تاثير عدالت محوري سازماني بر اشتياق شغلي با نقش ميانجي تعهد سازماني (مورد مطالعه كاركنان طرح آبياري و زه كشي كارون بزرگ)

The impact of Organizational Perceived Justice on the Job Engagement with the Mediating Role of Organizational Commitment (Case Study: Employees of Irrigation and Drainage of Great Karun

عدالت سازماني شامل شيوه اي است كه لازم است با كاركنان رفتار شود كه احساس كنند به صورت عادلانه با آنها رفتار شده است.عدالت سازماني مي تواند نقش تعيين كننده بر اشتياق شغلي شده باشد از سوي ديگر اين تاثير گذاري مي تواند به وسيله تعهد سازماني پررنگ تر شود.هدف از مطالعه تحقيق حاضر بررسي تاثير عدالت محوري سازماني بر اشتياق شغلي با نقش ميانجي تعهد سازماني(مورد مطالعه كاركنان طرح آبياري و زه كشي كارون بزرگ)مي باشد.بدين منظور 4 فرضيه مطرح شد:1)بين عدالت محوري سازماني برا شتياق شغلي با نقش ميانجي تعهد سازماني در بين كاركنان طرح آبياري و زه كشي بزرگ رابطه وجود دارد.2)بين عدالت رويه اي و اشتياق شغلي با نقش ميانجي تعهد سازماني در بين كاركنان طرح آبياري و زه كشي بزرگ رابطه معنادار وجود دارد.3)بين عدالت توزيعي و اشتياق شغلي با نقش ميانجي تعهد سازماني در بين كاركنان طرح آبياري و زه كشي بزرگ رابطه معنادار وجود دارد.4)بين عدالت تعاملي و اشتياق شغلي با نقش ميانجي تعهد سازماني در بين كاركنان طرح آبياري و زه كشي بزرگ رابطه معنادار وجود دارد.سپس پرسشنامه هاي استاندارد عدالت سازماني،اشتياق شغلي و تعهد سازماني بين نمونه ي آماري 190 نفر كه از مجموع 419 نفر جامعه آماري به شيوه نمونه گيري طبقه اي انتخاب شده بودند،توزيع گشت تجزيه و تحليل به وسيله معادلات ساختاري انجام شد.نتايج حاكي از تاييد فرضيات مطرح شده است.

Organizational justice, including the way in which it is necessary to be treated with employees that feel they have been treated fairly. Organizational justice can play a decisive role on the job engagement, on the other hand this effect can be highlighted by organizational commitment. This research aimed to investigate the impact of organizational perceived justice on the job engagement with the mediating role of organizational commitment in employees of irrigation and drainage of Great Karun. For this purpose, four hypotheses were proposed: 1) There is a relationship between organizational perceived justice and job engagement with the mediating role of organizational commitment in employees of irrigation and drainage of Great Karun. 2) there is a significant relationship between procedural justice and job engagement with the mediating role of organizational commitment in employees of irrigation and drainage of Great Karun. 3) there is a significant relationship between distributive justice and job engagement with the mediating role of organizational commitment in employees of irrigation and drainage of Great Karun. 4) there is a significant relationship between interactional justice and job engagement with the mediating role of organizational commitment in employees of irrigation and drainage of Great Karun. Then the standard questionnaire of organizational justice, job engagement and organizational commitment were distributed among statistical sample of 190 people which they were selected from statistical population of 419 people by stratified sampling method. The analysis was done by structural equations. The results showed that all hypotheses were confirmed.