نوع مقاله : مقاله پژوهشی
نویسندگان
عضو هیات علمی دانشکده علوم تربیتی و روانشناسی دانشگاه شهید چمران اهواز،اهواز ، ایران
چکیده
در پژوهش حاضر روابط ساده و چندگانه عدالت سازمانی با خشنودی شغلی مورد بررسی قرار گرفت. در عدالت سازمانی مطرح می‌شود که باید به چه شیوه هایی با کارکنان رفتار شود تا احساس کنند به صورت عادلانه با آنها رفتار شده است. عدالت سازمانی شامل سه حیطه عدالت توزیعی، عدالت رویه‌ای و عدالت تعاملی است. طبق فرضیه‌های تحقیق عدالت سازمانی با خشنودی شغلی کارکنان رابطه مثبت دارد. نمونه این تحقیق 268 نفر از کارکنان یک کارخانه بودند که با روش نمونه‌گیری تصادفی طبقه‌ای انتخاب شدند. روشهای آماری ضریب همبستگی ساده و همبستگی چندگانه با روش ورود و مرحله‌ای برای تحلیل داده‌ها مورد استفاده قرار گرفتند. نتایج تحقیق نشان می‌دهند که عدالت سازمانی کلی با خشنودی شغلی کلی ضریب همبستگی 61/0 دارد. علاوه بر آن، عدالت سازمانی کلی و حیطه‌های مختلف آن با حیطه‌های مختلف خشنودی شغلی یعنی خشنودی از کار، خشنودی از سرپرستی، خشنودی از همکاران، خشنودی از حقوق و خشنودی از ترفیع همبستگی مثبت معنی‌دار داشتند. همچنین، نتایج تحلیل رگرسیون چندگانه نشان می‌دهند که سه نوع عدالت سازمانی با خشنودی شغلی کلی و حیطه‌های آن همبستگی چندگانه معنی‌دار دارند.
کلیدواژه‌ها
عنوان مقاله [English]
The Simple and Multiple Relationships of the Organizational Justice with the Job Satisfaction of the Personnel of an Industrial Orga-+
نویسندگان [English]
- A.Z . Naami,
- H. Shokrkon,
Faculty member of the Faculty of Educational Sciences and Psychology, Shahid Chamran University, Ahvaz, Ahvaz, Iran
چکیده [English]
This research was conducted to study the simple and multiple relationships between the organizational justice and job satisfaction of the employees of an industrial organization. The variable of organizational justice deals with the ways and methods of conduct with the personnel of organizations to feel that they are treated fairly. This variable is comprised of three components: Distributional justice, procedural justice, and interactional justice. It was hypothesized that organizational justice is positively related to job satisfaction. The sample consisted of 268 employees of an industrial organization, selected via a stratified random sampling method. Simple and multiple correlations were used to analyse the data. The results indicated that the organizational justice had a significant correlation coefficient r=.61 with the job satisfaction. In addition, the variable of organizational justice and its three componets were correlated positively with the five subscales of job satisfaction; that is, satisfaction with the nature of work, supervision,coworkers, pay and promotion. Results of a multiple regression analysis also showed that the three components of organizational justice had significant multiple correlations with the job satisfaction and its five subscales
کلیدواژه‌ها [English]
- This research was conducted to study the simple and multiple relationships between the organizational justice and job satisfaction of the employees of an industrial organization. The variable of organizational justice deals with the ways and methods
- that is, satisfaction with the nature of work, supervision,coworkers, pay and promotion. Results of a multiple regression analysis also showed that the three components of organizational justice had significant multiple correlations with the job sati
Blegn, M. & Mueller, C.W. (1987). Nurse job satisfaction. Research in Nursing and Health, 10, 227-237.
Folger, R. & Greenberg, J. (1985). Proceduarl justice, Research in Personnel and Human Resources Management: Vol, 3, 147-183.
Greenberg, 3. (1987). Reaction to procedural injustice in payment distribution. Journal of Applied Psychology, Vol, 72, 55-67.
Moore, B. (1978). Injustwe, the social bases of obedience and revolt: white plains, NI: m. E sharp.
Moorman, R.H. (1991). Relationship between organizational justice and organizational citizenship behaviors. Journal of Applied psychology, 76,
847-855.
Niehoff, B.P. & Moorman, R.H. (1993). Justice as a mediator of the relationship between methods of monitoring and organizational citzenship behevior, Academy of Management Journal, 36, 527-559.
Okun, A.M. (1973). Equality and efficiency. Washington, D C: The Brookings institution.
Porter, L.W., Steers, R.M. (1973). Organizational, work and personnel factories in employee turnover and absenteeism. Psychological Bulletin, 80,
157-776.
Rawis, J. (1977). A theory of Justice. Cambridge MA: Harvard university press.
Smith, P.C., Kendall, L.M. & Hulin, C.L. (1967). Measuremni of satisfation in work and retirement, chicago: Rand Mcnally. 12
Scholl, R.W., Cooper, E.A. & Mckenna, J.F. (1987). Referent selection in determining equity perception J N: Personnel Psychology, 40, 113-124.
Spector, P.E. (1997). The role of frustration in anti-social behavior at work, In RA. Thousand oaks, CA: sag.
Tyer, T.R. & Bies, R.J. (1990). Beyond Formal Procedures. Business Setting;
77-98.
Vroom, V.H. (1970). Industrial social psychology. Handbook of social psychology. Addison- weley, 200-208.
Witt, A.L. & Nye, L. (1992). Gender and the relationship between perceived Fairness of pay or promotion and job satisfaction. Journal of Applied Psychology, No, 6, 910-917.
)