مطالعه تجربی رابطه بین انعطاف‌پذیری سازمانی و عدالت سازمانی در محیط‌های دانشگاهی: مطالعه موردی دانشگاه شیراز
محورهای موضوعی : آموزش و پرورشمهدی محمدی 1 , قاسم سلیمی 2 , سلیمه ستوده فر 3 , لیلا ثواب 4
1 - استادیار بخش مدیریت و برنامه ریزی آموزشی، دانشکده علوم تربیتی و روانشناسی دانشگاه شیراز، ایران
2 - استادیار بخش مدیریت و برنامه ریزی آموزشی، دانشکده علوم تربیتی و روانشناسی دانشگاه شیراز، ایران.
3 - دانشجوی کارشناسی ارشد مدیریت آموزشی، دانشگاه شیراز، ایران
4 - دانشجوی کارشناسی ارشد مدیریت آموزشی، دانشگاه شیراز، ایران
کلید واژه: عدالت سازمانی, انعطاف پذیری سازمانی, عدالت توزیعی, عدالت رویه‌ای, عدالت تعاملی, محیط‌های دانشگاهی,
چکیده مقاله :
از منظر تئوری‌های آموزش عالی، دانشگاه مانند سایر سازمان‌ها، باید قادر به ارائه پاسخهای متعدد به محیط پیرامون خود باشد. این رفتار منعطف در مبانی نظری با عنوان انعطاف‌پذیری سازمانی، مفهوم‌سازی شده است. سازمان‌های منعطف به موضوع عدالت سازمانی نیز توجه ویژه‌ای دارند. هدف از این پژوهش، بررسی رابطه بین انعطاف‌پذیری سازمانی و عدالت سازمانی از دیدگاه کارکنان دانشگاه شیراز بود. جامعه آماری شامل کارکنان رسمی و پیمانی دانشگاه شیراز در سال 93-92 بود که با نمونه گیری تصادفی ساده، 181 نفر به عنوان نمونه انتخاب شدند. ابزار جمع‌آوری دادهها دو پرسشنامه عدالت سازمانی و انعطاف‌پذیری سازمانی (محقق ساخته) بود که روایی آن به ترتیب 93/0 و 94/0محاسبه شده است. دادهها با استفاده از آمار توصیفی و آمار استنباطی، همبستگی و آزمون تحلیل واریانس چند متغیره تحلیل شدند. نتایج نشان داد که:
1) بین انعطاف‌پذیری سازمانی و ابعاد عدالت سازمانی رابطه معناداری وجود دارد.2) بین جنسیت و ادراک کارکنان از انعطاف پذیری سازمانی با ادراک آنان از عدالت سازمانی رابطه تعاملی وجود ندارد.3) بین سابقه خدمت و ادراک کارکنان از انعطاف پذیری سازمانی با ادراک آنان از عدالت سازمانی رابطه تعاملی وجود ندارد.4) بین مدرک تحصیلی و ادراک کارکنان از انعطاف پذیری سازمانی با ادراک آنان از عدالت سازمانی رابطه تعاملی وجود ندارد.
From the perspective of higher education theories, university like other organizations can be flexible if it is capable of multiple responses to its environment. In the literature, this flexible behavior is conceptualized as organizational flexibility. A Flexible organization considers organizational justice. The purpose of this study was to assess the relationship between organizational flexibility and organizational justice from the employee’s point of view at Shiraz University. Population was all employees of Shiraz University in 2013-2014. By simple random sampling, 181 employees of various Colleges were selected. The instruments of this study were two questionnaires included organizational justice and “organizational flexibility “(Made), the reliability of both organizational flexibility scale and organizational justice scale was 0/94.
Data was analyzed by correlation matrices and MANOVA tests. The results indicated: 1) there is a significant relationship between organizational flexibility and dimension of organizational justice. 2) There is no interactive relationship between gender and employees perceptions of organizational flexibility with their perception of organizational justice. 3) There is no interactive relationship between employment record and employees perceptions of organizational flexibility with their perception of organizational justice. 4) There is no interactive relationship between college degree and employees perceptions of organizational flexibility with their perception of organizational justice.
Abrahymyman, j. y. ,& Abrahymyman, j. m. (2011). Organizational agility, speed accountability and flexibility organizational, Police Human Development, 39,13-34. (in Persian).
Adams. J. S. (1963) .Toward an understanding of inequity.Journal of Abnormal and Social Psychology, 67(5), 422- 436.
Adonisi, M. (2003). The Relationship Between Corporate Entrepreneurship, Market Orientation, Organisational Flexibility and Job Satisfaction. Doctoral dissertation. Pretoria: University of Pretoria.
Alagheh Band, A. (2003). Public management, Tehran: Ravan Publication. (in persian).
Amir Khani, T. ,& Pourezzat, A. A. (2008). Contemplate the possibility of the development of social capital in the light of organizational justice in government organizations, Journal Public Administration,1,19-32. (in Persian).
Arbabian, Sh. , & Mirzaei, M. (2011). The flexibility of the labor force competitiveness in high technology industries in iran. Journal Letter of Commerce, 60, 67-100. (in Persian).
Avry Yazdani, B. ,& Mouluvdi, J. (2010). Study the relationship between intellectual capital and organizational justice, Journal of Management Studies.10, 69-82. (in Persian).
Bjornstad, A. L., & Lichacz, F. M. J. (January 01, 2013). Organizational flexibility from a network organizational perspective: A study of central predictors and moderating factors in military contexts. Learning Organization, 34, 8, 763-783.
Bies, R. j. ,& Shapiro, D. L. (1987). Interaction fairness judgments: the influence of causal accounts, Social Justice Research, 1, 199-218.
Byme. Z .S. ,& Crapanzano. R. (2001).the history of Organizational justice: the founders speak, In Cropanzano (Ed.) Justice in the Workplace: From Theory to Practice, 3-26, Mahwah, NJ, Lawrence Erlbaum Associates,inc.
Charash,V. C., Spector, P. E. (2001). The Role of justice in organizations. A meta-analysis. Organizational Behavior and Human Decision Processes,180, 278.
Cohen- Charash, Y. ,& Spector, P. E. (2001). The role of justice in organizations: A meta-analysis, Oranizational Behavior and Human Decision Processes, 86(2), 278-321.
Colquitt, J. A. ; Conlon, D. E. ; Wesson, M. J., & Porter, C.O. L. H., & Ng, K.Y. (2001). Justice at the millennium, a meta-analytic review of 25 years of organizational justice research, Journal of Applied Psychology, 86(3), 424-455.
Cropanzano, R., & Folger, R. (1991). Procedural Justice and Work Motivation. In R. M. Steers, L. W. Porter (Eds). Motivation And Work Behavior (5th Ed.), 131-143. NY: McGraw-Hill.
Diamond, R. M. (2002). Field Guide to Academic Leadership, San Francisco: Jossey- Bass. 271-291.
Ghoorchian. N, GH; Arasteh, H. R .,& Jafari, p. (2004). Encyclopedia of Higher Education Tehran: The Great Persian Foundation board,1 .(in Persian).
Englehardt , C. S. & Simmons, P. R . (2002). Organizational Flexibilityfor a changing world, Leadership & Organization Developing Journal. 3/4 (23), 113-121.
Folger.R. ,& Cronpanzono, R. (1998). organiztional justice and human resource management ,thousand oaks,ca; sage publications.
Golparvar, M. ,& Javadian, Z. (2012). psychological commitment and levels of self concept & perceived organizational justice a comparative study of men and women. womens studies; winter , ; 9(3 (29)); 35-58.
Golparvar, M. ; Nasry M., & Malekpour, M. ( 2007). The roles of participation to decision making, job involvement, job alternatives and … on perceived organizational justice in teachers of special schools in Esfahan, Danesh va Pezhouhesh in Educational Sciences, 4(15),25- 46. (in persian).
Golparvar, M. Nadi, M. A. (2010). Cultural values and overall fairness: organizational justice, job satisfaction and Turnover, Iranian Journal of Cultural Researc, 3(1), 207-228. (in persian).
Greenberg, J. (1990). Organizational justice: Yesterday, today, and tomorrow . Handbook of Industrial and Organizational Psychology, Chicago: Rand McNally.
Greenberg, J. ,& Lind, E. A. (2000). The pursuit of organizational justice: From conceptualization to implication to application. In C.L. Cooper and E. A. Locke (Eds.). Industrial and organizational psychology: Linking theory with practice (72-108). Malden, MA: Blackwell.
Greenberg, J. G. ,& Colquitt, j. A. (2005) Handbook of organizational justice New jersey: Lawrence Erlbaum Associates. Publishers.
Hajipour.B. ,& Moradi, M. (2010). Organizational flexibility and performance, manufacturing companies Arak Industrial Area, Journal of improvement and change management. 62,143-162. (in Persian).
Hatum, A. s. ,&. Pettigrew, A. M. (2006). Determinants of Organizational Flexibility: A Study in an Emerging Economy. British Journal of Management. 2, (17), 115-137.
Haghighi, M. A. ; Ahmadi, E., & Ramynmhr, H. (2009). The effects of organizational justice on employee performance, Journal Management organizational culture .20,79-101. (in Persian).
Hossein Zadeh, A. ,& Nasseri, M. (2007 ). Organizational Justice, Journal Monthly Tadber.190,18-23. (in Persian).
Ian. A. Combe, & Gordon, E. Greenley. (2004). Capabilities for strategic flexibility: a cognitive content framework, European Journal of Marketing . 38, ( 11/12 ),1456-1480.
James, K. (1993). The social context of organizational justice: cultural, intergroup and structural effects on justice behaviors and perceptions. In R,Cropanzano (ed.), Justice in the workplace: Approaching fairness in human resource management , Cropanzano R (ed.). Erlbaum: Hillsdale, 21-50.
Jeffrey. R. Campbell .,& Jonas, D. M. Fisher. ( 1998). Organizational flexibility and employment dynamics at young and old plants, Working Paper Series WP-98-24, Federal Reserve Bank of Chicago
Kellogg, Wendy A. ,& Anjali, M. (2003) Environmental Justice and Information Technologies: Overcoming the Information- Access Paradox in Urban Communities. Public Administration Review 63(5): 573-585.
Kim, T. Y. ,& Leang. K. (2007) .forming and reacting to overall fainness: A crosscultral comparison ,organizational behavior and human decision processes.104, 83-95.
Krietner.A., & Kinecki, R. (2007). Organizational bevaior , Irwin/mcgrow-hill.
Lick, D. W. (2002). Leadership and Change; in Field Guide to Academic Leadership (Diamond), San Francisco, Jossey Bass, 27 - 47.
Lund, R. Gjerding, A. (1996). The Flexible Company: Innovation, Work Organization and Human Resource Management, Marketing. 38( 11/12), 1456-1480.
Mcdowall, A., & Fletcher, C. (2004). Employee development: an organizational justice perpective, personal review , 33( 1), 8 – 29.
Moein, M. (1992). Farhange Moein (Moein Dictionary), Tehran: Amir kaber Publication,1.(in persian).
Nadi, M. A., & Golshirazi, N. (2011). The relationship between attachment styles with perceptions of Distributive, Interactional and Procedural Justice among employees, Journal of Modern Industrial/ Organizational Psychology, 5, 95-105. (in Persian).
Nadi, M. A. ; Moshfeghi, N. & Siyadat, S. A .(2010). The Relationship between Trust of Teachers to Manager and Organization with Perceived of Distributive, Procedural and Interactional Justice in Isfahan City. Curriculum Planning, 24,25-42. (in persian).
Nadiri.H.,& Tanova. C. (2010). An investigation of the role of justice in turnover intentions, job satisfaction, and organizational citizenship behavior in hospitality industry, International Journal of Hospitality Management, 29, 33-41.
Niehoff, B. P.,& Moorman, R. H. (1993). Justice as amediator of the relationship between methods of monitoring and organizational citizenship behavior.Academy of Management Journal, 36,527-556.
Pasmore, w. A. (1994).Creating strategic change, designing the flexible performance organization. New York: John Wiley.
Phillips, F., & Tuladhar, S. D. (January 01, 2000). Measuring Organizational Flexibility:An Exploration and General Model. Technological Forecasting & Social Change, 64, 1, 23-38.
Pourezzat, A. A. (2008). Contemplative on the possible development of social capital in light organizational justice in public organizations , Journal Public Administration.1,19-32. (in Persian).
Ramaraj, P. (2010). Information systems flexibility in organizations: conceptual models and research issues. Global Journal of Flexible Systems Management, 11(1), 1-12.
Raveli, D. ; Herman, D. L., & Michael, J. D. (2004). Strategic change in colleges and higher education: planning for survival and success, translated by Hamidreza Arasteh: University of Imam Hossein (AS). (in Persian).
Robbins, S. P. ( 2001). Organizational Behavior, Upper Saddle River, NJ, Prentice-Hall.
Scandura, T. A. (1997). Mentoring and organizational justice: An empirical investigation. Journal of Vocational Behavior, 51, 58–69.
Skarlicki, D.P. & Folger, R. (1997). Retaliation in the workplace: The roles of distributive, procedural, and interactional justice). Journal of Applied Psychology,
82(3), 343-443.
Seyed Javadin, S. R. ; Farahi, M. M., & Taheri, Gh. (2008). Investigating the effect of organizational justice on different aspects of job satisfaction, journal of business management, 1,55-70. (in Persian).
Sopelana, A., Kunc, M., & Hernáez, O. R. (January 01, 2014). Towards a Dynamic Model of Organisational Flexibility. Systemic Practice and Action Research, 27, 2, 165-183.
Su, Z., Yang, D., & Yang, J. (October 01, 2012). The match between efficiency/flexibility strategy and organisational culture. International Journal of Production Research, 50, 19, 5317-5329.
Tamayo-Torres, J., Gutierrez-Gutierrez, L., & Ruiz-Moreno, A. (January 01, 2014). The relationship between exploration and exploitation strategies, manufacturing flexibility and organizational learning: An empirical comparison between Non-ISO and ISO certified firms. European Journal of Operational Research, 232, 1, 72-86.
Toni, A. D., & Tonchia, S. (2005). Definition and linkages BetweenOperational and Strategic Flexibilities., Omega, 33, 525-540.
Vithessonthi, ch. (2010).Financial Flexibility, Financial System, and Organizational Change. The Business Review, 15( 1), 72-82.
Yazdani, B., & Yaghoubi, N. (2011). The Relationship between Social Capital and Organizational Justice, European , Journal of Economics, Finance and Administrative Sciences , 30 , 130-135.
Zahraaii, S. M. ,& RajaaiiPour, S. (2011). An Investigation of Relationship between Intelligence and rganizational Health in Isfahan Universities, journal of New Approach to Educational Management, 2, 155-174. (in persian).
Zakrzewska- Bielawska, A. (2011). Flexibility of Strategy in High-Tech Enterprises International Conference on Economics, Business and Management IPEDR, 22, 107- 111.
Zhang, M. J. (2005). Information systems, strategic flexibility and firmperformance: An empirical investigation, Journal of Engineering and Technology Management, 22, 163–184.
