نتایج پژوهش تاییدکننده نقش معنادار متغیر میانجی ادراک کارکنان از عدالت تعاملی در رابطه بین سرپرستی توهینآمیز با رفتار شهروندی سازمانی و تعهد عاطفی سازمانی بود.
The aim of this study was examine the relationship of abusive supervision with organizational citizenship behavior and affective organizational commitment. Also examined the relationship of employees' perceptions of interactional justice as moderator variable. This study in terms of aim, functional and in terms of data collection, descriptive survey and the population of the population consisted of 126 elementary school teachers in Arsanjan. Data collecting tool was questionnaire. Validity and reliability the questionnaires using face validity, construct validity and Cronbach's alpha were examined. To analyze the data, confirmatory factor analysis and structural equation modeling was used. The results showed abusive supervision has a negative and significant relationship with organizational citizenship behavior, affective organizational commitment and employees' perceptions of interactional justice. It was also found employees' perceptions of interactional justice has a positive and significant relationship with organizational citizenship behavior and affective organizational commitment. Finally, the results was confirming a significant role Variable mediator of employees' perceptions of interactional justice in Relation between abusive supervision with organizational citizenship behavior and affective organizational commitment
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