بررسی نقش میانجی گری اعتماد سازمانی بر رابطه بین حمایت سازمانی ادراک شده و تعهد سازمانی در دانشگاه های آزاد اسلامی استان فارس
محورهای موضوعی :
آموزش و پرورش
ساغر رحمانی
1
,
مرضیه حیدری
2
1 - کارشناسی ارشد مدیریت بازرگانی، واحد آباده، دانشگاه آزاد اسلامی، آباده، ایران
2 - استادیار گروه علوم تربیتی، واحد آباده، دانشگاه آزاد اسلامی، آباده، ایران
تاریخ دریافت : 1395/09/07
تاریخ پذیرش : 1397/12/15
تاریخ انتشار : 1397/12/01
کلید واژه:
اعتماد سازمانی,
تعهد سازمانی,
حمایت سازمانی ادراک شده,
چکیده مقاله :
هدف این پژوهش بررسی رابطه بین حمایت سازمانی ادراک شده و تعهد سازمانی با میانجی گری اعتماد سازمانی در دانشگاه های آزاد اسلامی استان فارس می باشد. پژوهش از لحاظ هدف کاربردی و از نظر روش جمع آوری داده ها توصیفی از نوع همبستگی بوده است. جامعه آماری شامل کلیه اعضای هیات علمی و کارمندان دانشگاه آزاد اسلامی استان فارس بودند که از این جامعه تعداد 385 نفر به عنوان نمونه با روش نمونه گیری تصادفی خوشه ای انتخاب گردیده و مورد مطالعه قرار گرفتند. به منظور گردآوری اطلاعات از پرسش نامه های تعهد سازمانی آلن و مایر(1990)، پرسش نامه حمایت سازمانی ادراک شده ایزنبرگ(1986) و پرسش نامه اعتماد سازمانی آتوس و گابارو(1976) استفاده گردید. پایایی ابزار با استفاده از آلفای کرونباخ برای پرسش نامه تعهد سازمانی (83/0)، پرسش نامه حمایت سازمانی ادراک شده ( 89/0) و پرسش نامه اعتماد سازمانی (88/0) برآورد و تایید گردید. برای تجزیه و تحلیل داده ها از نرم افزار SPSS و PLS استفاده شده است. نتایج بدست آمده در این پژوهش حاکی از این است که حمایت سازمانی ادراک شده با تعهد سازمانی و اعتماد سازمانی رابطه ی مستقیم و معناداری دارد. همچنین تعهد سازمانی با اعتماد سازمانی رابطه مستقیم و معناداری دارد و نقش اعتماد به عنوان متغیر میانجی بین حمایت سازمانی ادراک شده و تعهد سازمانی مورد تایید قرار گرفت.
چکیده انگلیسی:
The main goal of this study was to investigate the mediating role of organizational trust on the relationship between of perceived organizational support and organizational commitment in Islamic Azad university of Fars. The purpose of applied research and data collection method was descriptive correlational. The population consisted of all faculty members and staff of Islamic Azad University, Fars province that A sample of 385 subjects selected by random cluster sampling method. In order to collect information, a questionnaire of organizational commitment (Allen and Meyer, 1990), a questionnaire on perceived organizational support (Eisenberg, 1986) and a questionnaire on organizational trust (Athos and Gabarv, 1976) were used. Reliability using Cronbach's alpha for Organizational Commitment Questionnaire (0/83), a questionnaire on perceived organizational support (0/89) and a questionnaire on organizational trust (0/88) estimate and approved. To analyze the data, SPSS and PLS is used. The results obtained in this study indicate that perceived organizational support and organizational commitment and organizational trust had significant positive relationship. Also, organizational commitment and organizational trust had significant positive relationship and the role of trust as a mediator between perceived organizational support and organizational commitment were approved.
منابع و مأخذ:
Amirkafi, M., &Hasheminasab, F. (2013), The effect of organizational justice, perceived organizational support and organizational trust on commitment, Social Problems, 1, 33-62(Persian).
Babaei, S. Rasooli, R.,&Darvish, H. (2010), The impact of organizational justice and organizational commitment to job security through the Social Security trust managers, master's thesis, Payam Noor University of Tehran (Persian).
Byrne, Z., Pitts, V., Chiaburu, D., & Steiner, Z. (2011), Managerial trustworthiness and social exchange with the organization, Journal of Managerial Psychology, 26 (2), 180.
Cevat, C., &Ozge, E.Y, (2012),The relationship among organizational trust, multidimensional organizational commitment and perceived organizational support in educational organizations,Social and Behavioral Sciences, 46 (2012) 5763 – 5776.
Chen, Su-Yueh,., Wen-Chuan, Wu., Ching-Sheng Chang, Chia-Tzu Lin, Jung-Yuan Kung, Hui-ChingWeng, Yu-Tz Lin and Shu-I Lee, (2015), Organizational justice, trust, and identification and their effects on organizational commitment in hospital nursing staff, BMC Health Services Research, DOI 10.1186/s12913-015-1016-8.
Chris, P., Catherine, J., Ian, F., &Antonio, T. (2010), Predicting turnover intentions the interactive effects of organizational commitment and perceived organizational support,Management Research Review, 33(9), 911-923.
Deepakshi, D, (2016), Impact of perceived organizational support, psychological empowerment and leader member exchange on commitment and its subsequent impact on service quality, International Journal of Productivity and Performance Management, 65 (1), 58 – 79.
Doaee, H., &Borjalilu, SH, (2010), to review the relationship of perceived organizational support and organizational commitment and turnover intention, vision of public administration, 3, 63-77(Persian).
Eisenberger, R., Huntington, R., Hutchison, S., & Sowa, D, (1986), PercievedOrganizaitonal Support, Journal of Applied Psychology, 71 (3), 500-507.
Fumani, D. M, (2014),Perceivedorganisational support influences on job satisfaction and organizational commitment among junior academic staff members.Journal of Psychology in Africa, 25, 4, 364–366.
Gabarro,J.J., & Athos, A.G, (1976), International relations and communications, Prentice Hall.
HafezNia, M. (2010), an introduction to research methods in the humanities, research organizations and universities Compilation of Humanities Books (Samt), human science research and development center.
Khanifar, H.,Moghimi, S.M.,Jandaghi, G.R. &Zarvandi, N. (2009), examining the relationship between trust and organizational commitment and Education in Agricultural Jihad Organization of Qom province), Public Administration, 1(2), 3-18 (Persian).
Mayer, R. C., Davis, J. H., &Schoorman, F. D. (1995), An integrative model of organizational trust. Academy of Management Review, 20, 709–734.
Mehmet, T., Mesut, A.,& Menderes, T. (2015), Examining transformational leadership, job satisfaction, organizational commitment and organizational trust in Turkish hospitals: public servants versus private sector employees, The International Journal of Human Resource Management, 26:9, 1259-1282, DOI: 10.1080/09585192.2014.939987.
Meyer, J. P., Allen, N. J., &Gellatly, I. R. (1990), Affective and continuance commitment to the organization: Evaluation ofmeasures and analysis of concurrent and time lagged relations, Journal of Applied Psychology, 75, 710–720.
Nazem, F., &Mohammadi, M.J, (2008), Organizational commitment and its components in Islamic Azad University, Journal of New Thoughts on Education, 1, 11-28 (Persian).
Rhoades, L. and Eisenberger, R. (2002), Perceived organizational support: a review of the
literature, Journal of Applied Psychology, 87 (4), 698-714.
Sabahattin, T., Mehmet, T., Dilaver, T.,&Erdem, K, (2015), Effect of organizational trust, job satisfaction, individual variables on the organizational commitment in healthcare services, Total Quality Management & Business Excellence, DOI 10.1080/14783363.2015.1099428.
Shawna, K. S,(2014), The Effects of Perceived Organizational Support and Trust on Organizational commitment, Proquest LLC,1554181.
Shirazi, A., Ahmadi-Zahrani, M. (2014), The relationship between organizational ethical climate and organizational trust and organizational commitment of secondary school, New Approaches in Educational Management, 15(4), 41-64(Persian).
Sobel, M. E. (1982), Asymptotic confidence intervals for indirect effects in structure equations models, Sociological methodology, San Francisco: Jossey-Bass.
SoltaniporZarandi, H., Aghaee, N., &AsgariZaedabi, B, (2012), the relationship between perceived organizational support and organizational commitment and job performance athletic administration and the western provinces of Iran's youth, Master Thesis, University of Kharazmi (Persian).
Tan, H. H., & Tan, C. S. (2000), Toward the differentiation of trust in supervisor and trust in organization, Genetic, Social, and General Psychology Monographs, 126 (2), 241-260.
_||_