ارتباط عدالت سازماني و اشتياق شغلي با عملكرد سازماني مربيان (مورد مطالعه: هيات هاي ورزشي شهر اراك)

The relationship between Organizational Justice and Job Eengagement with Organizational Performance of Coaches (case study: Arak Sports boards

هدف از انجام اين پژوهش، بررسي ارتباط عدالت سازماني و اشتياق شغلي با عملكرد سازماني مربيان ورزش بود. اين پژوهش از نوع پژوهش هاي توصيفي- همبستگي است كه به روش پيمايشي انجام شد. جامعه آماري پژوهش شامل كليه مربيان فعال هيات هاي ورزشي شهر اراك (704 نفر) بودند كه 254 نفر از آنها به صورت نمونه گيري تصادفي سهميه اي به عنوان نمونه آماري انتخاب شدند. داده هاي پژوهش از طريق پرسشنامه هاي عدالت سازماني نيهوف و مورمن (1993) ، اشتياق شغلي سلانوا و شوفيلي (2001) و عملكرد سازماني هرسي و گولد اسميت (1980) جمع آوري شدند. داده ها با استفاده از آمار توصيفي و همچنين آمار استنباطي شامل t تك گروهي و رگرسيون چندمتغيره در نرم افزار اس.پي.اس.اس نسخه 22 تحليل شدند.به عبارت ديگر، عدالت سازماني مي تواند باعث بهبود عملكرد سازماني شود. از اين رو، مسولين هيات هاي ورزشي ذيربط بايد توجه بيشتري نسبت به عدالت سازماني داشته باشند تا عملكرد سازماني مربيان بهبود پيدا كند..

The purpose of this research was to investigate the relationship between organizational justice and job engagement with organizational performance of sport coaches. This is a descriptive-correlational study that was conducted through a survey method. The statistical population of the study consisted of all active sport coaches in Arak sport boards (704 coaches) which 254 of them were selected as samples by stratified random sampling. The research data were collected through questionnaires of organizational justice by Niehoff and Moorman (1993), job engagement by Salanova and Schaufeli (2001) and organizational performance by Hersey and Goldsmith (1980). Data were analyzed by descriptive statistics and one sample t test and regression tests in SPSS version 22. The results showed that there were relationship between organizational justice and job engagement (r= 0.16), between job engagement and organizational performance (r= 0.13) and between organizational justice and organizational performance (r= 0.58) of sport coaches of sport boards in Arak (P ≥5/50(. But, only organizational justice could predict the organizational performance. In the other hand, organizational justice can improve organizational performance. Hence, it is suggested that the responsible officials should pay more attention to organizational justice, so that increases the organizational performance of sport coaches.