نوع مقاله : مقاله پژوهشی

نویسندگان

1 کارشناس ارشد روان‌شناسی صنعتی و سازمانی دانشگاه شهید چمران اهواز (نویسنده مسئول)

2 استادیار گروه روان‌شناسی دانشکده علوم تربیتی و روانشناسی دانشگاه شهید چمران اهواز

3 دانشیار گروه روان‌شناسی دانشکده علوم تربیتی و روانشناسی دانشگاه شهید چمران اهواز

چکیده

هدف پژوهش حاضر بررسی اثر عدالت سازمانی بر عملکرد شغلی، تعهد سازمانی و قصد ترک شغل با میانجی‌گری اعتماد به نظام سازمان و اعتماد بین‌فردی بود. شرکت کنندگان در این پژوهش شامل 340 نفر (262 مرد و 78 زن) از کارکنان شرکت ملی مناطق نفت‌خیز جنوب منطقه اهواز بودند که با استفاده از روش تصادفی طبقه‌ای انتخاب شدند. از این تعداد 77 درصد مرد بودند و میانگین سنی شرکت‌کنندگان نیز 41 سال بود. پرسشنامه‌های عدالت سازمانی، اعتماد به سازمان، اعتماد به مدیریت ارشد، اعتماد به سرپرست، اعتماد به همکاران، عملکرد شغلی، تعهد سازمانی و قصد ترک شغل ابزارهای مورد استفاده در پژوهش حاضر بودند. ارزیابی الگوی پیشنهادی از طریق الگویابی معادلات ساختاری (SEM) و با استفاده از نرم‌افزارهای SPSS ویراست 18 و AMOS ویراست 18 انجام گرفت. جهت آزمودن اثرهای واسطه‌ای الگوی پیشنهادی از روش بوت استراپ استفاده شد. یافته‌ها نشان دادند که الگوی پیشنهادی از برازش نسبتاً خوبی با داده‌ها برخوردار است. برازش بهتر از طریق حذف 7 مسیر غیرمعنی‌دار (عدالت توزیعی، عدالت رویه‌ای و عدالت تعاملی به عملکرد شغلی، عدالت تعاملی به تعهد سازمانی و قصد ترک شغل و اعتماد بین فردی به تعهد سازمانی و قصد ترک شغل) و همبسته کردن خطاهای دو مسیر حاصل شد. نتایج مربوط به تحلیل روابط واسطه‌ایی نشان دادند به جز 4 مسیر غیرمستقیم (عدالت رویه‌ای به تعهد سازمانی از طریق اعتماد بین فردی، عدالت تعاملی به تعهد سازمانی از طریق اعتماد بین فردی، عدالت رویه‌ای به قصد ترک شغل از طریق اعتماد بین فردی و عدالت تعاملی به قصد ترک شغل از طریق اعتماد بین فردی) دیگر مسیرهای غیرمستقیم معنی‌دار بودند.

کلیدواژه‌ها

عنوان مقاله [English]

The Effect of Organizational Justice on Job Performance, Organizational Commitment and Turnover Intention: Mediating Role of System Trust and Interpersonal Trust

نویسندگان [English]

  • S. Piryaei 1
  • N. Arshadi 2
  • A. Neisi 3

چکیده [English]

The purpose of this study was to investigate the effect of organizational justice on job performance, organizational commitment and turnover intention, considering the mediating role of system trust and interpersonal trust. The participants were 340 employees of National Iranian South Oil Company (NISOC), Ahvaz region, who were selected by stratified random sampling method. The instruments included organizational justice, trust in organization, trust in top management, trust in supervisor, trust in coworker, job performance, organizational commitment and turnover intention questionnaires. Fitness of the proposed model was examined through Structural Equation Modeling (SEM), using SPSS-18 and AMOS-18 software packages. The indirect effects were tested using the bootstrap procedure. Findings indicated that the proposed model fit the data. Better fit and more meaningful results obtained by omitting 7 non- significant paths (distributional, procedural and interactional justice→ job performance, interactional justice → organizational commitment and turnover intention; and interpersonal trust → organizational commitment and turnover intention) and using AMOS modification indices. Results related to indirect effects showed that except 4 indirect paths (procedural justice → organizational commitment through interpersonal trust, interactional justice → organizational commitment through interpersonal trust, procedural justice → turnover intention through interpersonal trust, and interactional justice→ turnover intention through interpersonal trust), the rest were significant.

کلیدواژه‌ها [English]

  • organizational justice
  • system trust
  • interpersonal trust
  • job performance
  • organizational commitment
  • turnover intention
فارسی
ارشدی، نسرین (1386). طراحی و آزمودن الگویی از پیشایندها و پیامدهای مهم انگیزش شغلی در کارکنان شرکت ملّی مناطق نفت خیز جنوب - منطقه اهواز. پایان نامه دکتری روان‌شناسی صنعتی و سازمانی، دانشگاه شهید چمران اهواز.
 
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