رابطۀ تعارض کار ـ خانواده با عدالت سازمانی، تعهد سازمانی و سرزندگی، با توجه به نقش برنامه کاری اقماری و غیراقماری

دانش و پژوهش در روان شناسی کاربردی

مقاله 11، دوره 15، شماره 2 - شماره پیاپی 56، مهر 1393، صفحه 105-115   

نویسندگان

حمیدرضا عریضی¹؛ شبنم جوانمرد^{* 2}؛ ابوالقاسم نوری¹

¹عضو هیأت علمی دانشگاه اصفهان

²کارشناس ارشد روان‌شناسی صنعتی ـ سازمانی دانشگاه اصفهان

چکیده

هدف از این پژوهش بررسی رابطۀ تعارض کارـ خانواده، با
متغیرهای سازمانیِ عدالت سازمانی و تعهد سازمانی از یک‌سو، و بهزیستی روانی شامل سرزندگی
از سوی دیگر، در کارکنان اقماری و غیراقماری و مقایسۀ این دو گروه بود. جامعۀ
آماری، کارکنان رسمی شرکت گاز در سال 1389 بودند که از میان آنها 150 نفر به شیوۀ
تصادفی طبقه‌ای از دو گروه اقماری و غیراقماری انتخاب شدند (75 نفر از کارکنان
گروه اقماری و 75 نفر از گروه غیراقماری). شرکت‌کنندگان پرسشنامه‌های تعارض کارـ خانواده
(نت‌میر و همکاران، 1996)، سرزندگی (رایان و فردریک، 1997)، عدالت سازمانی (نیهوف
و مورمن، 1993) و تعهد سازمانی (بالفور و وکسلر، 1996) را تکمیل کردند. یافته‌ها
نشان داد که رابطۀ منفی بین تعارض کارـ خانواده و عدالت توزیعی (001/0P=)، عدالت رویه‌ای (008/0P= )، عدالت تعاملی
(002/0P=)، سرزندگی (018/0P=) و تعهد سازمانی (001/0P=) معنادار است. نتایج در گروه اقماری، رابطۀ منفی تعارض کارـ خانواده با عدالت توزیعی (001/0P=)،
عدالت تعاملی (003/0P=)، سرزندگی(001/0P=) و تعهد سازمانی (001/0P=) را نشان داد. در حالی که در گروه روزکار، تعارض کارـ خانواده فقط
با عدالت رویه‌ای همبستگی منفی معنادار نشان داد (048/0P=). نتایج حاصل از اجرای آزمون z فیشر نیز نشان داد تعارض
کارـ خانواده در گروه اقماری رابطۀ منفی قوی‌تری با سرزندگی، عدالت توزیعی، تعهد
همانندسازی و تعهد مبادله‌ای نسبت به گروه روزکار دارد (96/1Zt>±).

کلیدواژه‌ها

تعارض کارـ خانواده؛ تعهد سازمانی؛ سرزندگی؛ عدالت سازمانی؛ کارکنان اقماری

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