The Relationship Between Organizational Health and Organizational Justice with Employee Engagement in the Education Department of Marvdasht
محورهای موضوعی : Islamic EducationKoresh FatehNejad 1 , Ahmad Reza OjiNejad 2 , Masoumeh Oftadehnasab 3
1 - Assistant Professor, Educational Management Department, Marvdasht Branch, Islamic Azad University, Marvdasht, Iran.
2 - Assistant Professor, Educational Sciences and Psychology Department, Marvdasht Branch, Islamic Azad University, Marvdasht, Iran.
3 - Master of Arts, Educational Sciences and Psychology Department, Marvdasht Branch, Islamic Azad University, Marvdasht, Iran
کلید واژه: Organizational Health, Organizational Justice, Employee Engagement, Employees of the Education Department of Marvdasht.,
چکیده مقاله :
The present study aimed to explore the relationship between organizational health and organizational justice with employee engagement in the Education Department of Marvdasht. This research is practical in purpose and correlational in nature and methodology. The statistical population of this study consisted of 150 employees of the Education Department. Based on Morgan's table, considering the limited size of the population, the sample size was determined to be 110 individuals. The questionnaires were distributed among community members using random cluster sampling. The sample was evaluated through Salanova and Schaufeli's (2001) Employee Engagement Questionnaire, Niehoff and Moorman's (1993) Organizational Justice Questionnaire, and Hoyi et al.'s (1996) Organizational Health Questionnaire. The collected data were analyzed at two levels (descriptive statistics and inferential statistics). Descriptive statistics utilized means and standard deviations, while inferential statistics involved Pearson correlation significance tests and multiple regression analysis using Baron-Kenny’s simultaneous and hierarchical methods. The results indicated that there is a relationship between organizational health and organizational justice with dimensions of employee engagement. Additionally, there are relationships between the dimensions of organizational health and employee engagement, as well as between the dimensions of organizational justice and employee engagement. The dimensions of organizational justice significantly predict the dimensions of employee engagement, and the dimensions of organizational health also significantly predict the dimensions of employee engagement.
The present study aimed to explore the relationship between organizational health and organizational justice with employee engagement in the Education Department of Marvdasht. This research is practical in purpose and correlational in nature and methodology. The statistical population of this study consisted of 150 employees of the Education Department. Based on Morgan's table, considering the limited size of the population, the sample size was determined to be 110 individuals. The questionnaires were distributed among community members using random cluster sampling. The sample was evaluated through Salanova and Schaufeli's (2001) Employee Engagement Questionnaire, Niehoff and Moorman's (1993) Organizational Justice Questionnaire, and Hoyi et al.'s (1996) Organizational Health Questionnaire. The collected data were analyzed at two levels (descriptive statistics and inferential statistics). Descriptive statistics utilized means and standard deviations, while inferential statistics involved Pearson correlation significance tests and multiple regression analysis using Baron-Kenny’s simultaneous and hierarchical methods. The results indicated that there is a relationship between organizational health and organizational justice with dimensions of employee engagement. Additionally, there are relationships between the dimensions of organizational health and employee engagement, as well as between the dimensions of organizational justice and employee engagement. The dimensions of organizational justice significantly predict the dimensions of employee engagement, and the dimensions of organizational health also significantly predict the dimensions of employee engagement.
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