رابطه فرهنگ سازماني و وجدان كاري كاركنان با نقش ميانجي ‌ گري جامعه‌پذيري سازماني كاركنان دانشگاه اروميه

Relationship between Organizational Culture and Working Conscience with role of mediate Organizational Socialization of Urmia University Staff

پژوهش حاضر با هدف بررسي رابطه فرهنگ سازماني بر وجدان كاري با نقش ميانجي‌گري جامعه‌پذيري سازماني انجام شده است. روش تحقيق، توصيفي و طرح پژوهشي همبستگي از نوع مدل‌يابي معادلات ساختاري است. جامعه آماري شامل كليه كاركنان دانشگاه اروميه است كه با استفاده از روش نمونه‌گيري تصادفي طبقه‌اي متناسب با حجم هر طبقه 190 نفر ( 68 نفر اعضاي هيات علمي و 122 نفر كاركنان اداراي) به عنوان نمونه آماري جهت مطالعه انتخاب شدند. براي گردآوري داده‌هاي پژوهش از سه پرسشنامه استاندارد فرهنگ سازماني بر اساس مدل دنيس و اسپريتزر (1991)، جامعه‌پذيري سازماني بر اساس تائورمينا (1997) و وجدان كاري بر اساس مدل بريك و مانت (1991) استفاده شد. نتايج الگويابي معادلات ساختاري نشان داد كه رابطه بين فرهنگ سازماني با وجدان كاري و جامعه‌پذيري سازماني مثبت و معني‌دار است. رابطه بين جامعه‌پذيري سازماني و وجدان كاري مثبت و معني‌دار است. همچنين رابطه فرهنگ سازماني و وجدان كاري با نقش ميانجي جامعه‌پذيري سازماني مثبت و معني‌دار است.

IntroductionRequires the development of an organizational that is effort with working conscience which  void in the context of the country organization is quite tangible and intangible. As a result, employees can of the important issues, which organizational Especially notably Higher Education systems Must be considered in order to develop it. Today the importance of human resources have found as the most influential factor productivity growth and a valuable asset to the organization and create a competitive advantage in the knowledgebased economy Maintain of valuable human resources at present one of the most important concerns of organizations with advanced technology. so The purpose of this study is investigate the impact of organizational culture on working conscience with role of mediate organizational socialization. Material amp; MethodsThe current research method, is descriptive and the research project used, was based on Structural equations model. The statistical population is all employees Urmia University 190 (68 Faculty members and 122 Administrative staff)  which they were selected by stratified random sampling method. Data were gathered through three questionnaires, the organizational culture based on Dennis and Spritzer (1991), organizational socialization Based on Taormina (1997) and working conscience Based on Barrick and Mount(1991). Factor analysis of the questionnaire of organizational culture obtained the four components of in which 66% of the variance was extracted questions. 711% = KMO and Bartletts test (000 / 0P lt;) showed that the sample size is sufficient and that there are factors in the statistical community. The results of factor loadings higher than 3% with orthogonal rotation, comprised of four dimensions obtained. Reliability in previous studies, including Yzdkhvasty and colleagues (1388), %93 is reported in this study, Cronbachs alpha reliability coefficient 81/0 = α was calculated. Questionnaire on organizational socialization model Taormina (1997) in the form of 20 questions to separation using Likert scale was designed. It consisted of training (questions 1 to 5), understanding (questions 6 to 10), support staff (questions 11 to 15) and the vision of the future (questions 16 to 20) is. Factor analysis of the questionnaire obtained the four components of organizational socialization, in which % 72of the variance was extracted questions. KMO = %801 and Bartletts test (lt;000 / 0P) showed that The sample size is sufficient and that there are factors in the statistical community. The results of factor loadings higher than 3% with orthogonal rotation, comprised of four dimensions obtained. Reliability in previous studies, including Nadi and colleagues (1389), 93/0 is reported in this study, Cronbachs alpha reliability coefficient 87/0 = α, respectively. Consciousness questionnaire based on the brick and Mount (1991), the species breakdown of 16 items using Likert scale was designed. The questionnaire consists of successoriented (Questions 1 to 8) and reliability (questions 9 and 16) is. Factor analysis of the four components gained consciousness questionnaire in which 68% of the variance was extracted questions. KMO=  %723 and Bartletts test (000 / 0P lt;) showed that the sample size is sufficient and that there are factors in the statistical community. The results of factor loadings higher than %3 with orthogonal rotation, comprised of two dimensions obtained. Cronbachs alpha reliability of the questionnaire according to α= 0/ 84, respectively. Discussion of Results amp; ConclusionsResults of structural equation modeling showed that: The relationship between organizational culture with working conscience and organizational socialization is positive and significant. relationships between organizational socialization and working conscience is positive and significant. Also the relationship between org.anizational culture and working conscience with role of mediate organizational socialization is positive and significant. Socialization can be one of the best explanations of why the behavior of employees in the organization Socialization can have affect on performance, stability and commitment different stages of socialization include joining the organization, dealing with the organization and adapt of the organization. In the meantime, if person do no t internalize the attitudes and expectations of the organization, with a number empty emotional which consequences effect  decline on  motivation and consumer satisfaction.