مطالعه تجربی رابطه بین انعطاف‌پذیری سازمانی و عدالت سازمانی در محیط‌های دانشگاهی: مطالعه موردی دانشگاه شیراز
محورهای موضوعی : آموزش و پرورش
مهدی محمدی
1
(استادیار بخش مدیریت و برنامه ریزی آموزشی، دانشکده علوم تربیتی و روانشناسی دانشگاه شیراز، ایران)
قاسم سلیمی
2
(استادیار بخش مدیریت و برنامه ریزی آموزشی، دانشکده علوم تربیتی و روانشناسی دانشگاه شیراز، ایران.)
سلیمه ستوده فر
3
(دانشجوی کارشناسی ارشد مدیریت آموزشی، دانشگاه شیراز، ایران)
لیلا ثواب
4
(دانشجوی کارشناسی ارشد مدیریت آموزشی، دانشگاه شیراز، ایران)
کلید واژه: عدالت سازمانی, انعطاف پذیری سازمانی, عدالت توزیعی, عدالت رویه‌ای, عدالت تعاملی, محیط‌های دانشگاهی,
چکیده مقاله :
از منظر تئوری‌های آموزش عالی، دانشگاه مانند سایر سازمان‌ها، باید قادر به ارائه پاسخهای متعدد به محیط پیرامون خود باشد. این رفتار منعطف در مبانی نظری با عنوان انعطاف‌پذیری سازمانی، مفهوم‌سازی شده است. سازمان‌های منعطف به موضوع عدالت سازمانی نیز توجه ویژه‌ای دارند. هدف از این پژوهش، بررسی رابطه بین انعطاف‌پذیری سازمانی و عدالت سازمانی از دیدگاه کارکنان دانشگاه شیراز بود. جامعه آماری شامل کارکنان رسمی و پیمانی دانشگاه شیراز در سال 93-92 بود که با نمونه گیری تصادفی ساده، 181 نفر به عنوان نمونه انتخاب شدند. ابزار جمع‌آوری دادهها دو پرسشنامه عدالت سازمانی و انعطاف‌پذیری سازمانی (محقق ساخته) بود که روایی آن به ترتیب 93/0 و 94/0محاسبه شده است. دادهها با استفاده از آمار توصیفی و آمار استنباطی، همبستگی و آزمون تحلیل واریانس چند متغیره تحلیل شدند. نتایج نشان داد که:
1) بین انعطاف‌پذیری سازمانی و ابعاد عدالت سازمانی رابطه معناداری وجود دارد.2) بین جنسیت و ادراک کارکنان از انعطاف پذیری سازمانی با ادراک آنان از عدالت سازمانی رابطه تعاملی وجود ندارد.3) بین سابقه خدمت و ادراک کارکنان از انعطاف پذیری سازمانی با ادراک آنان از عدالت سازمانی رابطه تعاملی وجود ندارد.4) بین مدرک تحصیلی و ادراک کارکنان از انعطاف پذیری سازمانی با ادراک آنان از عدالت سازمانی رابطه تعاملی وجود ندارد.
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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