بررسی رابطه سلامت سازمانی و فضیلت سازمانی با میانجیگری عدالت سازمانی
مجله اخلاق زیستی- علمی پژوهشی,
دوره 9 شماره 32 (1398),
3 دسامبر 2019
,
صفحه 33-45
https://doi.org/10.22037/bioeth.v9i32.25618
چکیده
زمینه و هدف: نظر به اهمیت اخلاق سازمانی و نگرشهای جدیدی كه در زمینه روانشناسی مثبتگرا به وجود آمده است و نیز نقشی كه فضیلت سازمانی در پرورش تعاملات مثبت در سازمانها و سلامت سازمانی دارد، پژوهش حاضر، با هدف ارتباط سلامت سازمانی و فضیلت سازمانی با میانجیگری عدالت سازمانی انجام گرفته است.
مواد و روشها: در این مطالعه توصیفی ـ همبستگی مبتنی بر مدل معادلات ساختاری، 218 نفر از دبیران مدارس دوم متوسطه، ناحیه یک شهرستان زاهدان در سال تحصیلی 98-1397 به شیوه نمونهگیری تصادفی ـ طبقهای متناسب با حجم انتخاب شدند. برای گردآوری دادهها از پرسشنامههای سلامت سازمانی Hoy و همکاران (1996 م.)، فضیلت سازمانی Cameron و همکاران (2004 م.) و عدالت سازمانی Niehoff و Moorman (1993 م.) استفاده شد. برای تحلیل دادهها از ضریب همبستگی و مدل معادلات ساختاری با کمک نرمافزارهای SPSS و لیزرل استفاده شد.
یافتهها: میانگین و انحراف معیار سلامت سازمانی 171/32±24/51، عدالت سازمانی 77/4±10/91 و فضیلت سازمانی 62/12±9/13 بود. بین سلامت سازمانی با عدالت سازمانی (r=0/776، p<0/001) و فضیلت سازمانی (r=0/838، p<0/001) و عدالت سازمانی با فضیلت سازمانی (r=0/779، p<0/001) همبستگی مثبت و معنیداری وجود داشت. اثر مستقیم سلامت سازمانی بر فضیلت سازمانی (β=0/33، t=2/89) و عدالت سازمانی (β=0/9، t=9/78) و اثر مستقیم عدالت سازمانی بر فضیلت سازمانی (β=0/25، t=2/18) معنیدار بود. اثر غیر مستقیم سلامت سازمانی بر فضیلت سازمانی با نقش میانجی عدالت سازمانی نیز معنادار بود (β=0/225).
نتیجهگیری: بنا بر یافتهها مدیران سازمانها میتوانند با ارتقای سلامت سازمانی و گسترش عدالت سازمانی زمینه پرورش فضیلتهای سازمانی را فراهم کنند.
- اخلاق سازمانی؛ سلامت سازمانی؛ فضیلت سازمانی؛ عدالت سازمانی
ارجاع به مقاله
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