بررسی نقش تعدیلی شخصیت بین عدالت سازمانی ادراک‌شده و رفتارهای مدنی سازمانی
محورهای موضوعی : تربیتی
1 - کارشناس ارشد روان‌شناسی صنعتی سازمانی دانشگاه آزاد اصفهان (خوراسگان)
2 - عضو هیأت علمی دانشگاه آزاد اسلامی اصفهان (خوراسگان)
کلید واژه: عدالت سازمانی ادراک شده, رفتارهای مدنی- سازمانی, شخصیت,
چکیده مقاله :
هدف این پژوهش بررسی نقش تعدیلی پنج عامل بزرگ شخصیت بر ارتباط بین عدالت سازمانی ادراک‌شده و رفتار مدنی سازمانی است. نمونۀ پژوهش 148 نفر از کارکنان یک مجموعۀ اداری بودند که به شیوۀ نمونه‌گیری دردسترس انتخاب شدند. ابزارهای پژوهش شامل پرسشنامۀ پنج عامل بزرگ شخصیت (دنوی و اوزوالد، 2012)، پرسشنامۀ عدالت سازمانی (شیبااوکا و همکاران، 2010) و پرسشنامۀ رفتار مدنی سازمانی (لی و آلن، 2002) بودند. داده‌ها با استفاده از تحلیل رگرسیون سلسله‌مراتبی تجزیه و تحلیل شدند. نتایج نشان داد که وظیفه‌شناسی، رابطۀ بین عدالت توزیعی و رفتارهای مدنی ـ سازمانی معطوف به سازمان را تعدیل می‌کند و همچنین برونگرایی و توافق‌پذیری، رابطۀ عدالت بین‌فردی را با رفتار مدنی سازمانی معطوف به سازمان تعدیل می‌نمایند. تحلیل رگرسیون تعقیبی نشان داد که وقتی وظیفه‌شناسی و برونگرایی بالاست، رابطه معنادار مثبتی بین عدالت توزیعی و بین‌فردی ورفتار مدنی سازمانی معطوف به سازمان وجود دارد، اما وقتی توافق‌پذیری بالا است، افزایش عدالت بین‌فردی منجر به کاهش رفتارهای مدنی سازمانی معطوف به سازمان می‌شود. نتایج این پژوهش نشان داد که پنج عامل بزرگ شخصیت از مجموعه عواملی هستند که لازم است در هنگام مطالعه رابطه عدالت سازمانی با رفتارهای انسان در محیط کار مورد توجه قرار گیرند.
The aim of the present study was to explore the moderating role of the big five personality factors on the relationship between perceived organizational justice and organizational citizenship behaviors (OCBs). The participants in this study were 148 employees working in an administerative organization, selected by using convenience sampling method. Research instruments included the big five personality factors questionnaire (De Nevea & Oswald, 2012), organizational justice questionnaire (Shibaoka et al, 2010), and organizational citizenship behaviors questionnaire (Lee & Allen, 2002). Data were analyized using hierarchical regression analysis. Results indicated that, conscientiousness can moderate the relationship between distributive justice and organizational citizenship behaviors toward organization, and also extroversion and agreeableness can moderate the relationships between interpersonal justice and organizational citizenship behaviors toward organization. Posterior regression analysis revealed that when conscientiousness and extraversion are high, there are positive significant relationships between distributive and interpersonal justice with organizational citizenship behaviors toward organization, but when agreeableness is high, the increasing in interpersonal justice results in decreasing organizational citizenship behaviors toward organization. The results of current research revealed that the big five personality factors must be considered when studying the relationship between organizational justice and human behavior at workplaces.
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