رابطۀ تعارض کار ـ خانواده با عدالت سازمانی، تعهد سازمانی و سرزندگی، با توجه به نقش برنامه کاری اقماری و غیراقماری

محورهای موضوعی : تربیتی

حمیدرضا عریضی ¹ (عضو هیأت علمی دانشگاه اصفهان)
شبنم جوانمرد ² (کارشناس ارشد روان‌شناسی صنعتی ـ سازمانی دانشگاه اصفهان)
ابوالقاسم نوری ³ (عضو هیأت علمی دانشگاه اصفهان)

تاریخ دریافت : 1396/07/25 تاریخ پذیرش : 1396/07/25 تاریخ انتشار : 1393/07/01

کلید واژه: عدالت سازمانی, تعهد سازمانی, تعارض کارـ خانواده, سرزندگی, کارکنان اقماری,

چکیده مقاله :

هدف از این پژوهش بررسی رابطۀ تعارض کارـ خانواده، با متغیرهای سازمانیِ عدالت سازمانی و تعهد سازمانی از یک‌سو، و بهزیستی روانی شامل سرزندگی از سوی دیگر، در کارکنان اقماری و غیراقماری و مقایسۀ این دو گروه بود. جامعۀ آماری، کارکنان رسمی شرکت گاز در سال 1389 بودند که از میان آنها 150 نفر به شیوۀ تصادفی طبقه‌ای از دو گروه اقماری و غیراقماری انتخاب شدند (75 نفر از کارکنان گروه اقماری و 75 نفر از گروه غیراقماری). شرکت‌کنندگان پرسشنامه‌های تعارض کارـ خانواده (نت‌میر و همکاران، 1996)، سرزندگی (رایان و فردریک، 1997)، عدالت سازمانی (نیهوف و مورمن، 1993) و تعهد سازمانی (بالفور و وکسلر، 1996) را تکمیل کردند. یافته‌ها نشان داد که رابطۀ منفی بین تعارض کارـ خانواده و عدالت توزیعی (001/0P=)، عدالت رویه‌ای (008/0P= )، عدالت تعاملی (002/0P=)، سرزندگی (018/0P=) و تعهد سازمانی (001/0P=) معنادار است. نتایج در گروه اقماری، رابطۀ منفی تعارض کارـ خانواده با عدالت توزیعی (001/0P=)، عدالت تعاملی (003/0P=)، سرزندگی(001/0P=) و تعهد سازمانی (001/0P=) را نشان داد. در حالی که در گروه روزکار، تعارض کارـ خانواده فقط با عدالت رویه‌ای همبستگی منفی معنادار نشان داد (048/0P=). نتایج حاصل از اجرای آزمون z فیشر نیز نشان داد تعارض کارـ خانواده در گروه اقماری رابطۀ منفی قوی‌تری با سرزندگی، عدالت توزیعی، تعهد همانندسازی و تعهد مبادله‌ای نسبت به گروه روزکار دارد (96/1Zt>±).

چکیده انگلیسی:

 The aim of this research was to investigate the relation of work-family conflict (WFC) with organizational variables of organizational justice and organizational commitment in one hand and subjective wellbeing including vitality in the other hand, in expatriate and normal work schedules of Gas Transfer Operation District Two, and to compare these two groups. Statistical population were formal personnel of the company in 2010, from among them 150 people were selected Via classified random sampling from the two groups of expatriates and normal schedules' personnel (n= 75 for each group). Participants completed Work-Family (Netmeyer et al., 1996), Vitality (Ryan & Frederick, 1997), Organizational Justice (Niehoff & Moorman, 1993) and Organizational Commitment (Balfour & Wechsler, 1996) questionnaires. Findings indicated that negative relation of WFC with distributive justice (P=0.001), procedural justice (P=0.008), interactive justice (P=0.002), vitality (P=0.018) and organizational commitment (P=0.001) are significant. Findings in expatriate group indicated negative relation of WFC with distributive justice (P=0.001), interactive justice (P=0.003), vitality (P=0.001) and organizational commitment (P=0.001). While in normal schedule group, WFC showed significant negative relation only with procedural justice (P=0.048). Results of Fisher Z test also indicated that WFC in expatriate group has stronger negative relation with vitality, distributive justice, identification and exchange commitments relative to normal schedule group. (Zt >±1.96) 

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