ارایه مدل علی اخلاق کار اسلامی و تعهد سازمانی با نقش واسطه ای عدالت سازمانی و ارزش های شغلی

محورهای موضوعی : آموزش و پرورش

محمد رضا سرمدی ¹ (استاد، گروه علوم تربیتی، دانشگاه پیام نور، تهران، ایران)

تاریخ دریافت : 1395/08/16 تاریخ پذیرش : 1395/08/16 تاریخ انتشار : 1395/08/01

کلید واژه: عدالت سازمانی, تعهد سازمانی, اخلاق کار اسلامی, ارزش های شغلی, مدل تحلیل مسیر,

چکیده مقاله :

    هدف اصلی پژوهش ارایه مدل علی اخلاق کار اسلامی و تعهد سازمانی با نقش واسطه ای عدالت و ارزش های شغلی در بین اعضای هیئت علمی دانشگاه پیام نور می باشد. این پژوهش از منظر هدف کاربردی و از نظر شیوه گردآوری داده ها در زمره پژوهش های توصیفی همبستگی است. جامعه آماری پژوهش، شامل تمامی اعضای هیئت علمی دانشگاه پیام نور می باشدکه از روش نمونه‌گیری خوشه ای تصادفی و با استفاده از جدول مورگان تعداد 362 نفر انتخاب شدند. پرسش‌نامه‌های بکار رفته در پژوهش شامل پرسش نامه تعهد سازمانی (Allen & Meyer,1997)، اخلاق کار اسلامی (Yousef,2001)، عدالت سازمانی (Colquitt& et al,2001) و ارزش های شغلی (Seevers,2001) بوده اند. داده های گرد آوری شده پژوهش برای بررسی فرضیه ها با استفاده از تحلیل مسیر مورد بررسی و تحلیل قرار گرفتند. نتایج نشان دهنده برازندگی مدل مفهومی و تایید آن برای جامعه دانشگاه پیام نور و بویژه اعضای هیئت علمی است. وجود ارتباط مستقیم و معنادار میان مولفه های اخلاق کار اسلامی (نگرش اخلاقی به کار (36/0 و 30/0)، روابط بین فردی (25/0 و22/0)) و عدالت سازمانی و ارزش‌های شغلی از یک سو و از سوی دیگر، وجود وجود ارتباط مستقیم و معنادار میان عدالت سازمانی (37/0) و ارزش های شغلی (41/0) با تعهد سازمانی اثرهای مستقیم مورد بررسی قرار گرفت. در مورد اثرهای غیر مستقیم مولفه های اخلاق کار اسلامی نگرش اخلاقی به کار (16/0) و روابط بین فردی (11/0) با تعهد سازمانی با نقش میانجی عدالت سازمانی و ارزش های شغلی است که نشان دهنده نقش واسطه ای این دو متغیر و اهمیت آن ها در تحلیل های سازمانی است. کل مقدار واریانس تبیین شده تعهد سازمانی بواسطه مولفه‌های اخلاق کار اسلامی، عدالت سازمانی و ارزش های شغلی (27/0) می باشد.

چکیده انگلیسی:

The aim of this study is to present causal model of Islamic Work Ethics and organizational commitment with mediating role of work values of organizational Justice among PNU Faculty Members. The present research is applied and the method of data collection is descriptive correlational. The study population included all faculty members whose PNU random cluster sampling, 362 students were selected using Morgan table. The questionnaire used in the research were organizational commitment (Allen & Meyer, 1997), Islamic work ethics (Yousef, 2001), organizational justice (Colquitt & et al, 2001) and job values (Seevers, 2001). Research data were collected in order to be examined and the hypotheses were analyzed using path analysis. The results showed that the conceptual model and its suitability was confirmed for the PNU, especially for the faculty members. There was a significant correlation between Islamic work ethics (moral attitude to work (0/36 and 0/30) and interpersonal relations (0/25 and 0/22)) and organizational justice and job values on the one hand; and on the other hand, there is a significant correlation between organizational justice (0/37), and work values (0/41) direct effects of organizational commitment. The indirect effects of Islamic work ethics, moral attitude to work (0/16) and interpersonal relations (0/11) with the mediating role of organizational justice and organizational commitment with work values represent the mediating role of these two variables and their importance in organizational analysis. The total variance specified in organizational commitment by Islamic work ethics, organizational justice and job values is (0/27).

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