رابطۀ عدالت سازمانی، سلامت سازمانی، اشتیاق شغلی و جوّ سازمانی نوآورانه با توانمندسازی روانشناختی و رفتار ـ مدنی سازمانی
محورهای موضوعی : تربیتیسحر صفرزاده 1 , فرح نادری 2 , پرویز عسگری 3 , میرصلاح الدین عنایتی 4 , علیرضا حیدریی 5
1 - عضو هیأت علمی گروه روانشناسی، دانشگاه آزاد اسلامی واحد اهواز
2 - عضو هیأت علمی گروه روانشناسی، دانشگاه آزاد اسلامی واحد اهواز
3 - دانشیار گروه روانشناسی، واحد اهواز، دانشگاه آزاد اسلامی، اهواز، ایران.
4 - استادیار گروه روانشناسی، واحد علوم و تحقیقات خوزستان، دانشگاه آزاد اسلامی، اهواز، ایران.
5 - دانشیار گروه روانشناسی، واحد اهواز، دانشگاه آزاد اسلامی، اهواز، ایران.
کلید واژه: توانمندسازی روانشناختی, جوّ سازمانی نوآورانه, رفتار مدنی سازمانی, اشتیاق شغلی, عدالت سازمانی, سلامت سازمانی,
چکیده مقاله :
هدف از این پژوهش بررسی رابطۀ عدالت سازمانی، سلامت سازمانی، اشتیاق شغلی و جوّ سازمانی نوآورانه با توانمندسازی روانشناختی و رفتار مدنی سازمانی در کارکنان یک سازمان صنعتی در شهر اهواز بود. جامعه آماری را 7480 نفر از کارکنان سازمان تشکیل داد. با استفاده از جدول کرج سای و مورگان، و روش نمونهگیری تصادفی طبقهای، تعداد 400 نفر از آنان بهعنوان نمونه انتخاب شدند. نوع تحقیق، توصیفی ـ همبستگی بود. ابزار پژوهش پرسشنامههای عدالت سازمانی (ینهوف و مورمن، 1993)، سلامت سازمانی (تمیمینژاد، 1386)، اشتیاق شغلی (سلانوا و شوفیلی، 2001)، جوّ سازمانی نوآورانه (سیگل و کایمر، 1978)، رفتار مدنی ـ سازمانی (لی و آلن، 2002) و توانمندسازی روانشناختی (اسپریتزر، 1995) بود. از روش آماری تحلیل همبستگی کانونی استفاده شد. نتایج نشان داد که دو مجموعه متغیرهای ملاک و پیشبین در دو بعد با ضرایب همبستگی کانونی84/0 و 19/0 رابطه معناداری دارند. مطابق نتایج بهدست آمده، اشتیاق شغلی با ضریب (99/0) قویترین رابطه را با اولین متغیر کانونی داشت. سلامت سازمانی (77/0)، عدالت سازمانی (71/0) و جو نوآورانه سازمانی (51/0) به ترتیب در رتبههای بعدی قرار گرفتند. در بعد دوم قویترین حضور مربوط به سلامت سازمانی (46/0-) بود و جو نوآورانه سازمانی (30/0)، عدالت سازمانی (24/0-) و اشتیاق شغلی (08/0) در سلسلهمراتب بعدی قرار داشتند. همچنین، مطابق نتایج بهدست آمده اولین متغیر کانونی، قویترین رابطه را با توانمندسازی روانشناختی (98/0) و سپس با متغیر رفتار مدنی سازمانی (78/0) داشت. دومین متغیر کانونی قویترین رابطه را با رفتار مدنی سازمانی (63/0) داشت و توانمندسازی روانشناختی با ضریب (20/0-) در رتبه بعدی قرار گرفتند.
The aim of this study was to investigate the relationship of organizational justice, organizational health, job engagement and innovative organizational climate with psychological empowerment and organizational citizenship behavior in an industrial company employees in the city of Ahvaz. The sample included 400 persones who were selected randomly by stratified sampling procedure based on Krejie & Morgan sampling table. The research tools were Organizational Justice (Niehoff and Moorman, 1993), Organizational Health (Tamiminejad, 1386s.c. /2007), Job Engagement (Salanova and Schaufeli, 2001), Innovative Organizational Climate (Cigel and Kaumer, 1978), Psychological Empowerment (Spreitzer, 1995) and Organizational Citizenship Behavior (Lee and Allen, 2002). Canonical correlation analysis was applied as statistical procedure. The results showed that the two sets of criterion and predictive variables were significantly correlated in two dimensions (0.84 and 0 . 19, respectively). Job engagement had the strongest relationship with the first dimension (0 . 99). Then were organization health (0.77), organization justice (0.71) and innovative organizational climate (0.51). In the second dimension, organization health (-0.46), innovative organizational climate (0.30), organization justice (-0.24) and job engagement (0.08) had the strongest relationships. The analysis outputs also showed that canonical variable had the strongest relationship with psychological empowerment (0.98) then with organizational citizenship behavior (0.78), while the second canonical variable had the strongest correlation with organizational citizenship behavior (0.63) and followed by psychological empowerment (-0.20).
Edwards, R.J.A. (2010). Multilevel study of leadership, change oriented staff, and propensity for innovation. adoption. Texas: Christian University. Bakker, A.B. & Demerouti, E. (2008). Towards a model of work engagement, Career Development International. 13(3), 209-223. Barnard, C.I. (1938). The functions of the Executive. Harvard University Press, Cambridge, MA. Basu, R. (1991). An empirical examination of leader member exchange and transformational Leadership as predictors of innovative behavior. Unpublished doctoral dissertation, Purdue University, west Lafayette, IN. Blau, P.M. (1964). Exchange and power in social life. New York: John widely & Sons. Bolino, M.C., Turnley, W.H. & Niehoff, B.P. (2004). The other side of the story: Reexamining prevailing assumptions about organizational citizenship behavior. Human Resource Management Review, 14, 229-249. Burns, T. & Carpenter, J. (2008). Organizational Citizenship and Student Achievement, Journal of Cross-Disciplinary Perspectives in Education, 1(1),51-58. Caravatta, M. (1997). Self evaluation according to measures of baldrige’s award, quality progress’, October. Chen, I.C. , Hsu, H.M. & Chu, I.C.(2005). Clarification of the Antecedents Of Hospital Nurse organizational citizenship Behavior-An Example From Taiwan Regional Hospital. Journal of Nursing Research. 13,No. 4. Cilla. M.J. (2011). Exploring the relationship between organizational citizenship behavior and organizational climates for creativity psychology; organizational behavior, 4086. Dineen, B.R., Lewicki, R.J. & Tomlinson, E.C. (2006). Supervisory and behavioral integrity: Relationships with employee citizenship and deviant behavior. Journal of Applied Psychology, 91, 3, 622-635. Dollard, M.F. & Bakker, A.B. (2010). Psychosocial safety climate as a precursor to conducive work environments, psychological health problems, and employee engagement. Journal of Occupational and Organizational Psychology, 83, 579-599. Ergenli. Aziz, Saglam. Guler & Metin, Selin. (2007). Psychological empowerment and its relationship to trust in immediate managers, Journal of Business Research, 60, 41-49. Erturk, A. (2007). Increasing organizational citizenship behaviors of Turkish academicians. Journal of managmental psychology. 22(3), 257-270. Eskew, D. E. (2005). The role of organizational justice in organizational citizenship behavior. Employee Responsibilities And Rights Journal, 6(3), 185-194. Garcia, P. (2011). effects organizational citizenship behaviors on employess treatment. Journal Academy of management. 32, 261-271. Gonzalez-Roma, V., Schaufeli, W.B., Bakker, A.B. & Iioret, S. (2006). Burnout and work engagement: Independent factors or opposite poles? Journal of Vocational Behavior, 68, 165-174. Gresov, C. & Drazin, R. (2007). Equifinality: functional equivalence in organization design, Academy of management review, 22, 403-428. Gumusluoglu, L., & Ilsev, A. (2009). Transformational leadership, creativity, and organizational innovation. Journal of Business Research, 62 (4), 461-473. Gyekye, S.A. & Salminen, S. (2005). Are ''good soldiers'' safety conscious? An examination of the relation ship between organizational citizenship behaviors and perception of workplace safety, Social Behavior And Personality, 33(8): 805-820. Hill, G. (2005). Feature of organizational health. Journal of scholarship and practice. 12, 32. Huei, M. (2010).The effective organizational factors on organizational citizenship behavior. The Journal of American Academy of Business, 1(6), 41- 50. Isaksen, S.G. & Akkermans, H.J. (2007). An introduction to climate. Orchard Park, NY: The Creative Problem Solving Group, Inc. Isaksen, S.G. & Isaksen, E.J. (2011). The climate for creativity and innovation: and its relationship to empowerment, consumer insight, and ambiguity. Orchard Park, NY: The Creative Problem Solving Group, Inc. Kaplan, R. (1992). The balanced scorecard. Measurement that drive performance. Harvard business review, January, february. Kathryn, M. (2009). Explo.2UB.ring the organizational health for workforce safety climate and organizational commitment. Journal of safety research. Landy, F. & Conte, J.M. (2008). Work in the 21st century, second Edition, Blackwell, Publishing. Lee, K. & Allen, N.J. (2002). Organizational citizenship behavior and workplace deviance: The role of affect and cognation. Journal of Applied Psycology, 87: 131-142. Lorens, S., Schaufeli, W., Bakker, A. & Salanova, M. (2007). Does a positive gain spiral of resources, efficacy beliefs and engagement exist? Computers in Human Behavior, 23, 825-841. Lynden, A & Klingle, W. (2002). Supervising organizational health. Supervision Journal, 7, 3-5. Mc Murray, A.J. (2003). The relationship between Organizational Climate and Organizational Culture: Journal of American Academy of Business Combridge, 13(4), 323-332. Moran, T.M. (2003). Fostering organizational leadership: Transformational leadership and trust. In W.K. Hoy & C.G. Miskel, Studies in Leading and Organizing Schools. Information Age Publishing: Greenwich: CT, 157-179. Narmeen. M., Hassan Danial. A., Tasawary, J., Fawad, A. & Farooq, S.H. (2012). Exploring organizational Citiznship Behavior and its Critical Link to Employee Engagement for Effectual Human Resource Management in Organizations Mediterranean Journal of Social Sciences, 3(1), 2039-2117. Niehoff, B.P. & Moorman, R.H. (1993). Justice as a mediator of the relationship between methods of monitoring and organizational citizenship behavior. Academy of Management Journal, 36(3): 527–556. Parker, P.J & Kohlmeyer, J.M. (2005). Organizational Justice and Turnover in Public Accouting Firms: A Research Note, Journal Accounting Organizations and Society, 30, 357-369. Philippe, F.L. & Vallerand, R.J. (2008). Actual environments do affect motivation and psychological adjustment: A test of self–determination theory in a natural setting. Motivation and Emotion, 32, 81–89. Pieter, J. (2010). Organizational atmosphere The concept and Its Measure. Journal of vocational Behavior. 66(2) ,326-338. Premsagunnism, N. (2009). Relationship of personal factors and organizational citizenship behavior. Journal of Education; 30(12): 177-199. Raflg, Mohammed. & Ahmad, K. (1999). A contingency model for empowering customer- contact services, management decision, 320-341. Rahimi, Gholam Reza. & Noruzi, Mohammad Reza. (2012). A study of the Relationships Between Organizational Justice and Organizational Citizenship Behavior in Islamic Azad University Locale 13; Among Supervisors, Managers and Staffs. Australian Journal of Basic and Applied Sciences, 6(10): 311-315. Rajender Kumar, P.J. Philip. (2012). "Relationship between Organizational Citizenship Behavior and Organizational Justice at Work Place", Ninth AIMS International Conference on Management. Rego, A. & Cunha, M.P.E. (2007). A uthentizotic climates and employee hoppiness: Pathways to individual performance?: Journal of Business Research, Article in press. Rich, B.L., LePine, J.A. & Crawford, E.R. (2010). Job engagement: Antecedents and effects on job performance. Academy of Management Journal, 53, 617-635. Roy, Yong. J.C. & Lyenger, S.S. (2005). Empowerment through choice? a critical analysis of the effects of choice in organizations, Research in organizational behaviors, 27, 41-79. Schoufeli, W.B., Bakker, A.B. & Salanova, M. (2001). The measurement of work engagement with a short questionnaire. A cross-national study, Educational and Psychological Measurement. 66, 701-716. Sprietzer, G.M. (1995). An Empirical test of a comprehensive model of intrapersonal empowerment in the work place. American Journal of Community Psychology, 38, 1442-1465. Taylor, J. (2013). Goal Setting in the Australian Public Service: Effects on Psychological Empowerment and Organizational Citizenship Behavior. Public Administration Review (PAR), Article first published online: DOI: 10.1111/puar.12022. Thomas, K.W. & Velthouse, B.A. (1990). Cognitive elements of empowerment, Journal of Academy of management review, 15. 666-681. Vernon, P.E. (1989). Nature-Nature in creativity in Glover J.A., and other. Handbook of creativity, New York, plenum press. Wat, D. & Shaffer, M.A. (2005). Equity and relationship quality influences on organizational citizenship behavior: The mediating role of trust in the supervisor and empowerment. Personnel Review, 34, 4, 406-422. Wright, Chris. W. & Sablynski, Chris. J. (2008). Procedural Justice, Mood, and Prosocial Personality Influence on Organizational Citizenship Behavior. North American Journal of Psychology, 10, 397-411. Zampetakis, A., Leonidas, A., Beldekos, A.P., Moustakis, A. & Vassilis, S. (2009). Day-to-day, entrepreneurship within organizational: The role of trait Emotional Interlligenceand Perceived Organizational Support. European Management Journal, 27, 165-175. Zhang, X. & Bartol, K. (2010). Linking empowering leadership and employee creativity: The influence of psychological empowerment, intrinsic motivation, and creative process engagement. Academy of Management Journal, 53(1), 107–28.
_||_