چکیده:
ﻫﺪف ﮐﻠﯽ اﯾﻦ ﭘﮋوﻫﺶ، ﺗﺤﻠﯿﻞ راﺑﻄﻪ ﻋﺪاﻟﺖ ﺳﺎزﻣﺎﻧﯽ و رﺿﺎﯾﺖ ﺷﻐﻠﯽ ﮐﺎرﮐﻨﺎن ﺑﻬﺰﯾﺴﺘﯽ ﺷﻬﺮ اﺻـﻔﻬﺎن بود. روش ﭘـﮋوﻫﺶ ﺗﻮﺻـﯿﻔﯽ از ﻧـﻮع ﻫﻤﺒﺴﺘﮕﯽ و ﺟﺎﻣﻌﻪ آﻣﺎری، ﺷﺎﻣﻞ 689 ﻧﻔﺮ از ﮐﺎرﮐﻨﺎن ﺑﻬﺰﯾﺴﺘﯽ ﺷﻬﺮ اﺻﻔﻬﺎن ﺑﻮده اﻧﺪ ﮐﻪ از اﯾﻦ ﺗﻌﺪاد 86 ﻧﻔﺮ از ﻃﺮﯾﻖ ﻧﻤﻮﻧﻪ ﮔﯿﺮی ﺗﺼﺎدﻓﯽ ﺳـﺎده اﻧﺘﺨﺎب ﺷﺪﻧﺪ. اﺑﺰار ﺟﻤﻊ آوری داده ﻫﺎ ﺷﺎﻣﻞ ﭘﺮﺳﺸﻨﺎﻣﻪ ﻣﺤﻘﻖ ﺳﺎﺧﺘﻪ ﻋﺪاﻟﺖ ﺳﺎزﻣﺎﻧﯽ در ﻗﺎﻟـﺐ 24 ﺳـﺆال ﺑﺴـﺘﻪ ﭘﺎﺳـﺦ ﺑـﺮ ﺣﺴـﺐ ﻃﯿـﻒ ﭘـﻨﺞ درﺟﻪ ای ﻟﯿﮑﺮت و ﭘﺮﺳﺸﻨﺎﻣﻪ اﺳﺘﺎﻧﺪارد رﺿﺎﯾﺖ ﺷﻐﻠﯽ ﻣﯿﻨﻪ ﺳﻮﺗﺎ (msq) در ﻗﺎﻟﺐ 100 ﺳﺆال ﺑﻮد. رواﯾﯽ ﻫﺮ دو ﭘﺮﺳﺸﻨﺎﻣﻪ ﺑـﻪ ﺻـﻮرت ﺻـﻮری، ﻣﺤﺘﻮاﯾﯽ و ﺳﺎزه ﺗﺄﯾﯿﺪ ﺷﺪ. ﭘﺎﯾﺎﯾﯽ ﭘﺮﺳﺸﻨﺎﻣﻪ ﻋﺪاﻟﺖ ﺳﺎزﻣﺎﻧﯽ ﺑﺎ اﺳﺘﻔﺎده از ﺿﺮﯾﺐ آﻟﻔﺎی ﮐﺮوﻧﺒـﺎخ 0/93 و ﭘﺮﺳﺸـﻨﺎﻣﻪ رﺿـﺎﯾﺖ ﺷـﻐﻠﯽ 0/92 ﺑـﻪ دﺳﺖ آﻣﺪ. داده ﻫﺎی ﺑﻪدﺳﺖ آﻣﺪه ﺑﻪ ﮐﻤﮏ ﻧﺮم اﻓﺰار Spss و اﺳﺘﻔﺎده از آزﻣﻮن ﺿﺮﯾﺐ ﻫﻤﺒﺴﺘﮕﯽ و رﮔﺮﺳﯿﻮن ﺗﺤﻠﯿﻞ ﺷﺪ. ﯾﺎﻓﺘﻪ ﻫﺎ ﺣﺎﮐﯽ از وﺟﻮد راﺑﻄﻪ ﻣﻌﻨﺎداری ﺑﯿﻦ ﮐﻠﯿﻪ ﻣﺆﻟﻔﻪ ﻫﺎی ﻋﺪاﻟﺖ ﺳﺎزﻣﺎﻧﯽ و رﺿﺎﯾﺖ ﺷـﻐﻠﯽ ﺑـﻮد . ﻧﺘـﺎﯾﺞ ﺗﺤﻠﯿـﻞ رﮔﺮﺳـﯿﻮن ﻧﺸـﺎن داد ﮐـﻪ ﻋـﺪاﻟﺖ روﯾـ ﻪ ای ﺑﻬﺘـﺮﯾﻦ ﭘﯿﺶ ﺑﯿﻨﯽ ﮐﻨﻨﺪه رﺿﺎﯾﺖ ﺷﻐﻠﯽ اﺳﺖ. ﻃﺒﻖ ﻧﺘﺎﯾﺞ ﺑﻪ دﺳﺖ آﻣﺪه، F ﻣﺸﺎﻫﺪه ﺷﺪه در ﺳـﻄﺢ 0/05>p ﺗﻔـﺎوت ﻣﺜﺒـﺖ و ﻣﻌﻨـﺎداری را ﺑـﯿﻦ ﻣﯿـﺎﻧﮕﯿﻦ ﻋﺪاﻟﺖ ﺳﺎزﻣﺎﻧﯽ و رﺿﺎﯾﺖ ﺷﻐﻠﯽ اﻋﻀﺎ ﺑﺮ اﺳﺎس ﺳﻦ، ﺳﺎﺑﻘﻪ ﺧﺪﻣﺖ و وﺿﻌﯿﺖ اﺳﺘﺨﺪاﻣﯽ ﻧﺸﺎن ﻧﻤﯽ دﻫﺪ.
Organizational justice is a key factor necessary for the success of every organization. In order to keep employees satisfied, committed, and loyal to the organization, the organization needs to be fair in its system regarding distributive justice, procedural justice, and interactional justice. When employees feel that they are treated fairly by the organization in every aspect, they are inclined to show more positive attitude and job satisfaction follows. Issues like allocating monetary resources, hiring employees in organizations, policy making and policy implications that affect decision maker and the people who are affected from such decisions require special attention in respect of justice. Organizations need effective managers and employees to achieve their objectives. They cannot succeed without their personnel's' efforts and commitment. Employee's job performance and satisfaction are considered to be key variables that impact the performance of organizations (Rad & Yarmohammadian, 2006). In a highly competitive environment, global businesses must strive to identify factors that influence the employees' performance and job satisfaction. Employees with higher job satisfaction feel important as they believe that the organization will have a tremendously successful future in the long run and would care about the quality of their work therefore, they are more committed to the organization with higher retention rates and tend to have higher productivity (Fatt, 2010). Given the importance of this issue, this study aimed at examining the relationship between organizational justice as it includes three components (distributive justice, procedural justice and interactional justice) and job satisfaction among staff of the Welfare Organization, branch of Isfaha.
organizational justice, job satisfaction, Staff, Organization