بررسی رابطه عدالت سازمانی با رفتار شهروندی سازمانی در بین کارمندان ناحیه 1 و 2 آموزش و پرورش شهر خرم آباد
محورهای موضوعی : مدیریت نوآوری های آموزشیحسن محجوب عشرت آبادی 1 , سیدمحمد میرکمالی 2 , ولی مراد کیانی 3
1 - عضو هیات علمی
2 - عضو هیات علمی
3 - دانشجو
کلید واژه: رفتار شهروندی سازمانی, کلمات کلیدی: عدالت سازمانی,
چکیده مقاله :
چکیده پژوهش حاضر با هدف تعیین رابطه بین عدالت سازمانی با رفتار شهروندی سازمانی کارمندان ناحیه 1 و 2 آموزش و پرورش شهر خرم آباد انجام گردیده است. روش تحقیق استفاده شده توصیفی از نوع همبستگی می باشد. جامعه آماری شامل کلیه کارمندان این دو ناحیه بوده است که با روش تصادفی ساده از بین آنها، 168 نفر به عنوان نمونه انتخاب شدند. ابزار گردآوری داده ها شامل پرسشنامه های محقق ساخته عدالت سازمانی و رفتار شهروندی سازمانی بوده و تجزیه و تحلیل داده ها از طریق شاخص های آمار توصیفی و آزمون های آماری (همبستگی پیرسون، رگرسیون، تحلیل واریانس یک راهه، تی مستقل) انجام گرفته است. نتایج تحقیق نشان می دهد که بین عدالت سازمانی و رفتار شهروندی سازمانی همبستگی مثبتی در سطح 01/0 وجود دارد. همچنین، یافته های حاصل از رگرسیون گام به گام نشان داد که فقط مؤلفه وفاداری قادر به پیش بینی عدالت سازمانی است. نتایج آزمون تی مستقل نیز آشکار ساخت که بین جنسیت کارمندان تفاوت معناداری وجود دارد و در پایان نتایج تحلیل واریانس یک راهه بین عدالت سازمانی با متغیر دموگرافیکی سطح تحصیلات آشکار ساخت که تفاوت معنی داری بین آنها وجود دارد.
Abstract The aim of this research was to explore the relationship between organizational justice and organizational citizenship behavior among the employees of regions 1 and 2 of the Education Ministry in Khorramabad. The used research method was descriptive and correlation. All employees in these two districts constituted the population of this study; from among them168 employees were selected, using random sampling. Instruments for this study included two researcher-made questionnaires: Organizational Justice and Citizenship Behavior Questionnaires. The collected data was analyzed through descriptive statistics indices and statistical tests, including Pearson correlation, regression, one-way ANOVA, and independent t-test. The results of data analysis indicated that there was a positive relationship between organizational justice and organizational citizenship behavior (P< .0.1). In addition, results from stepwise regression revealed only the loyalty component could predict organizational justice. The results of t-test also showed a significant difference between the employee’s genders. And finally, results of one-way ANOVA indicated that the difference between organizational justice and the education level, that was actually a demographic variable, was significant.
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