بررسی رابطه مؤلفه‌های بالندگی سازمانی اثربخش و عدالت اسلامی در دانشگاه فرهنگیان استان مازندران | ||
| مدیریت و برنامه ریزی در نظام های آموزشی | ||
| مقاله 12، دوره 15، شماره 2 - شماره پیاپی 29، 1401، صفحه 281-296 اصل مقاله (1.13 M) | ||
| نوع مقاله: علمی - پژوهشی | ||
| شناسه دیجیتال (DOI): 10.48308/mpes.2022.102407 | ||
| نویسندگان | ||
| عباس نیکخو امیری1؛ محمدرضا باقرزاده* 2؛ مجتبی طبری3؛ یوسف قلیپور کنعانی4 | ||
| 1دانشجوی دکتری، گروه مدیریت دولتی، واحد قائمشهر، دانشگاه آزاد اسلامی، قائمشهر، ایران | ||
| 2استادیار گروه مدیریت دولتی، دانشکده مدیریت ، دانشگاه آزاد اسلامی قائمشهر ، قائمشهر، ایران | ||
| 3دانشیار گروه مدیریت دولتی، واحد قائم شهر، دانشگاه آزاد اسلامی، قائم شهر، ایران | ||
| 4گروه مهندسی صنایع، واحد قائمشهر، دانشگاه آزاد اسلامی، قائمشهر، ایران | ||
| چکیده | ||
| هدف: هدف این پژوهش بررسی رابطه مؤلفه‌های بالندگی سازمانی اثربخش و عدالت اسلامی در دانشگاه فرهنگیان استان مازندران است. مواد و روش‌ها: روش پژوهش، آمیخته است که در بخش کیفی از نوع اکتشافی و در بخش کمی به صورت پیمایشی انجام شد. جامعة آماری پژوهش خبرگان، متخصصان و اعضای هیئت علمی دانشگاه فرهنگیان استان مازندران بودند که 20 نفر از آنان به روش نمونه‌گیری هدفمند در دسترس انتخاب شدند. برای تدوین مدل مفهومی پژوهش ابتدا عوامل پیش‌بینی‌کننده و پیامدهای بالندگی سازمانی مورد شناسایی قرار گرفته‌اند. به همین منظور رابطه بین عدالت اسلامی و بالندگی سازمانی مورد بررسی قرار گرفت و هم‌چنین عدالت اسلامی (عدالت رویه‌ای، توزیعی، مراوده‌ای، معوض و اطلاعاتی) به‌عنوان متغیر اثرگذار بر روی بالندگی سازمانی مطالعه شد. سپس با استفاده از مدل معادلات ساختاری مدل مفهومی پژوهش مورد بررسی و تحلیل واقع شد مدل مفهومی پژوهش با آزمون تحلیل واریانس و تحلیل عامل اکتشافی و با استفاده از نرم‌افزارهای اس.پی.اس.اس نسخه 24 و لیزرل ارزیابی گردید. بحث و نتیجه‌گیری: نتایج به دست آمده نشان داد که عدالت توزیعی بالاترین تأثیر را در بالندگی سازمانی و عدالت رویه‌ای در رتبه دوم و عدالت معوض در رتبه سوم و عدالت مراوده ای در رتبه چهارم و نهایتاً عدالت اطلاعاتی کمترین تأثیر را داشته است؛ به عبارتی بیشترین مصداق عدالت از نظر پاسخ‌دهندگان عدالت توزیعی می‌باشد که موجبات بالندگی هرچه بیشتر سازمانی را فراهم می آورد و مدیران و نظام پرداخت باید نسبت به توزیع امکانات و منابع و دانشجو توجه بیشتری مبذول دارند. با استفاده از تقویت علاقمندی فردی و سازمانی و نیز رعایت عدالت سازمانی می‌توان بستر شکل‌گیری رفتار احترام‌آمیز و فضیلت مدنی را در کارکنان به لحاظ رفتار شهروندی سازمانی ارتقا داد. هم‌چنین با ایجاد بالندگی سازمانی مبتنی بر عدالت و نیز توجه به این دو مقوله در ترسیم اهداف و سیاست‌گذاری سازمانی می‌توان حس مشارکت‌پذیری و روحیه نوع دوستی و رفتار فرانقش تعهد و تعلق کارکنان را در مؤسسات آموزش عالی ارتقاء بخشید. نهایتاً با پیاده‌سازی مدل ارائه شده هماهنگی و انسجام میان عملکردها فعالیت‌ها و اهداف سازمان افزایش یابد. | ||
| کلیدواژه‌ها | ||
| اثربخشی؛ اعضای هیئت علمی؛ بالندگی سازمانی؛ عدالت اسلامی؛ دانشگاه فرهنگیان | ||
| عنوان مقاله [English] | ||
| Investigating the Relationship between Effective Organizational Maturity Components and Islamic Justice at Farhangian University of Mazandaran Province | ||
| نویسندگان [English] | ||
| Abbas Nikkhoo Amiri1؛ Mohamadreza Bagherzade2؛ Mojtaba Tabari3؛ Yousef Qalipour Kanani4 | ||
| 1Department of Public Management, Islamic Azad University of Qaemshahr, Qaemshahr, Iran | ||
| 2Assistant Professor, Department of Public Management, Faculty of Management, Islamic Azad University of Qaemshahr, Qaemshahr, Iran | ||
| 3Associate Professor, Department of Public Management, Islamic Azad University of Qaemshahr, Qaemshahr, Iran | ||
| 4Department of Industrial Engineering, Islamic Azad University of Qaemshahr, Qaemshahr, Iran | ||
| چکیده [English] | ||
| Objectives: This study aimed to investigate the relationship between the components of effective organizational maturity and Islamic justice at Farhangian University of Mazandaran province. Materials and Methods: The research was a mixed method; it was exploratory in the qualitative part and a survey in the quantitative part. The statistical population of the study was experts, specialists, and members of the faculty of Farhangian University of Mazandaran province; 20 of whom were selected by convenience sampling method. To formulate a conceptual model of the research, the predictors and consequences of organizational growth have been identified. For this purpose, the relationship between Islamic justice and organizational maturity was studied and Islamic justice (procedural, distributive, transactional, exchange, and information justice) was studied as an effective variable on organizational maturity. Then, using the structural equation model, the conceptual model of the research was studied and analyzed. The conceptual model of the research was evaluated by analysis of variance and heuristic factor analysis by using SPSS software version 24 and LISREL. Discussion and Conclusions: The results showed that distributive justice had the highest impact on organizational maturity; procedural justice in the second rank and reciprocal justice in the third rank and transactional justice in the fourth rank and finally information justice had the least impact. In other words, the most explicit example of justice for the respondents is distributive justice which leads to the maturity of the organization as much as possible; so managers and the payment system should pay more attention to the distribution of facilities, resources, and students. By strengthening individual and organizational interests and also observing organizational justice, we can improve the formation of respectful behavior and civic virtue in employees in terms of organizational citizenship behavior. Also, by creating organizational maturity based on justice and also paying attention to these two categories in drawing goals and organizational policy, the sense of participation and the spirit of altruism and the role of commitment and belonging of employees in higher education institutions can be promoted. Finally, by implementing the proposed model, the coordination and coherence between the functions, activities, and goals of the organization will increase. | ||
| کلیدواژه‌ها [English] | ||
| Effectiveness, Fculty Members, Organizational Maturity, Islamic Justice, Farhangian University | ||
| مراجع | ||
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