نقش پنج عامل بزرگ شخصيت در پيوند ميان عدالت سازماني ادراك شده بارفتارهاي ضد توليد

The role of big five personality factors in relation between perceived organizational justice with counterproductive behaviors

هدف اصلي اين پژوهش بررسي نقش پنج عامل بزرگ شخصيت (نوروز گرايي، برون گرايي، تجربه پذيري، همسازي و وظيفه شناسي) در پيوند ميان عدالت سازماني ادراك شده با رفتارهاي ضد توليد در نمونه اي از كاركنان صنايع بود. سيصد و شش نفر از كاركنان مرد اين صنايع با پاسخگويي به ‌پرسشنامه فرم كوتاه پنج عامل شخصيت (NEO) ، پرسشنامه‌ عدالت سازماني (OJI) و پرسشنامه رفتارهاي كاري ضدتوليد (CWB) در اين پژوهش شركت كردند. نتايج پژوهش نشان داد كه بين نوروزگرايي با عدالت رويه اي، عدالت تعاملي همكار محور و رفتارهاي ضد توليد معطوف به سازمان، بين برون گرايي با عدالت تعاملي همكار محور و رفتارهاي ضد توليد معطوف به سازمان و همكاران، بين تجربه پذيري با رفتارهاي ضد توليد معطوف به سازمان و همكاران، بين همسازي با عدالت رويه اي، عدالت تعاملي همكار محور و رفتارهاي ضد توليد معطوف به سازمان و همكاران و بين وظيفه شناسي با عدالت تعاملي همكار محور و رفتارهاي ضد توليد معطوف به سازمان و همكاران رابطه معنادار وجود دارد. همچنين نتايج پژوهش نشان داد وقتي وظيفه شناسي و برون‌گرايي بالا است، افزايش عدالت تعاملي همكار محور باعث كاهش رفتارهاي ضدتوليد معطوف به همكاران و سازمان مي‌شود و وقتي تجربه پذيري پايين است، ‌افزايش عدالت تعاملي همكار محور باعث كاهش رفتارهاي ضدتوليد معطوف به همكاران مي‌شود.

The aim of the present research was to examine the role of the big five personality factors (neuroticism, extroversion, openness to experience, agreeableness and conscientiousness) in the relationship between perceived organizational justice with counter productive behaviors in a sample of industries employees. Three hundred and six employees of these industries were included in this research. All participants were asked to complete the short form of Big Five Personality Inventory (NEO), Organizational Justice Inventory (OJI) and Counterproductive Work Behaviors Questionnaire (CWB).The results revealed that there were significant relationships between neuroticism with procedural justice, co-worker based interactional justice and counterproductive behaviors toward organization and co-workers, between extroversion with co-worker based interactional justice and counter productive behaviors toward organization and co-workers, between openness to experience with counter productive behaviors toward organization and co-workers between agreeableness with procedural justice, co-worker based interactional justice and counterproductive behaviors toward organization and co-workers, and between conscientiousness with co-worker based interactional justice and counter productive behaviors toward organization and co-workers. Also results revealed that when conscientiousness and extroversion were high, the increase of co-worker based interactional justice resulted in decrease of counter productive behaviors toward co-workers and organization. When openness to experience was low, increase of co-worker based interactional justice resulted in counter productive behaviors toward co-worker.