چکیده:
این تحقیق ازنظر هدف، کاربردی و ازنظر روشهای گردآوری اطلاعات، توصیفی- همبستگی است. جامعه آماری شامل مدیران مدارس شهر ماکو به تعداد 115 نفر بود که به دلیل کم بودن تعداد مدیران، از روش تمام شماری برای نمونهگیری استفادهشده است، ازاینرو تعداد جامعه و نمونه 115 نفر بود. ابزار تحقیق مشتمل بر پرسشنامههای عدالت سازمانی نیهوف و مو رمن، (1993)؛ پرسشنامه فرهنگسازمانی دنیسون (2000) و پرسشنامه موفقیت شغلی رادسیپ (1984) بود که پایایی هر یک از آنها با آلفای کرون باخ محاسبه و به ترتیب881/0، 861/0 و 911/0 و در حد مطلوب گزارششده است. برای تجزیهوتحلیل دادهها از نرمافزار SPSS و آمار توصیفی (فراوانی، درصد، میانگین، انحراف معیار) و آمار استنباطی (آزمونهای ضریب همبستگی پیرسون و رگرسیون چندمتغیره گامبهگام) استفاده شد. اهم نتایج نشان داد که بین فرهنگسازمانی و مؤلفههای آن (مشارکت یا درگیر شدن در کار، سازگاری، رسالت بهجز مؤلفه انطباقپذیری) و نیز عدالت سازمانی و مؤلفههای آن (توزیعی، رویهای و مراودهای)، با موفقیت شغلی مدیران رابطه مثبت و معنیداری وجود دارد. از بین متغیرهای پیشبین موفقیت شغلی مدیران؛ مؤلفه رسالت از متغیر فرهنگسازمانی و متغیر عدالت سازمانی بیشترین سهم و توان را در پیشبینی متغیر ملاک موفقیت شغلی مدیران داشتهاند. ازاینرو به مدیران پیشنهاد میشود که در جهت حصول موفقیت شغلی، متغیرهای فرهنگسازمانی و عدالت سازمانی را در بحث اداره مدارس در اولویت قرار دهند.
Organizations are the main pillar of current communities and management is considered as the most important factor in the life, growth or death of organizations, and the process of moving from the present to the desired state is directed by the manager. Considering that education institutions, such as school, have a key role to play in managing these institutions, studying their career success and their advancements is essential. If success in an organization means the realization of its interests, the attainment of these interests requires the provision of necessary factors. One of the factors influencing managerial success is organizational culture because organizational culture is considered a fundamental requirement for the functioning and realization of goals in various researches. Research showed that there is a positive and significant relationship between organizational culture and organizational justice. Justice is the key to the survival and sustainability of the organization's progress and its employees, and in organizational terms, it refers to organizational justice. Research has shown that justice processes play an important role in the organization, especially in organizational culture, so the aim of this study is study the relationship between organizational culture and organizational justice with career success in Maku among principals’ elementary schools. Research Method: This research is an applied research and the method of data collection is descriptive-corelation survey. The population included 115 individual of principals that total number of them is used for sampling. In this study, instrument of research is questionnaire including (Niehoff and Moorman Organizational justice questionnaire, 1993); (Denison Organizational Culture Inventory, 2000) and (Radcip questionnaire career success, 1984) was used for data collection. The organizational justice questionnaire is based on three dimensions of distributive justice, procedural and interpersonal justice. The questionnaire contains 20 questions that deal with 1 to 5 distributive justice, 6 to 11 procedural justice and 12 to 20 interrogated justice. In this questionnaire has been used a five-point Likert spectrum. Organizational culture questionnaire has been used in various studies and consists of 20 items with five Likert options and 4 components, respectively, with questions from 1 to 5 components engaging in work participation, 6 to 10 adaptations, 11 to 15 adaptability and 16 to 20 components of the mission. The job success questionnaire consists of 30 questions and Likert's five-choice spectrum, and 12 faculty members confirmed their verbal validity. Findings: The major results showed that 72.2% of the male sample and 27.8% of the sample were female. 7.8% of the sample were in the age group of 30 - 20 years, 25.1% in the age group of 31-40 years, 47.8% of the sample were in the age group of 41-50 years and 17.4% of the sample Statistical analysis was performed in the age group of 51 and above, with the age range of 41-50 years old. Analyzing the data was done by correlation and multiple linear stepwise regressions. The results of this study showed that there is a significant positive relationship between the organizational culture and component of variable (except adaptability) with career success. There is a significant positive relationship between organizational justice variables and components with career success. Among the predictor variables of principals’ career success, the mission components of organizational culture variable and organizational justice have the greatest share to predict the career success variable. Results: Job success is the result of the current development of the individual and the achievement of possible employment targets, and today's organizations are inevitably in progress, both in international competitions and in promoting social and organizational life. The key to progress in the organization is culture. Culture for organization and management works like a filter because every manager's operation must be approved by the members of the organization and in accordance with the values in order to pass smoothly and be approved by the organization's culture, on the other hand, if managers of organizations are looking for progress in the organization, they must be able to create an understanding of the existence of justice, that is, the law-governed act in their organization in the staff. Therefore, the present study aims to study the relationship between organizational culture and organizational justice with the success of managers. One of the research limitations is that as the results of this study have been conducted among principals of Maku primary schools, its generalization to other educational levels and organizations should be done with caution and sufficient knowledge. In line with the results, applied proposals are presented as follows: Based on the results of the first hypothesis of the research, it is suggested to focus on the implementation of organizational culture as an operational one, because one of the key variables determining the success of managers in organizations, especially in education, which is one of the organs there are bases for growth and development of the country. Among the norms and values that are accepted in schools, which are of cultural origin, respect for human relations, respect for individuals and their rights, and behavior in accordance with the law and the maintenance of equality, in other words, the establishment of organizational justice. School principals should be aware of the mission and mission mentioned for schools Based on the results of the second hypothesis, the research suggested that consideration is given to the issue of organizational justice in the organization, as well as to the meritocracy and the work of the employee, and each person should use as much effort and ability to use the benefits and benefits. According to the results of the third hypothesis, it is suggested that managers be selected for schools that have equalized periods of education and the effects of inequality and the necessity of establishing justice and strategies for its implementation. It is also important to work with the organization of training courses on the recognition of the mission and mission of school administrators. In addition, through retraining and informing through websites, the missions and perspectives of the organization are brought to the attention of managers in order to be more consistent with the goals of managers with the organization.
خلاصه ماشینی:
رابطه بين فرهنگ سازماني و عدالت سازماني با موفقيت شغلي مديران مدارس بهاره عزيزي نژاد ١* و احمد قالي زاده کلهر ٢ دريافت مقاله : ١٣٩٦/٠٩/٠٦ صفحات : ٢٤٣-٢٢٧ Received : 27/11/2017 پذيرش مقاله : ١٣٩٧/٠٣/٢٩ Accepted: 19/06/2018 چکيده اين تحقيق ازنظر هدف ، کاربردي و ازنظر روش هاي گردآوري اطلاعات ، توصيفي- همبستگي است .
اهم نتايج نشان داد که بين فرهنگ سازماني و مؤلفه هاي آن (مشارکت يا درگير شدن در کار، سازگاري، رسالت به جز مؤلفه انطباق پذيري ) و نيز عدالت سازماني و مؤلفه هاي آن (توزيعي، رويه اي و مراوده اي )، با موفقيت شغلي مديران رابطه مثبت و معنيداري وجود دارد.
مطالعات نشان ميدهد که فرهنگ سازماني ، بر رفتار فردي، انگيزش ، رضايت شغلي، خلاقيت و نوآوري، شيوه تصميم گيري و ميزان مشارکت کارکنان در امور، ميزان فداکاري و تعهد، انضباط ، سخت کوشي ، سطح اضطراب و مانند آن مؤثر است ، بنابراين هر يک مي تواند به مثابه معياري براي ارزيابي موفقيت شغلي محسوب شود.
سازگاري به سيستم ها و فرآيندهاي سازماني اشاره دارد که موجب افزايش هم ترازي و کارايي مي شوند؛ درگيرشدن بدين معناست که کارکنان به کارشان تعهد دارند و احساس مالکيت مي کنند؛ انطباق پذيري نشان دهنده ظرفيت سازمان براي تغيير و واکنش هايي است که سازمان در برابر موقعيت هاي خارجي دارد و رسالت يک سازمان بيان کننده اين است که چرا سازمان وجود دارد و به کجا بايد برسد ( & Gillespie, Denison, Haaland, Smerek ٢٠٠٨ ,Neale).