رابطه چندگانه عدالت سازمانی ادراک شده و پایبندی به قراردادهای روان شناختی با رفتارهای شهروندی سازمانی

مدیریت بهره‌وری

مقاله 5، دوره 7، 3(26)پاییز، آذر 1392، صفحه 125-146   

نوع مقاله: علمی پژوهشی

نویسندگان

علی مهداد^{* 1}؛ سارا احمدپور²؛ محسن گلپرور³

¹عضو هیأت علمی (استادیار) گروه روان شناسی صنعتی و سازمانی،واحد خوراسگان (اصفهان)،دانشگاه آزاد اسلامی، خوراسگان (اصفهان) ایران،

²کارشناس ارشد گروه روان شناسی صنعتی و سازمانی،واحد خوراسگان (اصفهان)،دانشگاه آزاد اسلامی، خوراسگان (اصفهان) ایران

³عضو هیأت علمی(استادیار) گروه روان شناسی صنعتی و سازمانی،واحد خوراسگان (اصفهان)،دانشگاه آزاد اسلامی، خوراسگان (اصفهان) ایران،

چکیده

این پژوهش با هدف بررسی رابطه عدالت سازمانی ادراک شده و پایبندی به قراردادهای روان شناختی با رفتارهای شهروندی سازمانی انجام گردید. به این منظور 280 نفر از میان کارکنان یک کارخانه چینی سازی به شکل تصادفی طبقه ای به عنوان نمونه پژوهش انتخاب گردیدند. پژوهش حاضر مطالعه توصیفی و از نوع همبستگی است و ابزارهای مورد استفاده در این پژوهش شامل پرسشنامه های رفتار شهروندی سازمانی لی و آلن(2002)، عدالت سازمانی ادارک شده نیهوف و مورمن (1993) و پای بندی به قراردادهای روان شناختی راسئو (1995) می باشد. یافته های حاصل از این پژوهش نشان می دهد که بین عدالت سازمانی ادراک شده در هر سه بعد توزیعی، رویه ای و تعاملی و همچنین پایبندی به قراردادهای روان شناختی در هر دو بعد تبادلی و رابطه ای با رفتارهای شهروندی سازمانی معطوف به همکاران و سازمان رابطه معنادار وجود دارد (01/0 P≤). همچنین از بین ابعاد عدالت، عدالت توزیعی و تعاملی دارای توان پیش بین معنادار برای پایبندی به قراردادهای روان شناختی بوده اند (01/0 P≤). نتایج تحلیل رگرسیون همزمان پایبندی به قراردادهای روان شناختی تبادلی, عدالت توزیعی و عدالت تعاملی 7/45 درصد از واریانس رفتار شهروندی سازمانی را تبیین نموده است. بنابراین می توان چنین نتیجه گیری نمود که عدالت و پایبندی به قراردادهای روان شناختی پیش بین های مهمی برای رفتارهای شهروندی سازمانی هستند.

کلیدواژه‌ها

عدالت سازمانی؛ قراردادهای روان شناختی؛ رفتارهای شهروندی سازمانی

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