مدل تاثیر رهبری معنوی بر معنویت در کار؛ متغیرهای میانجی عدالت سازمانی و عزت نفس سازمانی
الموضوعات :
غلامرضا رحیمی
1
(استادیار و عضو هیات علمی، دانشگاه آزاد اسلامی واحد بناب، بناب، ایران)
علی هدایت فسندوز
2
(مدرس، دانشگاه آزاد اسلامی واحد بین الملل سولدوز، سولدوز، ایران)
الکلمات المفتاحية: عدالت سازمانی, عزت نفس سازمانی, رهبری معنوی, معنویت درکار,
ملخص المقالة :
هدف از این پژوهش تبیین تاثیر رهبری معنوی بر معنویت در کار با میانجی عدالت سازمانی و عزت نفس سازمانی است. تحقیق فوق به لحاظ هدف کاربردی، از حیث جمع آوری داده ها توصیفی – همبستگی می باشد. جامعه آماری شامل دبیران شهرستان نقده که از طریق فرمول کوکران و روش نمونه گیری تصادفی289 نفر انتخاب شدند. جهت گردآوری داده های پژوهش از پرسشنامه رهبری معنوی فرای و همکاران (2005) با پایایی 93/0، پرسشنامه معنویت در کار میلیمن و همکاران(2003) با پایایی 84/0، پرسشنامه عدالت سازمانی نیهوف و مورهن(1993) با پایایی 88/0 و پرسشنامه عزت نفس سازمانی پیرس و همکاران (1989) با پایایی 88/0 و روایی همگرا و روایی واگرای مناسب استفاده شد. به منظور آزمون نیکویی برازش از مدل سازی معادلات ساختاری با رویکرد حداقل مربعات جزئی تجزیه و تحلیل صورت گرفت. نتایج تحلیل نشان داد، رهبری معنوی بر معنویت در کار، عدالت سازمانی و عزت نفس سازمانی تاثیر مثبت و معنا داری دارد و این تاثیر زمانیکه متغیر های میانجی عدالت سازمانی و عزت نفس سازمانی وارد معادله می شوند، پایدار است. رهبری معنوی 63% از تغییرات معنویت در کار را به طور مستقیم تبیین می کند. متغیر برون زا به طور غیر مستقیم با میانجی گری عدالت سازمانی 23% بر متغیر درون زا تاثیر دارد. همچنین متغیر مستقل با میانجی گری عزت نفس سازمانی بر معنویت در کار 25% تاثیر دارد. ضریب معناداری تمامی مسیرها از96/1 بیشتر می باشد.
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