تاثير رفتار شهروندي سازماني بر رفتار كاري ضد توليد در كاركنان صنايع سلولزي مورد مطالعه گروه صنعتي گلرنگ

The Impact of Organizational Citizenship Behavior on Counterproductive Work Behavior of Employees in Cellulose Industry Golrang Industrial Group – A Case Study

سازمان ها جهت حضور در عرصه رقابت و تامين نيازها و انتظارات مشتريان، به دنبال به كارگيري كاركناني هستند كه فراتر از نقش و وظيفه خود عمل كنند و به همين دليل بسياري از آن ها جهت افزايش بهره وري و كارايي در سازمان از مفهوم رفتار شهروندي سازماني استفاده مي كنند. از طرفي رفتارهاي كاري ضد توليد كه در نقطه مقابل رفتارهاي مولد جهت دستيابي به اهداف سازمان عمل مي كنند به عنوان رفتارهاي عمدي به قصد آسيب رساندن به سازمان، افراد سازمان و يا هر دوي آنها تعريف مي شوند. بنابراين سازمان ها بايد به دنبال تقويت رفتار شهروندي سازماني كاركنان و كاهش احتمال بروز رفتارهاي كاري ضد توليد باشند. با توجه به اهميت موضوعات فوق، هدف اصلي اين پژوهش يافتن راهكار رفع موانع رفتار ضد توليد كاركنان صنايع سلولزي از طريق رفتار شهروندي سازماني است. روش پژوهش توصيفي از نوع پيمايشي-همبستگي است و براي جمع آوري داده ها از ابزار پرسشنامه استاندارد استفاده شده است. جامعه آماري اين تحقيق، كاركنان صنايع سلولزي گروه صنعتي گلرنگ در تهران، است. جامعه آماري شامل كليه كاركنان صنايع سلولزي مي باشند كه با توجه به فرمول كوكران حجم نمونه آماري 220 نفر به دست آمد. براي تجزيه و تحليل داده¬ها نيز از دو نرم افزار SPSS , Lisrel كه براي تحليل آزمون¬هاي توصيفي و استنباطي از Spss ، براي تحليل عاملي تائيدي و آزمون روابط بين متغيرها (تحليل مسير) از Lisrel استفاده شد. يافته هاي پژوهش رابطه منفي و معنادار بين رفتار شهروندي سازماني و رفتارهاي كاري ضد توليد در كاركنان و همچنين بين ابعاد رفتار شهروندي سازماني (نوع دوستي، وجدان، جوانمردي، رفتار مدني، ادب وملاحظه) و رفتار كاري ضد توليد را تاييد مي كند. به اين معنا كه سازمان ها مي توانند جهت پيشبرد اهدافشان از طريق افزايش بروز رفتار شهروندي سازماني، رفتارهاي كاري ضد توليد كاركنان را كاهش دهند.

Abstract: Organizations seek to employ staff that work beyond their defined roles and duties in order to be competitive and be able to meet the needs and expectation of customers and that’s why many of them use the concept of organizational citizenship behavior to increase productivity and efficiency in the organization. Therefore, employees who express citizenship behaviors and avoid deviant behaviors can effectively help organizations achieve their goals. On the other hand counterproductive work behaviors that are in contrast to productive behaviors are defined as intentional behaviors for damaging organizations, organizational employees or both of them. Therefore, organizations should seek to strengthen the organizational citizenship behavior and reduce the risk of counterproductive work behaviors. Considering the importance of the above points, the present study is an attempt to find a solution for removing barriers associated with counterproductive employee behavior in cellulose industry through organizational citizenship behavior. The study period started from Azar 1395 to Ordibesht 1396. The Subject domain covers organizational citizenship behavior and counterproductive behaviors in the field of production management and the study are covers Golrang industrial group. The research is a correlational descriptive survey study and standard questionnaire was used for data collection. These questionnaires include organ and Kanvsky’s citizenship behavior questionnaire and counterproductive work behavior questionnaire by Bennett and Robinson. The population of this research includes the staff of cellulose industries in the Golrang Industrial in Tehran. The population consisted of all employees of cellulose industry (510 individuals). According to Cochran s formula, the sample size was 220 people. The main research question is: is there any significant relationship between organizational citizenship behavior and counterproductive behaviors of employees? The main hypothesis of this study is: there is a significant inverse relationship between organizational citizenship behavior and counterproductive work behaviors. The data were Analyzed using structural equation modeling in the Lisrel8.8 software. The findings confirm the inverse relationship between organizational citizenship behavior and counterproductive work behaviors among the employees. This means that organizations can advance their goals by enhancing organizational citizenship behavior and reduce counterproductive work behaviors of the staff. The predictable limitations of this study include lack of domestic research on the relationship between organizational citizenship behavior and counterproductive work behaviors, on the other hand, since questionnaire is used to collect data in this study, some respondents may refrain from providing correct answers. The large number of questionnaire questions may also lead to carelessness of respondents. Finally, managers are recommended to use appropriate mechanisms such as development of a flexible organizational structure (reduction of formality and centralization), as well as dynamic work teams and organizational environments to increase job satisfaction and the probability of citizenship behaviors in the organization and reduce counterproductive behavior accordingly.