پديد آورندگان :
وحدتي، حجت الله دانشگاه لرستان - گروه آموزشي مديريت , پورزارع، هدي دانشگاه لرستان , باقري، مژگان دانشگاه شهيد چمران اهواز
كليدواژه :
هويت اجتماعي , فضيلت سازماني , خودانگيختگي , دانشگاه لرستان
چكيده فارسي :
هدف اين مقاله، بررسي اثر مستقيم و غيرمستقيم فضيلت سازماني ادراك‌شده بر خودانگيختگي سازماني است. بدين منظور اثر غيرمستقيم فرض‌شده از ديدگاه هويت اجتماعي (شناسايي سازماني، افتخار و احترام)، شناسايي سازماني و افتخار و احترام به‌منزلۀ واسطه‌‌هاي رابطۀ فضيلت سازماني و خودانگيختگي بررسي مي‌شوند. پژوهش حاضر از نظر هدف، كاربردي، و با توجه به روش گردآوري داده‌ها، توصيفي ـ پيمايشي است. جامعۀ آماري را كاركنان دانشگاه لرستان تشكيل داده‌اند. نمونۀ آماري پژوهش بر مبناي فرمول كوكران 220 نفر تعيين شد و شركت‌كنندگان با استفاده از روش نمونه‌گيري تصادفي طبقه‌اي انتخاب شدند. ابزار پژوهش، پرسش‌نامۀ استاندارد بود كه روايي آن با روايي صوري و پايايي آن با آلفاي كرونباخ تأييد شد. براي تجزيه و تحليل داده‌هاي گردآوري‌شده از روش مدل‌‌يابي معادلات ساختاري و نرم‌افزارهاي SPSS.23 و Smart PLS.3 استفاده شد. اين پژوهش نشان مي‌‌دهد ارتباط مثبت بين فضيلت سازماني و خودانگيختگي سازماني وجود دارد. نتايج حاصل از مطالعات ميداني نشان مي‌دهند افتخار به‌طور سريال و متوالي، رابطۀ بررسي‌شده (رابطۀ بين فضيلت سازماني و خودانگيختگي) را ازطريق شناسايي سازماني ميانجي‌‌گري مي‌كند.
چكيده لاتين :
Although the modern business world is rapidly expanding from many competitive aspects, it unfortunately pays little attention to issues such as organizational virtuousness (Moshabaki Esfahani & Rezaei, 2014: 22). Organizational virtuousness and organizational spontaneity as a moral and transcendental aspect of the organization have been somewhat understated. In this research, we try to introduce these two aspects of the organization. One of the higher aspects in an organization that is not related to spontaneity is organizational virtue (Rego, Ribeiro & Cunha, 2010, p. 216). It has been considered recently due to its effective role in organizations and especially its impact on employee performance (Cameron, Bright, & Caza, 2004, p. 780). In an organization which is perceived as virtuous, employees believe that their organization has attractive values and beliefs that may incorporate their organizational membership into their social identity. These social identity processes can play an important role in explaining the relationship between perceived organizational virtuousness (POV) and employee outcomes – if one considers their association with employee outcomes (Blader & Tyler, 2009; Cole & Bruch, 2006; Restubog et al., 2008; Riketta, 2005). The purpose of this paper is to examine the direct and indirect effects of POV on organizational spontaneity. The assumed indirect effect is investigated through the social identity perspective. As such, organizational identification, pride and respect are examined as mediators of the POV-spontaneity relationship. The following is a summary of the variables: organizational spontaneity is a construct capturing extra role and active positive employee behaviors, and is different from that of organizational citizenship behavior which does not exclude role-prescribed and passive employee behaviors as organizational spontaneity does (George & Brief, 1992). Social identity is a multidimensional concept incorporating a cognitive component; that is, identification and two evaluative components, which according to Tyler and Blader (2003) are pride and respect. Pride reflects employees’ evaluation of the status of their group (e.g. organization), and respect refers to employees’ evaluation of their own status within their group (e.g. organization) (Blader & Tyler, 2009). Organizational virtuousness “is intimately tied to what is good to and for human beings” (Cameron, 2003, p. 50). Virtuousness has inherent values and is not subservient to the desire to gain profits (Cameron & Winn, 2012). Organizational virtuousness refers to a constellation of virtues in the aggregate, as organizations, similar to individuals, display more than one virtue (Cameron & Winn, 2012).
