پديد آورندگان :
خليلي، محمدرضا دانشگاه صنعتي شاهرود - دانشكده تربيت بدني و علوم ورزشي , اندام، رضا دانشگاه صنعتي شاهرود - دانشكده تربيت بدني و علوم ورزشي , رجبي، مجتبي دانشگاه صنعتي شاهرود - دانشكده تربيت بدني و علوم ورزشي
كليدواژه :
معلمان تربيت بدني , مدير اخلاقي , فرد اخلاقي , عدالت رويه اي
چكيده فارسي :
هدف از پژوهش حاضر بررسي تاثير رهبري اخلاقي بر عدالت سازماني با نقش تعديلگر تعارض كار- خانواده در بين معلمان تربيت بدني بود. اين پژوهش از نوع توصيفي همبستگي است كه به شكل ميداني انجام شده است. جامعه آماري اين پژوهش را كليه معلمان تربيت بدني شهر ساري تشكيل دادند (190=N). نمونه آماري با استفاده از نرم افزار جي پاور 118 نفر تعيين شد كه به-صورت تصادفي ساده انتخاب شدند. براي گردآوري داده ها پس از تاييد روايي و پايايي از پرسش نامه هاي سبك رهبري اخلاقي براون، تورينو هريسون (2005)، عدالت سازماني نيهوف و مورمن (1993)، و تعارض كار - خانواده كارلسون، كاكمار ويليامز (2000) استفاده گرديد. داده ها به كمك روش حداقل مربعات جزيي تحليل شد.نتايج نشان داد كه سبك رهبري اخلاقي بر عدالت سازماني تاثير مثبت و معناداري دارد و تعارض كار- خانواده نقش تعديلگر در رابطه بين سبك رهبري و عدالت سازماني ندارد همچنين نتايج PLS -MGA نشان داد كه تفاوت معناداري بين مردان و زنان وجود ندارد. با توجه به تاثير سبك رهبري اخلاقي بر عدالت سازماني پيشنهاد مي شود رهبران اخلاق مدار با برقراري روابط و تعاملات توام با انصاف به نيازها و كاستي هاي كاركنان توجه ويژه اي داشته باشند و به دور از تبعض به مسايل و مشكلات كاركنان رسيدگي و با اخذ تصميمات به صورت گروهي، ادراك افراد از عدالت سازماني را متاثر سازند.
چكيده لاتين :
The purpose of this research work was to study the effect of the ethical leadership style on the organizational justice with the moderating role of family conflict among the physical education teachers. The statistical population of this work consisted of all the physical education teachers in the city of Sari in Iran. The statistical sample of this work was 118 people, who were selected by the simple random sampling. For data collection, the demographic characteristic questionnaires, leadership questionnaire, organizational justice, and work-family conflict were used. The data obtained was analyzed using the partial least squares method. The results obtained showed that the ethical leadership style had a positive and significant effect on the organizational justice, and the work-family conflict did not play a moderating role in the relationship between the leadership style and the organizational justice. Also the PLS-MGA results obtained showed that there was no significant difference between the males and females. Considering the effect of the moral leadership style on the organizational justice, it can be suggested that the moral leaders pay a special attention to the employees' requirements and deficiencies through a fair communication and interaction, and consider the employees' issues and problems evenhandedly, and make group decisions in order to affect the people's perception about the organizational justice.
Introduction
The organizational justice refers to the way the employees are treated in a way that they feel that they are treated fairly. Justice is one of the most important characteristics of the ethical leaders. As a result, the ethical leadership style is expected to play a significant role in the implementation of the organizational justice. On the other hand, the work-family conflict is a case that affects the organizations and families, and causes interference in the performance of the work and family tasks. As a result, the organizations aiming for purpose, continuity, and survival are required to strengthen their link with the categories of organizational justice. Therefore, the aim of this work was to investigate the effect of the moral leadership on the organizational justice with the moderating role of family conflict among the physical education teachers. The purpose of this research work was to study the effect of the ethical leadership on the organizational justice with the moderating role of the job-family conflict among the physical education teachers.
Methodology and Approach
This was a descriptive-correlational work that was conducted as a field research. The statistical population of this work consisted of all the physical education teachers in the city of Sari in Iran (N = 190). The statistical sample was determined as 118 people using the G-Power software, and were selected through the simple random sampling. After confirming the validity and reliability, the questionnaires from the Brown and Torino Harison's moral leadership style (2005), Niehoff and Morman's organizational justice (1993), and Carlson, Kakmar, and Williams' work-family conflict (2000) were used in order to collect the data. The descriptive statistics were used in order to describe the data, and the structural equation modeling was used for the inferential data analysis.
Results and Conclusion
The convergent validity, divergent validity, and instrument reliability were used to measure the fit of the measurement model. Also the multi-group analysis method (PLS-MGA) was used in order to compare the two groups of males and females. As a result, no significant difference in hypotheses was observed between the males and females. The results obtained showed that the ethical leadership style had a direct and significant effect on the organizational justice. Also the work-family conflict variable did not have a moderating role in the relationship between the moral leadership style and the organizational justice, and did not strengthen or weaken the relationship between these two variables. Considering the effect of the moral leadership style on the organizational justice, it can be suggested that the moral leaders pay a special attention to the employees' requirements and deficiencies through a fair communication and interaction, and consider the employees' issues and problems evenhandedly, and make group decisions in order to affect the people's perception about the organizational justice. In fact, the ethical leadership style creates a good atmosphere in the organization, and a good leader can provide more employee participation in order to promote the organizational justice.
