بررسی نقش تعدیلی شخصیت بین عدالت سازمانی ادراک‌شده و رفتارهای مدنی سازمانی

دانش و پژوهش در روان شناسی کاربردی

مقاله 1، دوره 15، شماره 3 - شماره پیاپی 57، دی 1393، صفحه 4-16   

نویسندگان

علی راعی¹؛ محسن گل پرور^{* 2}

¹کارشناس ارشد روان‌شناسی صنعتی سازمانی دانشگاه آزاد اصفهان (خوراسگان)

²عضو هیأت علمی دانشگاه آزاد اسلامی اصفهان (خوراسگان)

چکیده

 هدف این پژوهش بررسی نقش تعدیلی پنج عامل بزرگ شخصیت بر
ارتباط بین عدالت سازمانی ادراک‌شده و رفتار مدنی سازمانی است. نمونۀ
پژوهش 148 نفر از کارکنان یک مجموعۀ اداری بودند که به شیوۀ نمونه‌گیری دردسترس انتخاب
شدند. ابزارهای پژوهش شامل پرسشنامۀ پنج عامل بزرگ شخصیت (دنوی و
اوزوالد، 2012)،
پرسشنامۀ عدالت سازمانی (شیبااوکا و همکاران، 2010) و پرسشنامۀ رفتار مدنی سازمانی
(لی و آلن، 2002) بودند. داده‌ها با استفاده از تحلیل رگرسیون سلسله‌مراتبی تجزیه
و تحلیل شدند. نتایج نشان داد که وظیفه‌شناسی، رابطۀ بین عدالت توزیعی و
رفتارهای مدنی ـ سازمانی معطوف به سازمان را تعدیل می‌کند و همچنین برونگرایی و
توافق‌پذیری، رابطۀ عدالت بین‌فردی را با رفتار مدنی سازمانی معطوف به سازمان
تعدیل می‌نمایند. تحلیل رگرسیون تعقیبی نشان داد که وقتی وظیفه‌شناسی و برونگرایی
بالاست، رابطه معنادار مثبتی بین عدالت توزیعی و بین‌فردی ورفتار
مدنی سازمانی معطوف به سازمان وجود دارد، اما وقتی توافق‌پذیری بالا است، افزایش
عدالت بین‌فردی منجر به کاهش رفتارهای مدنی سازمانی معطوف به سازمان می‌شود. نتایج
این پژوهش نشان داد که پنج عامل بزرگ شخصیت از مجموعه عواملی هستند که لازم است در
هنگام مطالعه رابطه عدالت سازمانی با رفتارهای انسان در محیط کار مورد توجه قرار
گیرند. 

کلیدواژه‌ها

عدالت سازمانی ادراک شده؛ شخصیت؛ رفتارهای مدنی- سازمانی

مراجع

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