تعارض بين‌فردي و عدالت سازماني ادراك‌شده به‌عنوان پيش‌بين‌هاي حادثه‌ديدگي كاركنان

Designing and Validating an Adult Education Assessment Model in Counseling and Rehabilitation Centers

پژوهش حاضر با هدف پيش‌بيني عضويت گروهي (كاركنان حادثه‌ديده و حادثه‌نديده) از روي متغيرهاي تعارض بين‌فردي و عدالت سازماني و نيز دستيابي به معادله مميز انجام شده است. شركت‌كنندگان در پژوهش 255 نفر از ميان كاركنان صف شركت ملي حفاري ايران بودند كه با استفاده از روش نمونه‌گيري تصادفي ساده انتخاب شدند. طرح پژوهش همبستگي از نوع پيش‌بين است و جهت دستيابي به تفاوت‌هاي گروهي و پيش‌بيني گروهي و دستيابي به معادله مميز از روش آماري تحليل تمييز (تشخيصي) استفاده شد. ابزارهاي پژوهش شامل مقياس تعارض بين فردي در كار و پرسشنامه عدالت سازماني بود. نتايج نشان داد كه افراد حادثه‌ديده در مقايسه با افراد حادثه‌نديده از نمرات تعارض بين‌فردي بيشتر و عدالت سازماني كمتري برخوردار بودند. در مجموع، متغيرهاي مورد بررسي در اين تحقيق پيش‌بين‌هاي مناسبي براي تفكيك گروهي (كاركنان حادثه‌ديده و كاركنان حادثه‌نديده) بودند. بنابراين، پيشنهاد مي‌شود با كنترل نمودن متغيرهاي ذكرشده حادثه‌ديدگي را كاهش داد.

Introduction Occupational accidents are one of the most important problems in developed and developing countries. Occupational accidents in any form impose many economic and social problems on organization and society. Therefore, the purpose of this study was to predict group membership (accident-involved and accident-free employees) from interpersonal conflict and organizational justice. Method Participants in the research were 255 employees of the National Iranian Drilling Company who were selected by simple random sampling method. The research design was correlational and predictive. Discriminant Analysis was used for data analysis. The instrument included Spector and Jacks (1998) Interpersonal Conflict Scale and Niehoff and Moorman (1993) Organizational Justice Questionnaire. The accident-involved employees mean people who had been severely injured as a result of traumatic work-related accidents and were referred to a medical center. Results The results confirmed research hypotheses. In other words, the accident-involved employees had high interpersonal conflict scores and low organizational justice scores than accident-free employees. The variables of interpersonal conflict and then organizational justice have shown the highest correlation with only the discriminant function with two predictor variables, respectively. Discussion The variables studied in this study were good predictors for group separation (accident-involved and accident-free employees), so it is suggested that organizations can reduce accident–involvement by controlling the mentioned variables. Also, based on the results, it is suggested that through job stress management programs as well as safety measures, strengthening the principles of safe behavior throughout the organization, the organizations can reduce accidents or eliminate risk factors