تأثیر مؤلفه‌‌های عدالت و تعهد سازمانی و اخلاق کار اسلامی بر بهبود بهره‌وری کارکنان سازمان جهاد کشاورزی

نوع مقاله : مقاله پژوهشی

نویسندگان

1 گروه تحقیقات اقتصادی، اجتماعی و ترویجی، مرکز تحقیقات و آموزش کشاورزی و منابع طبیعی فارس، سازمان تحقیقات، آموزش و ترویج کشاورزی، شیراز، ایران

2 گروه ترویج و آموزش کشاورزی، دانشکده کشاورزی، دانشگاه زابل، زابل، ایران

10.22059/ijaedr.2024.345675.669157

چکیده

هدف اصلی این پژوهش، بررسی تأثیر مؤلفه‌‌های عدالت و تعهد سازمانی و اخلاق کار اسلامی بر بهره‌وری کارکنان سازمان جهاد کشاورزی بود. جامعه‏ آماری پژوهش شامل 285 نفر از کارکنان این سازمان بودند که تعداد 145 نفر از آنها با استفاده از روش نمونه‏گیری تصادفی ساده، برای مطالعه انتخاب شدند. ابزار اصلی پژوهش پرسشنامه‏ای بود که گروهی از متخصصان روایی صوری آن را تأیید کردند و برای تعیین پایایی آن ضریب آلفای کرونباخ محاسبه گردید (87/0-79/0). یافته‌ها نشان دادند که عدالت سازمانی و تعهد سازمانی در بین کارکنان در حد متوسط بود. همچنین، یافته‌های تحلیل مسیر نشان دادند که از بین مؤلفه‌‌های عدالت سازمانی، عدالت توزیعی با اثر کل 588/0، بیش‏ترین تأثیر و مؤلفه تعهد عاطفی با اثر کل 732/0 بیش‏ترین تأثیر را بر بهره‌وری کارکنان جهاد کشاورزی داشتند. متغیر اخلاق کار اسلامی نیز تأثیر مثبت و معنی‌داری بر بهره‌وری کارکنان داشت. در مجموع مؤلفه‌‌های عدالت سازمانی، تعهد سازمانی و اخلاق کار اسلامی 7/65 درصد از تغییرات بهره‌وری کارکنان را تبیین نمودند. با توجه به یافته‌ها، پیشنهاد شده است که با کارکنان تعامل بیشتری صورت گیرد و از مدیریت مشارکتی در سازمان استفاده گردد.

کلیدواژه‌ها

موضوعات

Extended Abstract

Objectives

Productivity is the most important goal of the organization and it is as a philosophy and a perspective based on improvement strategy constitutes. Organizational excellence and performance are issues that play an important role in improving the quality and gaining competitive advantage of organizations (including the Jihad Agricultural Organization). Excellent organizations manage, develop and utilize all the potential of their employees at individual, team and organizational levels. They promote fairness and equity and involve employees. These organizations pay attention to their employees, communicate and encourage and appreciate them in such a way that motivation and commitment are created among them. On the other hand, when an organization hires an individual, it employs not only her unique job skills but also her ethics. Ethics is one of the most important organizational aspects due to the essential role it plays in the performance of employees and the organization. The development of ethical principles is a prerequisite for the health of the organization, because it reduces discrimination, injustice, job dissatisfaction, increases organizational morale and employee commitment, and ultimately improves the organization and society. Considering that the Agricultural Jihad Organization is one of the organizations that has received less attention in terms of human resources development and that it has not been paid attention to in terms of organizational commitment, organizational justice, and Islamic work ethics. Therefore, paying attention to these three aspects distinguishes this research from other researches. The main aim of this study was to investigate effects of justice and commitment organizational components and Islamic work ethics on improvement of agricultural Jihad staffs’ productivity.

 

Methods

The research is temporally retrospective since data were collected on present events. In terms of paradigm, it is a quantitative study, and in terms of variable control, it is non-experimental. Also, it is a causal-relational and descriptive-correlational study in terms of statistical operation in which the survey technique was used for data collection. Research population was including 285 staffs from Jihad organization in Hamedan province, Iran that 145 staffs were selected as samples through simple random sampling. Data was collected by using standard questionnaires. Face validity of the questionnaire was confirmed through a panel of experts and reliability was obtained through pilot test and calculating the Cronbach's alpha (0.79-0.87). In order to measure the variables of organizational justice, organizational commitment, Islamic work ethics and employee productivity, a five-point Likert scale (1=completely disagree to 5=completely agree) was used. AMOS24 (to calculate path analysis) and SPSS26 (to calculate correlation, mean and analysis of individual characteristics) software were used in data analysis.

 

Results

The findings showed that the level of organizational justice and organizational commitment of the employees of the Agricultural Jihad Organization and its constituent components was average. Also, there is a positive and significant relationship between all the components of organizational justice, organizational commitment, Islamic work ethics and employee productivity. The findings revealed that the normative commitment (β = 0.32), emotional commitment (β = 0.43) and continuous commitment (β = 0.26) of the employees of the Jihad Agricultural Organization had a positive and significant effect on Islamic work ethics. Also, the results revealed that interactional justice (β = 0.28), distributive justice (β = 0.44) and procedural justice (β = 0.57) had a positive and significant effect on Islamic work ethics. In addition, the variable of Islamic work ethics had a positive and significant effect on the productivity of agricultural jihad employees (β = 0.55). The findings revealed that normative commitment (β = 0.32), emotional commitment (β = 0.24), continuous commitment (β = 0.16) of employees of Jihad Agriculture Organization, interactional justice (β = 0.44), distributive justice (β = 0.47) and procedural justice (β = 0.16) had a positive and significant effect on employee productivity. Furthermore, R2 was found to be 0.657 for the employee productivity of the Jihad Agricultural Organization, showing that 65.7 percent of its variance is predicted by organizational justice, organizational commitment and Islamic work ethics.

 

Discussion

It can be concluded that in the shadow of work conscience (organizational commitment), development programs are promoted. On the other hand, with the promotion of Islamic work ethics, the attitude and willingness of employees towards work has increased and they consider work as a virtue in life. Therefore, managers should try to distribute facilities and facilities, along with welfare facilities and rights and benefits, among employees in a fairer way to increase organizational justice and organizational commitment among them and develop Islamic work ethics.

 

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تحقیقات اقتصاد و توسعه کشاورزی ایران
دوره 55، شماره 3
مهر 1403
صفحه 397-413

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