بررسی تأثیر عدالت سازمانی بر رفتار شهروندی سازمانی کارکنان دانشگاه آزاد اسلامی واحد تبریز

نوع مقاله: علمی پژوهشی

نویسندگان

1 استادیار و عضو هیأت علمی،گروه مدیریت،واحد بناب، دانشگاه آزاد اسلامی، بناب ،ایران

2 مربی و عضو هیأت علمی گروه مدیریت،واحدتبریز، دانشگاه آزاد اسلامی، تبریز ،ایران

3 کارشناسی ارشد مدیریت دولتی، گرایش منابع انسانی کارمند دانشگاه آزاد اسلامی واحد تبریز

چکیده

رفتار شهروندی سازمانی مجموعه ای از رفتارهای داوطلبانه و اختیاری است که بخشی از وظایف رسمی فرد نیستند و کارکنان را در وضعیتی قرار می دهد که بصورت کاملاً داوطلبانه فراتر از انتظارات وظیفه و شرح شغل خود عمل نمایند و عدالت سازمانی عبارتست از اینکه با چه شیوه ای با کارکنان رفتار شود که احساس کنند به صورت عادلانه با آنها رفتار شده است که شامل ادراک از منصفانه بودن پرداختها و برابری در رویه های سازمانی و عادلانه بودن رفتارهای بین شخصی در سازمان می باشد. عدالت سازمانی می تواند نقش بسیار مهمی در توسعه و بهبود رفتار شهروندی سازمانی داشته باشد. مقاله حاضر تأثیر عدالت سازمانی بر رفتار شهروندی سازمانی کارکنان دانشگاه آزاد اسلامی واحد تبریز را مورد بررسی قرار داده است. نمونه این تحقیق 296 نفر از کارکنان (کارمندان و اعضاء هیئت علمی) دانشگاه آزاد اسلامی واحد تبریز بودند که با روش نمونه گیری تصادفی طبقه ای انتخاب شدند. روشهای آماری ضریب همبستگی پیرسون و آزمون رگرسیون چند متغیری (همزمان) مورد استفاده قرار گرفتند. نتایج تحقیق نشان می دهند که عدالت سازمانی با هر یک از ابعاد مختلف رفتار شهروندی سازمانی رابطه معنی داری دارند.

کلیدواژه‌ها


عنوان مقاله [English]

The Effect of Organizational Justice on Organizational Citizenship Behavior of the Personnel of Islamic Azad University of Tabriz

نویسندگان [English]

  • Nader bohluly Zynab 1
  • yaghub Alavi Matin 2
  • Adel Derakhshan Mehrabani 3
1 Assistant Professor, Faculty Member, Department of Management, Bonab Branch, Islamic Azad University, Bonab, Iran
2 Faculty member (coach) Islamic Azad University, Tabriz Branch
3 Master of Public Administration, Human Resources Orientation Employee of Islamic Azad University, Tabriz Branch
چکیده [English]

Organizational citizenship behavior is a set of voluntary and optional behaviors that are not part of the individual’s official duties and put the staff in a situation that they act in an absolutely voluntary manner beyond the expectations of their duties and job definition. And organizational justice is the question of how to treat the staff so that they feel they have been treated fairly, which includes perception of the fairness of payments, equality in organizational procedures, and fairness of interpersonal behaviors in the organization. Organizational justice can have a very important role in the development and improvement of organizational citizenship behavior. The present paper examines the effect of organizational justice on the organizational citizenship behavior of the personnel of the Islamic Azad University of Tabriz. The research sample included 246 employees (staff and faculty members) who were chosen using stratified random sampling. The statistical methods of Pearson’s correlation coefficient test and multiple regression (simultaneous) test were used to analyze the data. The results show that organizational justice has a significant relationship with each of the different dimensions of the organizational citizenship behavior.

کلیدواژه‌ها [English]

  • Organizational Justice
  • distributional justice
  • Procedural Justice
  • Interactional Justice
  • Organizational Citizenship Behavior
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