تأثیر مسئولیت اجتماعی درک شده سازمان بر شفقت در محیط کار، با توجه به نقش میانجی عدالت رویه ای، عزت نفس سازمانی و تعهد عاطفی؛ مورد مطالعه: سازمان صنعت، معدن و تجارت استان فارس (مقاله علمی وزارت علوم)
درجه علمی: نشریه علمی (وزارت علوم)
آرشیو
چکیده
پژوهش حاضر، تأثیر ادراک کارکنان را از مسئولیت اجتماعی درک شده سازمان بر شفقت در محیط کار، با توجه به نقش میانجی عدالت رویه ای، عزت نفس سازمانی و تعهد عاطفی در سازمان صنعت، معدن و تجارت استان فارس بررسی می کند و ازلحاظ هدف، کاربردی با روش توصیفی- همبستگی و برحسب نحوه اجرا، از نوع پیمایشی است. جامعه آماری پژوهش حاضر، کلیه کارکنان شاغل در سازمان صنعت، معدن و تجارت استان فارس اند (271 نفر) که طبق فرمول کوکران با روش نمونه گیری تصادفی ساده، تعداد 159 نفر به عنوان حجم نمونه آماری، انتخاب شدند. ابزار جمع آوری داده های پژوهش، پرسش نامه های استاندارد بود که پایایی آنها با روش ضریب آلفای کرونباخ و پایایی ترکیبی تصدیق و روایی واگرا و همگرای مدل اندازه گیری نیز تأیید شد. یافته های پژوهش نشان داد ادراکات کارکنان از مسئولیت اجتماعی سازمان بر عدالت رویه ای، عزت نفس سازمانی، تعهد عاطفی و شفقت در محیط کار، تأثیر مثبت و معناداری دارد. همچنین، ادراک کارکنان از عدالت رویه ای باعث افزایش عزت نفس سازمانی و تعهد عاطفی کارکنان سازمان صنعت، معدن و تجارت استان فارس شد، ولی عدالت رویه ای به رفتار توأم با شفقت در بین کارکنان منجر نشد. همچنین، نتایج نشان داد عزت نفس کارکنان به تنهایی به تعهد عاطفی کارکنان سازمان صنعت، معدن و تجارت استان فارس منجر نمی شود. گفتنی است تعهد عاطفی کارکنان سبب شفقت در سازمان صنعت، معدن و تجارت استان فارس شد. درنهایت یافته های پژوهش مشخص کرد عدالت رویه ای در تأثیر مسئولیت اجتماعی درک شده سازمان بر عزت نفس سازمانی و همچنین، در تأثیر مسئولیت اجتماعی درک شده سازمان بر تعهد عاطفی، نقش میانجی دارد و البته نقش میانجی های متوالی در این پژوهش، تأیید نشد؛ بنابراین در پژوهش حاضر، مشخص شد ادراک کارکنان از مسئولیت اجتماعی سازمان، جنبه مهمی از ادراک آنها از عدالت سازمان نسبت به خود، عزت نفس مبتنی بر سازمان و تعهد عاطفی آنان است که این امر درنهایت طبق نظریه رویدادهای عاطفی، به تغییر نگرش و رفتار کارکنان، یعنی شفقت در محیط کار منجر می شود.The Effect of Perceived Social Responsibility of Organizations on Compassion at Workplace according to the Mediating Role of Procedural Justice, Organizational Self-Esteem, and Emotional Commitment (Case Study: Fars Industry, Mining, and Commerce Institute)
Introduction
Considering the dynamics of the environment and globalization, one of the emerging variables in today's research is social responsibility of organizations, which is necessary for supporting employee’s attraction, retention, motivation, commitment, and creativity. Paying attention to this concept is necessary and important, mainly to strengthen the sense of harmony and unity between members of organizations and the society. Social responsibility provides a set of obligations and duties that an organization performs in order to maintain, care, and help the society, in which it operates (Fleming, 2012). Therefore, recent researches in the literature of organizational behavior have investigated employees’ attitudes, behaviors, and performances in response to the social responsibility of organizations. Their results have shown that employees’ perceptions about social responsibilites of their organizations reflect their attitudes and behaviors like socially responsible behavior (compassionate behavior). According to the theory of emotional events, employee’s perception of social responsibility in organizations affects his/her cognitive-emotional states, i.e., organizational justice, organizational self-esteem, and emotional commitment. Subsequently, it affects his/her behavioral reactions, such as compassion at workplace. Therefore, the main question of the current research was whether the employees' understanding of the social responsibility of Fars Industry, Mining, and Commerce Institute had a significant effect on compassion at workplace considering the mediating role of their procedural justice, organizational self-esteem, and emotional commitment.
Materials and Methods
The current research was an applied one with a descriptive-correlation method in terms of purpose and of a survey type in terms of implementation. The statistical population of the present study included all the employees working in Fars industry, mining, and commerce institute (271 people). 159 people were selected as the statistical sample size by using the simple random sampling method. The data collection tool consisted of the standard questionnaire of social responsibility used by Su & Swanson (2019) with 5 items, the standard questionnaire of procedural justice applied by Kim et al. (2021) with 4 items, the standard questionnaire of organizational self-esteem employed by Kim et al. (2021) with 4 items, the standard questionnaire of compassion at workplace employed by Hur et al. (2016) with 3 items, and the standard questionnaire of emotional commitment utilized by Meyer and Allen (1997) with 8 items. Their reliabilitied were confirmed by Cronbach's alpha coefficient and composite reliability. The divergent and convergent validities of the measurement tools were also confirmed. To test the hypotheses, the structural equation modeling technique was used.
Discussion of Results and Conclusion
The research findings showed that the employees’ perceptions of organizational social responsibility had a positive and significant effect on procedural justice, organizational self-esteem, emotional commitment, and compassion at workplace. Also, their perceptions of procedural justice increased their organizational self-esteem and emotional commitment in Fars industry, mining, and commerce institute, but procedural justice did not lead to their compassionate behaviors. The results further showed that their self-esteem alone did not lead to their emotional commitments Also, their emotional commitments led to compassion in Fars industry, mining, and commerce institute. Finally, the research findings revealed that procedural justice had a mediating role in the effects of perceived social responsibility of organization on organizational self-esteem and on emotional commitment. However, their serial mediating roles were not confirmed in this research. Therefore, in the current research, it was found that the employees' perceptions of the organization's social responsibility was an important aspect of their perceptions of the organization's justice towards themselves, organizational self-esteem, and their emotional commitments, which ultimately led to changing their attitudes and behaviors towards compassion at workplace.
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