نویسندگان

1 کارشناس ارشد روان‌شناسی صنعتی سازمانی دانشگاه آزاد اصفهان (خوراسگان)

2 عضو هیأت علمی دانشگاه آزاد اسلامی اصفهان (خوراسگان)

چکیده

 هدف این پژوهش بررسی نقش تعدیلی پنج عامل بزرگ شخصیت بر
ارتباط بین عدالت سازمانی ادراک‌شده و رفتار مدنی سازمانی است. نمونۀ
پژوهش 148 نفر از کارکنان یک مجموعۀ اداری بودند که به شیوۀ نمونه‌گیری دردسترس انتخاب
شدند. ابزارهای پژوهش شامل پرسشنامۀ پنج عامل بزرگ شخصیت (دنوی و
اوزوالد، 2012)،
پرسشنامۀ عدالت سازمانی (شیبااوکا و همکاران، 2010) و پرسشنامۀ رفتار مدنی سازمانی
(لی و آلن، 2002) بودند. داده‌ها با استفاده از تحلیل رگرسیون سلسله‌مراتبی تجزیه
و تحلیل شدند. نتایج نشان داد که وظیفه‌شناسی، رابطۀ بین عدالت توزیعی و
رفتارهای مدنی ـ سازمانی معطوف به سازمان را تعدیل می‌کند و همچنین برونگرایی و
توافق‌پذیری، رابطۀ عدالت بین‌فردی را با رفتار مدنی سازمانی معطوف به سازمان
تعدیل می‌نمایند. تحلیل رگرسیون تعقیبی نشان داد که وقتی وظیفه‌شناسی و برونگرایی
بالاست، رابطه معنادار مثبتی بین عدالت توزیعی و بین‌فردی ورفتار
مدنی سازمانی معطوف به سازمان وجود دارد، اما وقتی توافق‌پذیری بالا است، افزایش
عدالت بین‌فردی منجر به کاهش رفتارهای مدنی سازمانی معطوف به سازمان می‌شود. نتایج
این پژوهش نشان داد که پنج عامل بزرگ شخصیت از مجموعه عواملی هستند که لازم است در
هنگام مطالعه رابطه عدالت سازمانی با رفتارهای انسان در محیط کار مورد توجه قرار
گیرند. 

کلیدواژه‌ها

عنوان مقاله [English]

Investigating the Moderating Role of Personality Between Perceived Organizational Justice and Organizational Citizenship Behaviors

نویسندگان [English]

  • ali Raei 1
  • Mohsen Golparvar 2

چکیده [English]

 The
aim of the present study was to explore the moderating role of the big five
personality factors on the relationship
between perceived organizational justice and organizational citizenship
behaviors (OCBs). The participants in this study were 148 employees working in an administerative
organization, selected by using convenience sampling method. Research instruments included the big five personality
factors questionnaire (De Nevea & Oswald, 2012), organizational justice
questionnaire (Shibaoka et al, 2010), and
organizational citizenship < /span> behaviors questionnaire (Lee & Allen,
2002). Data were analyized using hierarchical regression analysis. Results
indicated that, conscientiousness can moderate the relationship between
distributive justice and organizational citizenship behaviors toward
organization, and also extroversion and agreeableness
can moderate the relationships between interpersonal justice and
organizational citizenship behaviors toward
organization. Posterior regression analysis revealed that when
conscientiousness and extraversion are high, there are positive significant relationships between distributive and
interpersonal justice with organizational citizenship behaviors toward
organization, but when agreeableness is high, the increasing in interpersonal
justice results in decreasing organizational citizenship behaviors toward organization. The results of current
research revealed that the big five personality factors must be
considered when studying the relationship between organizational justice and
human behavior at workplaces.  

کلیدواژه‌ها [English]

  • perceived organizational justice
  • personality
  • organizational citizenship behaviors

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