تأثیر عدالت سازمانی بر تعهد سازمانی با میانجیگری رفتار مثبت سازمانی مدیران مدارس ابتدایی

الموضوعات :

محمد بنیادی ¹ , ولی مهدی نژاد ²

1 - کارشناسی ارشد مدیریت آموزشی، دانشکده روانشناسی و علوم تربیتی، دانشگاه سیستان و بلوچستان، زاهدان، ایران
2 - دانشیار دانشکده علوم تربیتی و روانشناسی، دانشگاه سیستان و بلوچستان، زاهدان، ایران

تاريخ الإرسال : 16 الخميس , ذو الحجة, 1441 تاريخ التأكيد : 29 الأربعاء , صفر, 1443 تاريخ الإصدار : 25 الثلاثاء , محرم, 1444

الکلمات المفتاحية: عدالت سازمانی, تعهد سازمانی, رفتار مثبت سازمانی, مدیران مقطع ابتدایی,

ملخص المقالة :

مقدمه و هدف: سازمان‌ها برای دست‌یابی به کارایی و اثربخشی بیشتر و در نهایت دست‌یابی به اهداف تعیین‌شده ناگزیرند که توجه کافی را به منابع انسانی خود مبذول داشته و با ارج نهادن به ارزش‌ها و نیازهای کارکنان مؤثرترین گام را در تحقق اهداف سازمان بردارند. این پژوهش بدنبال بررسی تأثیر عدالت سازمانی بر تعهد سازمانی با نقش میانجی رفتار مثبت سازمانی مدیران مدارس ابتدایی بود. روش شناسی پژوهش: پژوهش حاضر از نظر هدف کاربردی و از لحاظ روش گردآوری داده‌ها کمی از نوع همبستگی بوده است. جامعه آماری این پژوهش کلیه مدیران مدارس مقطع ابتدایی شهر زاهدان بودند که 114 نفر به روش  طبقه‌ای متناسب با حجم و نمونه‌گیری در دسترس به‌عنوان نمونه انتخاب شدند. داده‌ها با استفاده از سه پرسشنامه عدالت سازمانی، تعهد سازمانی و رفتار مثبت سازمانی جمع‌آوری‌شده و برای تعیین روایی ابزارهای پژوهش از روایی محتوایی و جهت تعیین پایایی از ضریب آلفای کرونباخ استفاده شد که به ترتیب 93/0، 85/0 و 91/0 برآورد گردید. برای تجزیه و تحلیل آماری داده‌ها از آزمون رگرسیون گام‌به‌گام و مدل یابی معادلات ساختاری (SEM)  استفاده شده است. یافته­ ها: نتایج نشان داد که عدالت سازمانی بر تعهد سازمانی مدیران مدارس ابتدایی در سطح اطمینان 99 درصد تأثیر مثبت و معنی‌دار دارد (01/0>P). همچنین نتایج نشان داد که رفتار سازمانی مثبت در رابطه بین عدالت سازمانی و تعهد سازمانی در سطح اطمینان 95 درصد نقش واسطه‌ای ایفا می‌کند (05/0>P). نتایج آزمون رگرسیون گام‌به‌گام نشان داد از بین مؤلفه‌های عدالت سازمانی، مؤلفه عدالت مراوده‌ای توانست تعهد سازمانی را پیش‌بینی کند و همچنین از میان مؤلفه‌های رفتار مثبت سازمانی، مؤلفه خود کارآمدی قادر به پیش‌بینی تعهد سازمانی مدیران بود. بحث و نتیجه­ گیری: به نظر می‌رسد با بررسی موانع ساختاری ازجمله آیین‌نامه‌ها و دستورالعمل‌های مغایر با عدالت سازمانی، می‌توان گام‌های مؤثری برای بهبود سطح عدالت سازمانی در ادارات و مدارس برداشت.  

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