ارائه الگوی کاهش کجرفتاری های اداری تعاونی های تولیدی کشاورزی با تأکید بر تعهد سازمانی

نوع مقاله : کارکردهای بخش تعاون

نویسندگان

1 عضو هیات علمی و دانشیار گروه مدیریت، دانشگاه پیام‌نور

2 کارشناسی ارشد مدیریت MBA، دانشگاه پیام نور

چکیده

گسترش و توسعه رفتارهایی از قبیل عدالت سازمانی، با افزایش تعهدات سازمانی می‌تواند در کاهش کجرفتاری‌های اداری، بسیار موثر باشد. هدف از پژوهش حاضر، ارائه الگوی موثر برای کاهش کجرفتاری‌های اداری در بین کارکنان تعاونی‌های تولیدی کشاورزی با نقش میانجی تعهد سازمانی است. پژوهش حاضر از لحاظ هدف، کاربردی، از لحاظ ماهیت و روش، توصیفی_ پیمایشی از نوع همبستگی است. برای آزمون فرضیه‌ها، از پرسش‌نامه 40 سوالی مطابق با طیف 7 گزینه‌ای لیکرت استفاده شده است. جامعه آماری پژوهش، مجموعه پرسنل تعاونی‌های تولیدی کشاورزی استان همدان و شیراز به تعداد250 نفر است که حجم نمونه آماری به تعداد 148 نفر بر اساس جدول کرجسی و مورگان، به روش طبقه‌ای نسبی انتخاب شده است. پایایی ابزار تحلیل با استفاده از ضریب آلفای کرونباخ و روایی ابزار با استفاده از اعتبار سازه و از طریق نرم‌افزار Lisrel از روش تحلیل عاملی تاییدی مورد تأیید قرار گرفت. برای تجزیه و تحلیل یافته‌ها از مدل تحلیل مسیر و برای تحلیل متغیر میانجی از آزمون سوبل استفاده شد. نتایج نشان داد که عدالت سازمانی و مولفه‌های آن می‌توانند بر کجرفتاری‌های اداری به طور مستقیم و غیرمستقیم از طریق تعهد سازمانی، تاثیر منفی و معنی‌داری بگذارند.

کلیدواژه‌ها


عنوان مقاله [English]

Provide a model for reducing the administrative misconduct of agricultural production cooperatives with emphasis on organizational commitment

نویسندگان [English]

  • Dr. Morteza Moradi 1
  • Rabeah Zandipak 2
1 Associate professor and faculty member at Payame Noor University
2 MBA Management at Payame Noor University
چکیده [English]

The development of behaviors such as organizational justice, by increasing organizational obligations can be very effective in reducing administrative misconduct. The purpose of this study is to provide an effective model for reducing administrative misconduct among employees of agricultural production cooperatives with the mediating role of organizational commitment. The present study is applied in terms of purpose, descriptive-survey in terms of nature and method. To test the hypotheses, a 40-item questionnaire according to the Likert 7-choice spectrum was used. The statistical population of the study is the personnel of agricultural production cooperatives in Hamedan and Shiraz provinces with a total of 250 people. The statistical sample size of 148 people has been selected based on Krejcie and Morgan table by relative stratified method. The reliability of the analysis tool was confirmed using Cronbach's alpha coefficient and the validity of the tool was confirmed using construct validity through Lisrel software using confirmatory factor analysis. The path analysis model was used to analyze the findings and the Sobel test was used to analyze the mediating variable. The results showed that organizational justice and its components can have a negative and significant impact on administrative misconduct, directly and indirectly through organizational commitment.

کلیدواژه‌ها [English]

  • Organizational Justice
  • Organizational Commitment
  • Administrative Misconduct
  • Agricultural production cooperatives
Abu Elanain, H.M. (2010). Testing the direct and indirect relationship
between Organizational justice and work outcoms in a non –
western context of the UAE. Journal of Management Development,
1, 5-270.
Allen, N.J. & Meyer, J.P. (1990). The measurement and antecedents of
affective,continuance and normative commitment to the
organization. Journal of Occupational Psychology, 63(1), 1-18.
Alvani, S.M., Pooreza, A., & Sayar, A. (2009). Relationship
Organizational Justice & Organizational Commitment In
Engineering Company & Iran Gas Development. Unpublished M.A
Thesis, Ahvaz University.(In Persian).
Applebaum, Sh., Laconi G.D., & Matousek, A. (2019). Positive and
negative deviant workplace behaviors: causes, impacts and
solutions. Corporance Governonce, 5(1), 586-598.
Assad, R., & Hubbell, A. (2005). Motivating factors: perceptions of
justice and their relationship with managerial and organizational
trust. Communication Studies, 56(1), 47–70.
Bennet, R.J., & Robinson, S.L. (2000). Development of a measure of
workplace deviance. Journal of Applied Phsychology, 3, 349-360.
Bhuyan, S. (2020). The relationship between organizational justice, job
satisfaction and organizational trust and organizational
commitment among agricultural production cooperatives. Journal
of Development and Cooperation, 28(10), 381-402.
Cheng, S.H. (2019). The mediating role of organizational justice on the
relationship between administrative performance appraisal
practices and organizational commitment. The International
Journal of Human Resource Management, 25(8), 1131–1148.
Clay-Warner, J., Reynolds, J., & Roman, P. (2005). Organizational
justice and job satisfaction: a test three competing model. Social
Justice Research, 18(4), 391-401.
Craw, M.S., Lee, C.B., & Joo, J.J. (2012). Organizational justice and
organizational commitment among South Korean police officers:
an investigation of job satisfaction asa mediator. Policing: anInternational Journal of Police Strategies & Management, 2, 402-
423.
DeConinck, J., (2020). The effect of organizational justice, perceived
organizational support, and perceived supervisor support on
marketing employees' level of trust. Journal of Business Research,
63, 1349–1355.
Everton, W.J., Jolton, J.A., & Mastrangelo, P.M. (2007). Be nice and fair
or else: understanding reasons for employees deviant Behaviors.
Journal of management Development, 2, 117- 131.
Fatima, A., Zahidzqubal, M., & Imram, R. (2018). Organizational
Commitment and counterproductive work behavior: role of
employee empoverment Proceeding of the Sixth International
Conference on Management. Science and Engineering
Management, 185, 665-679.
Flint, D., Haley, L.M., & McNally, J.J. (2013). Individual and
organizational determinants of turnover intent. Personnel Review,
5, 552-572.
Haque, M., Arshad, M., Chowdhurg, M.A., & Ali, M. (2010). Effect of
organizational justice over affective commitment and the role of
marital status. Lecture in university Chittagong.Bangladesh.
Jiang, Z., Gollan, J., & Brooks, G. (2020). Relationships between
organizational justice, organizational trust and organizational
commitment: across-cultural study of China, South Korea andInternational Journal of Police Strategies & Management, 2, 402-
423.
DeConinck, J., (2020). The effect of organizational justice, perceived
organizational support, and perceived supervisor support on
marketing employees' level of trust. Journal of Business Research,
63, 1349–1355.
Everton, W.J., Jolton, J.A., & Mastrangelo, P.M. (2007). Be nice and fair
or else: understanding reasons for employees deviant Behaviors.
Journal of management Development, 2, 117- 131.
Fatima, A., Zahidzqubal, M., & Imram, R. (2018). Organizational
Commitment and counterproductive work behavior: role of
employee empoverment Proceeding of the Sixth International
Conference on Management. Science and Engineering
Management, 185, 665-679.
Flint, D., Haley, L.M., & McNally, J.J. (2013). Individual and
organizational determinants of turnover intent. Personnel Review,
5, 552-572.
Haque, M., Arshad, M., Chowdhurg, M.A., & Ali, M. (2010). Effect of
organizational justice over affective commitment and the role of
marital status. Lecture in university Chittagong.Bangladesh.
Jiang, Z., Gollan, J., & Brooks, G. (2020). Relationships between
organizational justice, organizational trust and organizational
commitment: across-cultural study of China, South Korea andAustralia. The International Journal of Human Resource
Management, 2(11), 1-32.
Johen, E., Saboer, O. & Lay, T. (2020). Important and effective
principles in the success of agricultural cooperatives. Journal of
Agricultural Development, 21(8), 1-26.
Krejcie, R.V., & Morgan, D.W. (1970). Determiniing sample size for
research activities. Educational and Psychological Measurement,
30, 607-610.
MC Cardle, G.J. (2007). Organizational justice and workplace deviance:
The role of organizational structure, powerlessness, and
information salience. PhD Thesis, University of Central Florida
Orlando, Florida
Mukherjee, K., & Bhattacharya, R. (2018). Exploring the mediating
effect of organizational trust between organizational justice
dimensions and affective commitment. Management and Labour
Studies, 38(1 & 2), 63–79.
Niehoff, B.P., & Moorman, R.H. (1993). Justice as a mediator of
relationship between methods of monitoring and organizational
citizenship behavior. Academy of Management Journal, 36, 527-
559.
Omar, F., Halim, F.W., Zainah, A.Z., Farhadi, H., Nasir, R., &
Khairudin, R. (2011). Stress and job satisfaction antecedents ofworkplace deviant behavior. World Applied Sciences Journal, 12,
46-51.
Oneill, T.A., Lewis, R.J., & Carswell, J.J. (2011). Employee personality,
justice perceptions, and prediction of work place deviance.
Personality and Individual Differencess, 51, 595-600.
Onuoha, J.I., & Ezeribe, S.N. (2011). Managerial attitudes and workplace
deviance: a psychological perspective. ABSU Journal of Arts,
Management, Education Low and Social Sciences, 1, 149-161.
Rojojan, P.T. (2009). Deviant workplace behavior in organizations:
Antecedents, influences, and remedies. M.S Thesis, Wein
university.
Salmani, D., & Radmand, M. (2009). Examine the role of organization
and management on deviant work behavior. Journal Public
Administration, 3, 51-68. (in persian).
Shapiara-Lishchinsky, O. (2019). Teachers withdrawal behaviors:
integrating theory and findings. Journal of Educational
Administration, 3(6), 307-326.
Shapiara-Lishchinsky, O., & Even-Zohra, Sh. (2019). Withdrawel
behaviors syndrome: an ethical perspective. Journal of Business
Ethics, 103(5), 429-451.
Skrim, H., Jiang, Y., & Li, T. (2019). Basic factors affecting the success
of agricultural cooperatives. Journal of Agricultural Extension and
Development, 12(2), 1-14.Tekingunduz, S., Top, M., Tengilimoglu, D., & Karabulut, E. (2015).
Effect of organisational trust, job satisfaction, individual variables
on the organisational commitment in healthcare service. Total
Quality Management, 2, 1-19.
Tlaiss, H., & Elamin, A. (2019). Exploring the relationship between
organizational citizenship behavior and organizational justice in the
Islamic Saudi Arabian context. Journal of Management
Development, 34(9), 1042-1060.
Utami, A., Bangun, Y., & Lantu, D. (2014). Understanding the role of
emotional intelligence and trust to the relationship between
organizational politics and organizational commitment. Procedia -
Social and Behavioral Sciences, 115, 378 – 386.
Vanhala, M., Heilmann, P., & Salminen, H. (2020). Organizational trust
dimensions as antecedents of organizational commitment.
Knowledge and Process Management, 23(1), 46–61.
Wedenhum, G., & Teylor, M. (2001). Relationship between
organizational commitment and productivity with effectiveness.
Journal of Applied Psychology, 76, 845- 855.
XU, W. (2020). The study of the relationship between of organizational
justice and job satisfaction on Y-Generation in Chinese IT industry.
The 1 st International Coference of Information science and
Engineering, 1. 4601-4604.Yaghubi, M., & Mohseni, H. (2009). Relationship justice & job
satisfaction with organizational commitment among Esfahan’s
University choose hospitals staffs. Quarterly Journal of
Management. Number 35.
Yassin, A. (2019). Deviant behavior at work place. M.S. Thesis
University Utara, Malaysia.
Zoghbi-Manrique, P., Tacoronte, D.V., & Ting Ding, J.M. (2012).
Procedural justice and work place deviance. Decisions
Organizational, 1, 381-393.
Zribi, H., & Souai, S. (2015). Deviant behaviors in response to
organizational justice: mediator test for psychological contract
breach the case of Tunisia. Journal Business Studies Quarterly, 4,
1-25.