ارزیابی مدل عدالت سازمانی با تکیه بر اعتماد سازمانی

محورهای موضوعی : آموزش و پرورش

فرهاد شفیع پورمطلق ¹ (دانش آموخته دکترای رشته مدیریت آموزشی دانشگاه آزاد اسلامی واحد علوم و تحقیقات تهران)
پریوش جعفری ² (عضو هئیت علمی دانشگاه آزاد اسلامی واحد علوم و تحقیقات تهران)
محمدحسین یارمحمدیان ³ (دانشیار مرکز تحقیقات مدیریت و اقتصاد سلامت دانشگاه علوم پزشکی اصفهان)
علی دلاور ⁴ (استاد دانشگاه علامه طباطبایی)

تاریخ دریافت : 1394/09/10 تاریخ پذیرش : 1394/09/10 تاریخ انتشار : 1390/10/01

کلید واژه: عدالت سازمانی, اعتماد سازمانی, دبیران آموزش و پرورش,

چکیده مقاله :

هدف پژوهش حاضر، تعیین رابطه‌ی بین اعتماد سازمانی با عدالت سازمانی ادراک شده دبیران آموزش و پرورش بوده است. روش پژوهش همبستگی بوده و جامعه آماری این پژوهش را کلیه دبیران دوره‌ی متوسطه آموزش و پرورش شهر اصفهان در سال تحصیلی 89-1388 تشکیل دادند. شیوه‌ی نمونه‌گیری، خوشه‌ای چندمرحله‌ای بود که در نهایت 363 نفر به‌طور تصادفی برای پژوهش انتخاب شدند. ابزار پژوهش دو پرسشنامه‌ی عدالت سازمانی(etal,1998 Moorman) و اعتماد سازمانی,2003) Ruder) است که روایی آنها به لحاظ محتوا تأمین شده و ضریب اعتبار آنها به روش آلفای کرونباخ به‌ترتیب معادل 95/0 و 89/0 به‌دست آمده است. برای تجزیه و تحلیل داده‌ها از روش معادلات ساختاری استفاده شده است. به‌طور کلی یافته‌های پژوهش نشان می‌دهد که اعتماد به سازمان، به‌تنهائی 5% واریانس عدالت تعاملی را تبیین می‌کند. با ورود اعتماد به مدیر، میزان واریانس تبیین شده به 13% و با ورود اعتماد به همکاران به 18/0% افزایش می‌یابد. روابط بین اعتماد به سازمان، اعتماد به مدیر و اعتماد به همکاران با عدالت 05/0 P< معنی‌دار بوده است. به‌طور کلی نتایج پژوهش نشان می‌دهد که شاخص GFIبرابر با 95/0 و شاخص AGFI برابر با 8/0 بود که حاکی از برازندگی مطلوب مدل تجربی پژوهش می‌باشد

چکیده انگلیسی:

  The present study was carried out for the purpose of exploring the relationship between organizational trust and teachers’ perceived organizational justice. The study is of correlational type. The population comprised all high school teachers of Esfahan city in the academic year 2010-2011. The sample of the study included 363 teachers selected randomly through multi-stage cluster sampling. The data were collected using two questionnaires (Nihof & Moormans’ “organizational Justice”, and Ruders’ “organizational trust”). The validity of both instruments was verified and their reliability was assessed through using Cranach’s alpha (α=0/95 and α=0/89 respectively). Structural Equation Modeling (SEM) was used in order to analyze data. The results indicated that organizational trust, alone, could account for 5% of organizational justice, but when “trust in administrator” and “trust in colleagues” were included in the model this index increased to 13% and 18% respectively. The relationship among these variables of interest was statistically significant (P<0/05). The results generally showed that the empirical model developed fit the data adequately with GFI=0.95 and AGFI=0.8

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