خلاصة:
Aim: This research was conducted with the aim ofdetermining the moderating role of positive and negative ﻫﺪف: ﻫﺪف ﭘﮋوﻫﺶ ﺗﻌﻴﻴﻦ ﻧﻘﺶ ﺗﻌﺪﻳﻞﻛﻨﻨﺪة ﻋﺎﻃﻔﺔ ﻣﺜﺒﺖ وaffect in relation to organizational injustice and destructive .ﻣﻨﻔﻲ در راﺑﻄﻪ ﻣﻴﺎن ﺑﻲﻋﺪاﻟﺘﻲ ﺳﺎزﻣﺎﻧﻲ و رﻓﺘﺎرﻫﺎی ﻣﺨﺮب ﺑﻮدbehaviors. Method: A correlational design was used andemployees of two production companies in the City of روش: روش ﭘﮋوﻫﺶ ﻫﻤﺒﺴﺘﮕﻲ و ﺟﺎﻣﻌﺔ آﻣﺎری ﻛﺎرﻛﻨﺎن دوShahrekord in Western Iran were chosen as the population ﺷﺮﻛﺖ ﺗﻮﻟﻴﺪی ﺷﻬﺮﻛﺮد در ﺗﺎﺑﺴﺘﺎن 9831 ﺑﻮد ﻛﻪ از ﻃﺮﻳﻖfor this study. The study was carried out during summer of ﻧﻤﻮﻧﻪﮔﻴﺮی ﺗﺼﺎدﻓﻲ ﺳﺎده 841 ﻧﻔﺮ اﻧﺘﺨﺎب و ﺳﻪ ﭘﺮﺳﺸﻨﺎﻣﺔ2010. Of these, 148 employees were selected using simplerandom sampling and three questionnaires of injustice, ﺑﻲﻋﺪاﻟﺘﻲ، ﭘﺮﺳﺸﻨﺎﻣﺔ ﻋﺎﻃﻔﺔ ﻣﺜﺒﺖ و ﻣﻨﻔﻲ و ﭘﺮﺳﺸﻨﺎﻣﺔpositive and negative affect questionnaire, and destructive رﻓﺘﺎرﻫﺎی ﻣﺨﺮب در ﻣﻮرد آنﻫﺎ اﺟﺮا و دادهﻫﺎ از ﻃﺮﻳﻖ ﺗﺤﻠﻴﻞbehavior questionnaire were administered. Data wasanalyzed using hierarchical regression analysis. Results: It رﮔﺮﺳﻴﻮن ﺳﻠﺴﻠﻪ ﻣﺮاﺗﺒﻲ ﺗﺤﻠﻴﻞ ﺷﺪ. ﻳﺎﻓﺘﻪﻫﺎ: ﻳﺎﻓﺘﻪﻫﺎ ﻧﺸﺎن دادwas shown that, negative affect had moderated the relation (ﻋﺎﻃﻔﺔ ﻣﻨﻔﻲ راﺑﻄﺔ ﺑﻲﻋﺪاﻟﺘﻲ ﺗﻌﺎﻣﻠﻲ را ﺑﺎ ﺧﺮوج )ﺗﺮک ﺳﺎزﻣﺎنbetween interactional injustice with leaving theorganization. That is, when negative affect was low, there ،ﺗﻌﺪﻳﻞ ﻣﻲﻛﻨﺪ. ﺑﺪﻳﻦ ﻣﻌﻨﻲ ﻛﻪ وﻗﺘﻲ ﻋﺎﻃﻔﺔ ﻣﻨﻔﻲ ﭘﺎﻳﻴﻦ اﺳﺖwas a positive and significant relation between perceived ﺑﻲﻋﺪاﻟﺘﻲ ﺗﻌﺎﻣﻠﻲ ادارک ﺷﺪه ﺑﺎ ﺧﺮوج )ﺗﺮک ﺳﺎزﻣﺎن( دارایinteractional injustice and decision to leave theorganization. But in the domains of neglect and verbal ﺎ در ﻋﺮﺻﺔ ﻏﻔﻠﺖ و اﻋﺘﺮاضراﺑﻄﻪ ﻣﺜﺒﺖ ﻣﻌﻨﺎدار اﺳﺖ. اﻣaggression, positive and negative affect moderated the ﭘﺮﺧﺎﺷﮕﺮاﻧﻪ، ﻋﺎﻃﻔﺔ ﻣﺜﺒﺖ و ﻣﻨﻔﻲ راﺑﻄﺔ ﺑﻲﻋﺪاﻟﺘﻲ ﺗﻮزﻳﻌﻲ را ﺑﺎrelationship between distributive injustice with this aspectof destructive behaviors. That is, in low positive and اﻳﻦ ﺑﻌﺪ از رﻓﺘﺎرﻫﺎی ﻣﺨﺮب ﺗﻌﺪﻳﻞ ﻣﻲﻛﻨﺪ. ﺑﺪﻳﻦ ﻣﻌﻨﻲ ﻛﻪ درnegative affect, there is a positive significant relation ﻋﺎﻃﻔﺔ ﻣﺜﺒﺖ و ﻣﻨﻔﻲ ﭘﺎﺋﻴﻦ، ﺑﻲﻋﺪاﻟﺘﻲ ﺗﻮزﻳﻌﻲ ادراک ﺷﺪه، ﺑﺎbetween perceived distributive injustice, neglect and verbalaggression. Conclusion: In order to prevent employees' .ﻏﻔﻠﺖ و اﻋﺘﺮاض ﭘﺮﺧﺎﺷﮕﺮاﻧﻪ دارای راﺑﻄﻪ ﻣﺜﺒﺖ و ﻣﻌﻨﺎدار اﺳﺖtendency towards destructive behaviors and to reduce ﻧﺘﻴﺠﻪﮔﻴﺮی: ﻻزم اﺳﺖ ﺑﺮای ﺟﻠﻮﮔﻴﺮی از ﺗﻤﺎﻳﻞ ﻛﺎرﻛﻨﺎن ﺑﻪleaving the organization, it is essential that distributive andinteractional injustice levels decrease through rational رﻓﺘﺎرﻫﺎی ﻣﺨﺮب و ﺗﺮک ﺳﺎزﻣﺎن از ﻃﺮﻳﻖ راﻫﺒﺮدﻫﺎی ﻣﻨﻄﻘﻲstrategies. .ﺳﻄﺢ ﺑﻲﻋﺪاﻟﺘﻲ ﺗﻮزﻳﻌﻲ و ﺗﻌﺎﻣﻠﻲ در ﺳﺎزﻣﺎنﻫﺎ ﻛﺎﻫﺶ ﻳﺎﺑﺪ
ملخص الجهاز:
"ﻓﺼﻠﻨﺎﻣﻪ روانﺷﻨﺎﺳﻲ ﻛﺎرﺑﺮدی Journal of Applied Psychology Vol. 4, No. 3(15), Fall 2010, 7-23 7 -23 ،1389 ﺳﺎل4، ﺷﻤﺎره 3)51(، ﭘﺎﺋﻴﺰ ﻧﻘﺶ ﺗﻌﺪﻳﻞﻛﻨﻨﺪة ﻋﺎﻃﻔﺔ ﻣﺜﺒﺖ و ﻣﻨﻔﻲ در ﭘﻴﻮﻧﺪ ﻣﻴﺎن ﺑﻲﻋﺪاﻟﺘﻲ ﺳﺎزﻣﺎﻧﻲ و رﻓﺘﺎرﻫﺎی ﻣﺨﺮب ﻛﺎرﻛﻨﺎن Moderating role of positive and negative affect in relation to organizational injustice and employees' destructive behaviors M.
ﻧﺘﺎﻳﺞ ﺗﺤﻠﻴﻞ رﮔﺮﺳﻴﻮن ﺳﻠﺴﻠﻪ ﻣﺮاﺗﺒﻲ ﺑﺮای ﭘﻴﺶﺑﻴﻨﻲ ﺧﺮوج و ﻏﻔﻠﺖ و اﻋﺘﺮاض ﭘﺮﺧﺎﺷﮕﺮاﻧﻪ از ﻃﺮﻳﻖ اﺑﻌﺎد ﺑﻲﻋﺪاﻟﺘﻲ و ﻋﺎﻃﻔﻪ ﻣﺜﺒﺖ و ﻣﻨﻔﻲ ﻏﻔﻠﺖ و اﻋﺘﺮاض ﭘﺮﺧﺎﺷﮕﺮاﻧﻪ ﺧﺮوج )ﺗﺮک ﺳﺎزﻣﺎن( ردﻳﻒ ﻣﺴﻴﺮﻫﺎی ﻣﺪل ﻧﻬﺎﻳﻲ اﺛﺮات اﺻﻠﻲ1 اﺛﺮات اﺻﻠﻲ2 اﺛﺮاتﺗﻌﺎﻣﻠﻲ3 اﺛﺮات اﺻﻠﻲ1 اﺛﺮات اﺻﻠﻲ2 اﺛﺮات ﺗﻌﺎﻣﻠﻲ3 β β β β β β **43/0 **42/0 **24/0 **55/0 21/0 31/0 ﺑﻲﻋﺪاﻟﺘﻲ ﺗﻮزﻳﻌﻲ 1 **42/0- 60/0 50/0 80/0 51/0- 81/0- ﺑﻲﻋﺪاﻟﺘﻲ روﻳﻪای 2 **72/0 30/0 90/0 1/0- 31/0- 11/0- ﺑﻲﻋﺪاﻟﺘﻲ ﺗﻌﺎﻣﻠﻲ 3 *71/0 **22/0 30/0 70/0 - - ﻋﺎﻃﻔﻪ ﻣﺜﺒﺖ 4 **5/0 **84/0 - 41/0 11/0 - ﻋﺎﻃﻔﻪ ﻣﻨﻔﻲ 5 *81/0- - - 41/0- - - ﺑﻲﻋﺪاﻟﺘﻲ ﺗﻮزﻳﻌﻲ × ﻋﺎﻃﻔﻪ ﻣﺜﺒﺖ 6 *61/0- - - 40/0- - - ﺑﻲﻋﺪاﻟﺘﻲ ﺗﻮزﻳﻌﻲ × ﻋﺎﻃﻔﻪ ﻣﻨﻔﻲ 7 30/0- - - 61/0 - - ﺑﻲﻋﺪاﻟﺘﻲ روﻳﻪای × ﻋﺎﻃﻔﻪ ﻣﺜﺒﺖ 8 30/0- - - 90/0- - - ﺑﻲﻋﺪاﻟﺘﻲ روﻳﻪای × ﻋﺎﻃﻔﻪ ﻣﻨﻔﻲ 9 31/0 - - 60/0- - - ﺑﻲﻋﺪاﻟﺘﻲ ﺗﻌﺎﻣﻠﻲ × ﻋﺎﻃﻔﻪ ﻣﺜﺒﺖ 01 *71/0- 41/0- - - - - ﺑﻲﻋﺪاﻟﺘﻲ ﺗﻌﺎﻣﻠﻲ × ﻋﺎﻃﻔﻪ ﻣﻨﻔﻲ 11 2 Rﻳﺎ 2ΔR **80/0 *560/0 **712/0 **571/0 **740/0 **712/0 21 Fﻳﺎ ΔF **14/3 **92/31 **54/02 *75/4 **72/31 2 31 10/0<* P<0/05 ** P ﻫﻤﺎن ﻃﻮر ﻛﻪ در ﺟﺪول 2 در ﺑﺨﺶ ﻧﺘﺎﻳﺞ ﻣﺮﺑﻮط ﺑﻪ ﺧﺮوج )ﺗﺮک ﺳﺎزﻣﺎن( ﻣﺸﺎﻫﺪه ﻣﻲﺷﻮد، در ﺑﻠﻮک اول )اﺛﺮات اﺻﻠﻲ 1( ﻓﻘﻂ ﺑﻲﻋﺪاﻟﺘﻲ ﺗﻮزﻳﻌﻲ، 7/12 درﺻﺪ از وارﻳﺎﻧﺲ ﺧﺮوج )ﺗﺮک ﺳﺎزﻣﺎن( را ﺗﺒﻴﻴﻦ ﻣﻲﻛﻨﺪ."