رابطه چندگانه عدالت سازمانی ادراک شده و پایبندی به قراردادهای روان شناختی با رفتارهای شهروندی سازمانی

نوع مقاله: علمی پژوهشی

نویسندگان

1 عضو هیأت علمی (استادیار) گروه روان شناسی صنعتی و سازمانی،واحد خوراسگان (اصفهان)،دانشگاه آزاد اسلامی، خوراسگان (اصفهان) ایران،

2 کارشناس ارشد گروه روان شناسی صنعتی و سازمانی،واحد خوراسگان (اصفهان)،دانشگاه آزاد اسلامی، خوراسگان (اصفهان) ایران

3 عضو هیأت علمی(استادیار) گروه روان شناسی صنعتی و سازمانی،واحد خوراسگان (اصفهان)،دانشگاه آزاد اسلامی، خوراسگان (اصفهان) ایران،

چکیده

این پژوهش با هدف بررسی رابطه عدالت سازمانی ادراک شده و پایبندی به قراردادهای روان شناختی با رفتارهای شهروندی سازمانی انجام گردید. به این منظور 280 نفر از میان کارکنان یک کارخانه چینی سازی به شکل تصادفی طبقه ای به عنوان نمونه پژوهش انتخاب گردیدند. پژوهش حاضر مطالعه توصیفی و از نوع همبستگی است و ابزارهای مورد استفاده در این پژوهش شامل پرسشنامه های رفتار شهروندی سازمانی لی و آلن(2002)، عدالت سازمانی ادارک شده نیهوف و مورمن (1993) و پای بندی به قراردادهای روان شناختی راسئو (1995) می باشد. یافته های حاصل از این پژوهش نشان می دهد که بین عدالت سازمانی ادراک شده در هر سه بعد توزیعی، رویه ای و تعاملی و همچنین پایبندی به قراردادهای روان شناختی در هر دو بعد تبادلی و رابطه ای با رفتارهای شهروندی سازمانی معطوف به همکاران و سازمان رابطه معنادار وجود دارد (01/0 P≤). همچنین از بین ابعاد عدالت، عدالت توزیعی و تعاملی دارای توان پیش بین معنادار برای پایبندی به قراردادهای روان شناختی بوده اند (01/0 P≤). نتایج تحلیل رگرسیون همزمان پایبندی به قراردادهای روان شناختی تبادلی, عدالت توزیعی و عدالت تعاملی 7/45 درصد از واریانس رفتار شهروندی سازمانی را تبیین نموده است. بنابراین می توان چنین نتیجه گیری نمود که عدالت و پایبندی به قراردادهای روان شناختی پیش بین های مهمی برای رفتارهای شهروندی سازمانی هستند.

کلیدواژه‌ها


عنوان مقاله [English]

Multiple Relationships between Perceived Organizational Justice and Adherence to Psychological Contracts with Organizational Citizenship Behaviors

نویسندگان [English]

  • Ali Merdad 1
  • Sara Ahmad pour 2
  • Mohsen Golparvar 3
1 Faculty Member (Assistant Professor) Islamic Azad University, Industrial and Organizational Psychology Department, Khorasgan Branch (Isfahan), Iran
2 MSc in Industrial and Organizational Psychology, Islamic Azad University, Khorasgan Branch, Isfahan, Iran
3 Faculty Member (Assistant Professor) Islamic Azad University, Industrial and Organizational Psychology Department, Khorasgan Branch (Isfahan), Iran
چکیده [English]

The main purpose of this research was to study perceived organizational justice and adherence to psychological contracts with organizational citizenship behavior among employees. For this purpose, 280 subjects were selected through stratified random sampling, based on Mitchell and Julie sample size table. The research method was descriptive and correlational. Research instruments consisted of organizational citizenship behavior questionnaire (Lee & Allen, 2002), organizational justice (Niehoff & Moorman, 1993) and psychological contracts (Rousseau, 1995). The data were analyzed by Pearson correlation and simultaneous and stepwise regression. Results indicated that there was a significant relationship between perceived organizational justice in all three dimensions distributive, procedural, interactional and adherence to psychological contracts in two dimensions transactional and relational, with Organizational citizenship behavior toward coworkers and organization (P≤0.01). Also, the results of the regression analysis showed that adherence to transactional psychological contracts, distributive justice and interactional justice has explained 45.7 % of variance in organizational citizenship behavior. Finally, we can conclude that perceived organizational justice and adherence to psychological contracts are important predictive factors of organizational citizenship behaviors.

کلیدواژه‌ها [English]

  • Organizational Justice
  • Psychological contracts
  • organizational citizenship behaviors
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