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بررسی اثر تنوع سطحی درک شده و همهپذیری سازمانی بر بهزیستی کارکنان با میانجیگری عدالت سازمانی | ||
مدیریت منابع انسانی پایدار | ||
مقاله 4، دوره 6، شماره 11، مهر 1403، صفحه 69-49 اصل مقاله (1.27 M) | ||
نوع مقاله: مقاله پژوهشی | ||
شناسه دیجیتال (DOI): 10.22080/shrm.2024.4836 | ||
نویسندگان | ||
عباسعلی رستگار* 1؛ میناسادات موسوی2 | ||
1استاد و عضو هیات علمی دانشکده اقتصاد، مدیریت و علوم اداری دانشگاه سمنان | ||
2دانشجوی دکتری دانشکده اقتصاد، مدیریت و علوم اداری، دانشگاه سمنان | ||
تاریخ دریافت: 27 اردیبهشت 1403، تاریخ پذیرش: 27 اردیبهشت 1403 | ||
چکیده | ||
پژوهش حاضر به دنبال بررسی اثر تنوع درکشده، همهپذیری سازمانی، عدالت رویهای و توزیعی بر بهزیستی کارکنان در شرکتهای خصوصی و دولتی زیرمجموعة وزارت صمت در حوزه فناوری اطلاعات، بانکداری، خودرو، صنایع شیمیایی است. پژوهش حاضر دارای پارادایم اثباتگرایی و رویکرد استقرایی است. از جهت هدف کاربردی و گردآوری دادههای آن توصیفی است. این دادهها با استفاده از روش کمی و پرسشنامه جمعآوری شده و زمان گردآوری آنها به صورت مقطعی است. جامعه آماری پژوهش شامل کارکنان بخش خصوصی و دولتی زیرمجموعه وزارت صمت در حوزههای یادشده هستند که نمونه آماری آن از طریق فرمول کوکران به تعداد 384 نفر به روش نمونهگیری ساده احتمالی انتخاب شد. به منظور تحلیل دادهها از روش مدلسازی معادلات ساختاری، تجزیه و تحلیل واریانس، رگرسیون خطی چندگانه و نرمافزارهای SPSS V23 و Smartpls V4 استفاده شده است. در راستای بررسی روایی و پایایی گویههای پژوهش از روایی همگرا، پایایی ترکیبی، ضریب پایایی همگون و آلفای کرونباخ استفاده و هریک مورد تأیید قرار گرفتند. تنوع سطحی درکشده به طور مستقیم و نیز با میانجیگری جزئی همهپذیری سازمانی بر بهزیستی کارکنان اثر مثبت دارد. همهپذیری سازمانی به طور مستقیم و نیز با میانجیگری جزئی عدالت رویهای و توزیعی بر بهزیستی کارکنان اثر مثبتی دارد. اتخاذ سیاستهای همهپذیری و توجه به تنوع سطحی ادراک شده مانند جنسیت، سن، تحصیلات و موارد دیگر در سازمان گاهی ممکن است کارکنان را از تعصبات جانبدارانه، منفی و حتی تبعیضآمیز نسبت به زنان، معلولان و اقلیتهای قومی منصرف کند و سبب بهبود در سازمانها شود | ||
کلیدواژهها | ||
تنوع؛ همهپذیری سازمانی؛ عدالت رویهای؛ عدالت توزیعی؛ بهزیستی کارکنان | ||
عنوان مقاله [English] | ||
Investigating the effect of perceived surface diversity and organizational inclusion on employees' well-being through the mediation of organizational justice | ||
نویسندگان [English] | ||
Abbasali Rastgar1؛ Minasadat Mousavi2 | ||
1Professor, Faculty of Economics, Management and Administrative Sciences, semnan university | ||
2Doctoral student, Faculty of Economics, Management and Administrative Sciences, Semnan University | ||
چکیده [English] | ||
The current research seeks to investigate the effect of perceived diversity, organizational inclusion, procedural and distributive justice on the well-being of employees in private and public companies under the Ministry of Privacy in the fields of information technology, banking, automobiles, and chemical industries. The current research has a paradigm of positivism and an inductive approach. It is descriptive in terms of its practical purpose and data collection. These data were collected using a quantitative method and a questionnaire, and the time of their collection is cross-sectional. The statistical population of the research includes the employees of the private and public sectors of the ministry of security in the mentioned fields, whose statistical sample was selected through Cochran's formula in the number of 384 people using simple probability sampling. In order to analyze the data, structural equation modeling, analysis of variance, multiple linear regression and SPSS V23 and Smartpls V4 software were used. In order to check the validity and reliability of the research items, convergent validity, composite reliability, homogenous reliability coefficient and Cronbach's alpha were used and each was confirmed. Perceived level diversity has a positive effect on employees' well-being directly as well as partially mediated by organizational inclusiveness. Organizational inclusiveness has a positive effect on employees' well-being directly and partially through the mediation of procedural and distributive justice. Adopting inclusive policies and paying attention to the perceived level diversity such as gender, age, education and other things in the organization may sometimes discourage employees from biased, negative . | ||
کلیدواژهها [English] | ||
Diversity, organizational inclusion, procedural justice, distributive justice, employee well-being | ||
مراجع | ||
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