رابطة تعارض کار- خانواده با تعهد سازمانی: نقش تعدیلی عدالت سازمانی ادراک‌شده

دانش و پژوهش در روان شناسی کاربردی

مقاله 5، دوره 21، شماره 1 - شماره پیاپی 79، خرداد 1399، صفحه 42-50   

نوع مقاله: مقاله پژوهشی

شناسه دیجیتال (DOI): 10.30486/jsrp.2019.564560.1272

نویسندگان

نرگس السادات مرتضوی¹؛ حمیدرضا عریضی^{* 2}

¹دکتری روان‌شناسی صنعتی و سازمانی، دانشکده علوم تربیتی و روان‌شناسی، دانشگاه اصفهان، اصفهان، ایران.

²استاد تمام، دانشکده علوم تربیتی و روان‌شناسی، دانشگاه اصفهان، اصفهان، ایران.

چکیده

این پژوهش با هدف بررسی رابطة تعارض کار- خانواده با تعهد سازمانی با توجه به نقش تعدیلی عدالت سازمانی ادراک‌شده انجام شد. طرح پژوهش از نوع رابطه‌ای بود و جامعة آماری شامل 623 نفر از کارکنان یک شرکت صنعتی بود که در آن طرح پرداخت بر مبنای عملکرد اجرا شده بود که تعداد 138 نفر به‌صورت تصادفی برای پاسخگویی به سه پرسشنامه پژوهش شامل مقیاس 5 سؤالی تعارض کار- خانواده (Siegel, Post, Brockner, Fishman & Garden, 2005)، مقیاس 4 سؤالی عدالت رویه‌ای (Bies,1987) و مقیاس 15 سؤالی تعهد سازمانی (Mowday, Porter & Steers,1982) انتخاب شدند. داده‌ها توسط رگرسیون سلسله‌مراتبی و تحلیل تعدیلی مورد تحلیل قرار گرفت. نتایج نشان داد، افرادی که عدالت بالایی را ادراک کرده‌اند هنگامی‌که تعارض کار- خانواده آنها پایین باشد، تعهد خود را به سازمان افزایش دادند.

کلیدواژه‌ها

تعارض کار- خانواده؛ تعهد سازمانی؛ عدالت سازمانی ادراک‌شده

مراجع

Akbaş, M., Ariely, D., & Yuksel, S. (2019). When is inequality fair? An experiment on the effect of procedural justice and agency. Journal of Economic Behavior & Organization, 161, 114-127.‌

Allen, NJ. (2007). Organizational commitment. Encyclopedia of industrial and organizational psychology, 2: 548-551.

Allen, JN & Meyer, JP. (1996). Affective, continuance and normative commitment to the organization: An examination of construct validity, Journal of Vocational Behavior, 49: 252-276.

Andrews, M. C., Kacmar, K. M., & Kacmar, C. (2015). The Interactive Effects of Behavioral Integrity and Procedural Justice on Employee Job Tension. Journal of Business Ethics, 126: 371-379.

Aycan, Z. (2005). Relative contribution of childcare, spousal and organizational support in reducing work-family conflict for men & women: The case of Turkey sterols. Journal of Sex Role, 53: 453-472.

Bakri, N., & Ali, N. (2015). The Impact of Organizational Justice on Turnover Intention of Bankers of KPK, Pakistan: The Mediator Role of Organizational Commitment. Asian Social Science, 11: 143- 156.

Barnett, R. (2002). Role stress/strain and work-family, a Sloan work and family encyclopedia entry. Sloan Work and Family Research Network [On-line].

Benligiray, S., & Sönmez, H. (2012). Analysis of organizational commitment and work–family conflict in view of doctors and nurses. The International Journal of Human Resource Management, 23: 3890-3905.

Bies, R. J. (1987). The predicament of injustice: The management of moral outrage. In L. L. Cummings & B. M. Staw (Eds.), Research in organizational behavior (Vol. 9, pp. 289–319). Greenwich, CT: JAI Press.

Brockner, J., Siegel, P. A., Daly, J., Tyler, T. R., & Martin, C. (1997). When trust matters: The

 

moderating effect of outcome favorability. Administrative Science Quarterly, 42: 558–583.

Buluc, B., & Gunes, A. M. (2014). Relationship Between Organizational Justice and Organizational Commitment in Primary Schools. Anthropologist, 18: 145-152.‌

Casper, W. J., Martin, J. A., Buffardi, L. C., & Erdwins, C. J. (2002). Work--family conflict, perceived organizational support, and organizational commitment among employed mothers. Journal of occupational health psychology, 7(2), 99

Casper, W. J., Harris, C., Taylor-Bianco, A., & Wayne, J. H. (2011). Work–family conflict, perceived supervisor support and organizational commitment among Brazilian professionals. Journal of Vocational Behavior, 79(3), 640-652

Caza, A., McCarter, M. W., & Northcraft, G. B. (2015). Performance benefits of reward choice: a procedural justice perspective. Human Resource Management Journal, 25: 184-199.

Cheng, S. Y. (2014). The mediating role of organizational justice on the relationship between administrative performance appraisal practices and organizational commitment. The International Journal of Human Resource Management, 25: 1131-1148.

Chovwen C 2012. Predictors of organizational commitment of factory employees. Ife PsychologIA, 20: 184-191.

Cloninger, P. A., Selvarajan, T. T., Singh, B., & Huang, S. (2015). The mediating influence of work–family conflict and the moderating influence of gender on employee outcomes. The International Journal of Human Resource Management, (ahead-of-print): 1-19.

Crompton, R., & Lyonette, C. (2006). Work-life balance in Europe. Acta Sociologica, 49: 379-93.

Dalton, D. R., & Mesch, D. J. (1990). The impact of flexible scheduling on employee attendance and turnover. Administrative Science Quarterly, 35: 370–387.

Day, E., N. (2012). Pay Equity as a Mediator of the Relationships among Attitudes and Communication About Pay Level Determination and Pay Secrecy, Journal of Leadership & Organizational Studies, 19: 462-476.

Dunham, R. B., Pierce, J. L., & Castenada, M. B. (1987). Alternative work schedules: Two field quasi-experiments. Personnel Psychology, 40: 215–242.

Eby, L. T., Casper, W. J., Lockwood, A., Bordeaux, C., & Brinley, A. (2005). Work and family research in IO/BO content analysis and review of the literature. Journal of Vocational Behavior, 66: 124-197.

Goff, S. J., Mount, M. K., & Jamison, R. L. (1990). Employer supported child care, work–family conflict, and absenteeism: A field study. Personnel Psychology, 43: 793–809.

Good, L. K., Sisler, G. F., & Gentry, J. W. (1988). Antecedents of turnover intentions among retail management personnel. Journal of Retailing, 64, 295–314.

Greenberg, S. (1990). Organizational justice: Yesterday, today and tomorrow. Journal of Management, 16: 399- 432.

Greenhaus, J. H., & Beutell, N. J. (1985). Sources of conflict between work and family roles. Academy of Management Review, 10: 76-88.

Grover, S. L., & Crooker, K. J. (1995). Who appreciates family-responsive human resource policies: The impact of friendly-family policies on the organizational attachment of parents and nonparents. Personnel Psychology, 48: 271–288.

Kim, H., & Kim, J. (2015). A cross-level study of transformational leadership and organizational affective commitment in the Korean Local Governments: Mediating role of procedural justice and moderating role of culture types based on competing values framework. Leadership, 11: 158-185.

Konovsky, M. A., & Pugh, S. D. (1994). Citizenship behavior and social exchange. Academy of Management Journal, 37: 656–669.

Konrad, A. M., & Mangel, R. (2000). The impact of work–life programs on firm productivity. Strategic Management Journal, 21: 1225–1237.

Lambert, S. J. (2000). Added benefits: The link between work–life benefits and organizational citizenship behavior. Academy of Management Journal, 43: 801–815.

Lambert, E. G., Hogan, N. L., Kelley, T. M., Kim, B., & Garland, B. (2014). When Domains Spill Over The Relationships of Affective and Continuance Commitment With Work–Family Conflict Among Correctional Staff. Criminal Justice Policy Review, 25: 476-502.

Lapointe, É., & Vandenberghe, C. (2018). Examination of the relationships between servant leadership, organizational commitment, and voice and antisocial behaviors. Journal of Business Ethics, 148(1), 99-115.‌

Lee, C. C., Wu, Y. Y., Chen, Y. L., Kao, P. F., & Feng, W. K. (2014). The Impact of Work-Family Conflicts, Coworker Relationships and Salary Levels on Turnover Intention: Using Real Estate Brokers as Examples. Journal of Information and Optimization Sciences, 35: 143-166.‌

Leventhal, G. S. (1980).What should be done with equity theory?. In Gergen, K.J., Greenberg, M.S. and Willis, R.H. (Eds), Social Exchange: Advances in Theory and Research. New York, Plenum Press, 27-55.

Lind, E. A., & Tyler, T. R. (1988). The social psychology of procedural justice. New York: Plenum.

Malik, S., Awan, A. G., & Ain, Q. U. (2015). Role of Work Family Conflict on Organizational Commitment and Organizational Effectiveness. European Journal of Business and Management, 7: 222-229.

Mowday, R., Porter, L., & Steers, R. (1982). Employee–organization linkages. New York: Academic Press.

Nadi, M., Moshfeghi, N., & Siadat, S. A. (2012). Structural Equation Modeling Relationship between the Dimensions of Organizational Justice, Trust, Continuous and Emotional Commitment with Teachers' Perception of Self-Efficacy The Role of Isfahan Educational Managers, Journal of New Approaches in Educational Administration, 16: 19-44 [Persian].

Nix, J., Wolfe, S. E., Rojek, J., & Kaminski, R. J. (2015). Trust in the Police The Influence of Procedural Justice and Perceived Collective Efficacy. Crime & Delinquency, 61: 610-640.

Oreyzi, H. R. & Mortazavi, N. S. (2014a). The power of supervisors after defeated pay for performance plan in one industrial factory in Isfahan. Asian Journal of Research in Social Sciences and Humanities, 8: 37-50 [Persian].

Oreyzi, H. R. & Mortazavi, N. S. (2014b). Investigation of interaction role of equity- equality and change in control by pay on intrinsic motivation (in pay for performance system) in one industrial company in Isfahan city. Asian Journal of Research in Social Sciences and Humanities, 8: 51-60 [Persian].

Oreyzi, H. R. & Zakerfard, M. A.. (2010). The Relationship between Family Work Conflict and Organizational Civic Behavior with respect to the Role of Adjustment in Procedural Justice, Journal of Family Research, 21: 33-41[Persian].

Oreyzi, H. R. & Farahani, H. A. (2008). Applied research methods in clinical psychology and counseling. Tehran: Danjeh [Persian].

Oreyzi, H. R. Barati, H., & Sadeghian, A. (2011). The relationship between perceived organizational support and perceived supervisory support among employees of Iran Refining and Distribution Company. Journal of Occupational and Organizational Counseling, 6: 25-41[Persian].

Piriaei, S. Arshadi, N., & Neysi, A. A. (20012). The Effect of Organizational Justice on Job Performance, Organizational Commitment and Intention to Leave Jobs: The Intermediate Role of Trust in the Organization System and Interpersonal Trust. Journal of Cognitive Achievement. Journal of Psychological Achievements. 2: 69-92 [Persian].

Rogelberg, G. S. (2007). Encyclopedia of industrial and organizational psychology (1sted.), Londen: New Delhi.

Siegel, P. A., Post, C., Brockner, J., Fishman, A. Y., & Garden, C. (2005). The moderating influence of procedural fairness on the relationship between work-life conflict and organizational commitment. Journal of Applied Psychology, 90: 13-24.

Smith, T. D., Hughes, K., DeJoy, D. M., & Dyal, M. A. (2018). Assessment of relationships between work stress, work-family conflict, burnout and firefighter safety behavior outcomes. Safety science, 103, 287-292.‌

Thompson, C. A., Beauvais, L. L., & Lyness, K. S. (1999). When work– family benefits are not enough: The influence of work–family culture on benefit utilization, organizational attachment, and work–family conflict. Journal of Vocational Behavior, 54: 392–415.

Unterhitzenberger, C., & Bryde, D. J. (2019). Organizational Justice, Project Performance, and the Mediating Effects of Key Success Factors. Project Management Journal, 50(1), 57-70.‌

Vroom, V. H. (1964). Work and motivation. New York: Wiley.

Wayne, J. H., Casper, W. J., Matthews, R. A., & Allen, T. D. (2013). Family-supportive organization perceptions and organizational commitment: The mediating role of work–family conflict and enrichment and partner attitudes. Journal of Applied Psychology, 98: 606-612.