نقش میانجی بیتفاوتی سازمانی در رابطه بین عدالت سازمانی و رضایت شغلی در آموزش و پرورش
کلمات کلیدی:
عدالت سازمانی, بی تفاوتی سازمانی, رضایت شغلی, آموزش و پرورشچکیده
هدف این پژوهش بررسی نقش میانجی بیتفاوتی سازمانی در رابطه بین عدالت سازمانی و رضایت شغلی کارکنان آموزش و پرورش بود. این پژوهش با رویکرد آمیخته انجام شد. در بخش کیفی، 16 نفر از مدیران، معاونان و خبرگان حوزه آموزش و پرورش استان سمنان بهصورت هدفمند انتخاب شدند و دادهها از طریق مصاحبههای نیمهساختاریافته گردآوری و با تحلیل محتوا و کدگذاری در نرمافزار MAXQDA تحلیل شدند. در بخش کمی، 242 نفر از کارکنان آموزش و پرورش از میان 607 نفر به روش نمونهگیری چندمرحلهای و طبقهای انتخاب شدند. دادهها با استفاده از پرسشنامه محققساخته جمعآوری و از طریق مدلسازی معادلات ساختاری در نرمافزار SmartPLS تحلیل شدند. شاخصهای پایایی، روایی همگرا، روایی واگرا و برازش مدل برای ارزیابی کیفیت مدل مورد استفاده قرار گرفتند. نتایج مدلسازی معادلات ساختاری نشان داد عدالت سازمانی تأثیر مثبت و معناداری بر رضایت شغلی دارد (β=0.303، t=2.649، p<0.01). همچنین عدالت سازمانی تأثیر منفی و معناداری بر بیتفاوتی سازمانی داشت (β=-0.426، t=3.911، p<0.001). بیتفاوتی سازمانی نیز بهطور معناداری رضایت شغلی را کاهش داد (β=-0.530، t=4.236، p<0.01). نتایج آزمون میانجیگری نشان داد بیتفاوتی سازمانی نقش واسطهای معناداری در رابطه بین عدالت سازمانی و رضایت شغلی ایفا میکند (β=-0.226، t=3.813، p<0.001). همچنین مقادیر R²، Q²، f² و GOF از برازش و قدرت پیشبینی مطلوب مدل حمایت کردند. یافتهها نشان دادند که ادراک عدالت سازمانی میتواند بهطور مستقیم رضایت شغلی کارکنان را افزایش دهد و بهطور غیرمستقیم نیز از طریق کاهش بیتفاوتی سازمانی موجب ارتقای رضایت شغلی شود. بنابراین، مدیران و سیاستگذاران آموزشی با استقرار رویههای عادلانه، توزیع منصفانه منابع و تقویت تعاملات مبتنی بر انصاف میتوانند از شکلگیری بیتفاوتی سازمانی جلوگیری کرده و زمینه افزایش رضایت شغلی و بهبود عملکرد کارکنان را فراهم آورند.
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