واکاوی نقش جو سازمانی در رابطه رضایت شغلی و رفتارهای انحرافی در محیط کار
محورهای موضوعی : مدیریت دولتی
عباس قائدامینی هارونی
1
*
,
مهسان همتی زاده
2
1 - دکتری مدیریت فرهنگی، دانشکده مدیریت ، دانشگاه آزاد اسلامی واحد تهران جنوب، تهران، ایران
2 - دانشجوی کارشناسی، مدیریت فرهنگی، دانشگاه جامع علمی کاربردی، مرکز فرهنگی هنری دریژنو ، چهارمحال و بختیاری، ایران.
کلید واژه: رضایت شغلی, رفتارهای انحرافی در محیط کار , جو سازمانی,
چکیده مقاله :
هدف پژوهش حاضر، بررسی تاثیر بین رضایت شغلی بر رفتارهای انحرافی در محیط کار با اثر تعدیل‌گری جو سازمانی بود. روش پژوهش بر اساس هدف کاربردی و از نظر نحوه‌گردآوری اطلاعات توصیف از نوع تحقیقات همبستگی مبتنی بر تجزیه و تحلیل مدل سازی معادلات ساختاری است. جامعه آماری در پژوهش حاضر شامل کلیه اعضای هیأت علمی دانشگاه آزاد اسلامی واحد تهران شمال به تعداد 536نفر است که با احتساب حجم نمونه از فرمول کوکران،240نفر برآورد شده است. در این پژوهش از روش نمونه‌گیری طبقه‌ای متناسب با حجماستفاده شده است. ابزار پژوهش پرسشنامه رضایت شغلی دوانگان و ورگزه(2023)، پرسشنامه رفتارهای انحرافی در محیط کار رابینسون و بنت(1995) و پرسشنامه جو سازمانی دوانگان و ورگزه(2023) استفاده کرد که روایی پرسشنامه ها بر اساس روایی محتوایی با استفاده از نظر صاحب نظران،صوری بر مبنای دیدگاه تعدادی از جامعه آماری و سازه با روش تحلیل عاملی مورد بررسی قرار گرفتند و پس از اصطلاحات لازم روایی مورد تائید قرار گرفت و از سوی دیگرپایایی پرسش‌نامه‌ها با روش آلفای کرونباخ به ترتیب 90/، 0.92 و 0.92محاسبه شد. تجزیه و تحلیل داده‌ها در دو سطح توصیفی و استنباطی مشتمل بر مدل سازی معادلات ساختاری انجام گرفت. نتایج نشان داد که رضایت شغلی دارای ضریب تاثیر75/0- بر رفتارهای انحرافی در محیط کار بود و با توجه به مقدار معناداری کمتر از 05/0 این تاثیر معنادار است. از سوی دیگر مقدار اثر تعدیلی جو سازمانی 55/0 بوده و با توجه به مقدار معناداری کمتر از 05/0 این تاثیر معنادار است، این اثر تعدیلی معنا داراست.
Analyzing the Role of Organizational Climate in Relation to Job Satisfaction and Deviant Behaviors in the WorkplaceAbbas Ghaedamini Harouni
Instructor, Department of Management, University of Applied Sciences of Artistic culture of Drijeno Center, Chaharmahal and Bakhtiari, Iran (corresponding author)
abbasgheadamini2020@gmail.com
Mehsan Hemtizadeh
Bachelor's student, cultural management, Comprehensive University of Applied Sciences, Artistic culture of Drijeno Center, Chaharmahal and Bakhtiari, Iran
mhsanhmtyzadh@gmail.com
Received 20 September 2024 | Revised 01 October 2024 | Accepted 06 October 2024
Extended Abstract
The purpose of this study was to investigate the effect of job satisfaction on deviant behaviors in the workplace with the moderating effect of organizational climate. The research method is based on the practical purpose and in terms of the method of collecting descriptive information, it is a correlational research based on structural equation modeling analysis.
The statistical population in the present study includes all the academic faculty members of the Islamic Azad University، North Tehran Branch، numbering ۵۳۶ people, which is estimated to be ۲۴۰ people by taking into account the sample size of Cochran's formula. In this research, a stratified sampling method proportional to the volume has been used. The research tools used the job satisfaction questionnaire of Davangan and Varghese (۲۰۲۳) the questionnaire of deviant behaviors in the workplace by Robinson and Bennett (۱۹۹۵) and the organizational climate questionnaire of Davangan and Varghese (۲۰۲۳).Suri was based on the views of several statistical communities and the structure was examined by factor analysis method after the necessary terms validity was confirmed on the other hand the reliability of the questionnaires was ۰. ، 90.۹۲ and ۰.۹۲respectively with Cronbach's alpha method was calculated. Data analysis was done at two descriptive and inferential levels including structural equation modeling. The results showed that job satisfaction has a strong negative effect on deviant behaviors in the workplace, so this effect is statistically significant. The organizational atmosphere moderates this relationship.
The results of the present study help university management to understand the relationship between job satisfaction and deviant behavior in the workplace in the university and accordingly focus their policies on the growth of employees and the university.
The actions that are targeted to improve job satisfaction can be centered around the four dimensions of job satisfaction examined in this study. Different aspects of deviant behavior in the workplace can help managers focus on such activities in the university and analyze their root causes. The result also supports the strong influence of organizational climate on the relationship between job satisfaction and deviant behavior.
Management can consider their policies to ensure the development of not only students in universities but also their employees, namely faculty members. Faculty member growth is equally important for the university and coordination in the institutional aspects covered by this study, namely academic, administrative, developmental, and financial climate should have equal thoughts and importance along with their curriculum. The results of the present study are also of great help to academicians. Academics can use the questionnaire designed for this study as part of their research and derive their research models including variables not considered in this study.
The results can be used to educate on resource management and points to consider when setting workplace policies. The current research work has covered a new area for the study of deviant behavior, but it has its limitations. The four major dimensions of organizational climate have been covered in this study, but more aspects of organizational climate can be integrated into the theoretical model adopted in this study. In addition, future researchers can also target other organizations not covered in this study to build a proper understanding of the topic in different geographical areas.
Finally, based on the items obtained to measure job satisfaction and deviant behavior, more research can be conducted on the topic to conceptualize the relationship between job satisfaction and deviant behavior in a more in-depth way with a qualitative approach rather than a quantitative approach. This model can also be applied and studied in industries where the topic has not yet been discussed.
The present study helps to advance the issue of job satisfaction and deviant behavior in the workplace. The present study finds the relationship between job satisfaction and deviant behavior in the workplace. This shows that these two dimensions are inversely related because increasing job satisfaction has a positive effect on reducing deviant behavior.
This study also considered various organizational climate variables and evaluated their role in the relationship between job satisfaction and deviant behavior. In this regard, organizational climate variables such as administrative climate, academic climate, developmental climate, and financial climate are examined as moderators in this study.
The present study adds to the issue of deviant behavior in the workplace and job satisfaction, but it also has some limitations. First, due to the size of the target population, the present study was limited to faculty members of Islamic Azad University, North Tehran Branch.
Future research can be conducted using this model and validating it against universities in different provinces.
In the following, the present study considers four major factors of organizational climate.
Other factors of institutional climate can be included in the same model and analyzed further. Finally, deviant behavior sometimes leads to positive outcomes. Such behavior is called constructive deviance and is not considered in the current research model.
Future research work could study the relationship between job satisfaction and constructive deviance.
Keywords: Job Satisfaction, Deviant Behaviors in the Workplace, Organizational Climate
Contribution of authors
All authors have participated in this research in equal proportion.
Ethical approval
Written informed consent was obtained from the individuals for their anonym zed information to be published in this article.
Conflict of interest
No conflicts of interest are declared by the authors.
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