Abstract:
ﻫﺪف اﯾﻦ ﻣﻘﺎﻟﻪ ﺑﺮرﺳﯽ اﺛﺮ اﺳﺘﺮاﺗﮋی رﻫﺒﺮی ﺧﺪﻣﺘﮕﺰار ﺑﺮ ﻋﺪاﻟﺖ ﺳﺎزﻣﺎﻧﯽ ﺑﻪ ﻣﯿﺎﻧﺠﯽ ﮔﺮی ﻣﺘﻐﯿﺮﻫﺎی اﻋﺘﻤﺎد و ﻫﻤﮑﺎری اﺳﺖ. ﺗﺤﻘﯿﻖ ﺣﺎﺿﺮ ﺑﺮ اﺳﺎس ﻫﺪف از ﻧﻮع ﮐﺎرﺑﺮدی، ﺑﻪ ﻟﺤﺎظ ﻣﺎﻫﯿﺖ از ﻧﻮع ﺗﻮﺻﯿﻔﯽ- ﻫﻤﺒﺴﺘﮕﯽ و ﺑﻪ ﻟﺤﺎظ روش ﭘﯿﻤﺎﯾﺸﯽ اﺳﺖ. ﺟﺎﻣﻌﻪ آﻣﺎری ﺷﺎﻣﻞ ﮐﻠﯿﻪ ﮐﺎرﮐﻨﺎن و ﭘﺮﺳﻨﻞ ﺑﺨﺶ ﻫﺎی ﻣﺨﺘﻠﻒ ﺑﯿﻤﺎرﺳﺘﺎن ﺷﻬﯿﺪ ﻣﺤﻤﺪ ﻣﻨﺘﻈﺮی ﻧﺠﻒ آﺑﺎد (475 ﻧﻔﺮ) اﺳﺖ. ﺣﺠﻢ ﻧﻤﻮﻧﻪ ﺑﺮ اﺳﺎس ﻓﺮﻣﻮل ﮐﻮﮐﺮان 220 ﻧﻔﺮ ﺑﺮآورد ﺷﺪ ﮐﻪ ﺑﻪ ﺷﯿﻮه ﻧﻤﻮﻧﻪ ﮔﯿﺮی ﺗﺼﺎدﻓﯽ اﻧﺘﺨﺎب ﺷﺪﻧﺪ. ﺑﻪ ﻣﻨﻈﻮر ﮔﺮدآوری اﻃﻼﻋﺎت از ﭘﺮﺳﺸﻨﺎﻣﻪ رﻫﺒﺮی ﺧﺪﻣﺘﮕﺰار ﻗﻠﯽ ﭘﻮر و ﻫﻤﮑﺎران (1388)، ﻋﺪاﻟﺖ ﺳﺎزﻣﺎﻧﯽ ﻧﯿﻬﻮف و ﻣﻮرﻣﻦ (1993) و اﻋﺘﻤﺎد و ﻫﻤﮑﺎری ﻟﯽ و ﭼﻮی (2003) اﺳﺘﻔﺎده ﺷﺪ. رواﯾﯽ ﺻﻮری و ﻣﺤﺘﻮاﯾﯽ ﭘﺮﺳﺸﻨﺎﻣﻪ ﻫﺎ ﺑﺎ اﺳﺘﻔﺎده از ﻧﻈﺮ 7 ﺗﻦ از اﺳﺎﺗﯿﺪ ﺻﺎﺣﺐ ﻧﻈﺮ ﻣﺮﺗﺒﻂ ﺑﺎ ﻣﻮﺿﻮع ﭘﮋوﻫﺶ ﺗﻌﯿﯿﻦ و ﺳﻨﺠﯿﺪه ﺷﺪه و ﭘﺲ از اﺻﻼح ﻧﻬﺎﯾﯽ، ﺗﺎﯾﯿﺪ ﺷﺪ. ﺿﺮﯾﺐ آﻟﻔﺎی ﮐﺮوﻧﺒﺎخ ﻣﺘﻐﯿﺮﻫﺎ ﻧﯿﺰ ﺑﺎﻻی 0/7 ﺑﺮآورد ﺷﺪ ﮐﻪ ﺑﯿﺎﻧﮕﺮ ﻫﻤﺎﻫﻨﮕﯽ دروﻧﯽ ﮔﻮﯾﻪ ﻫﺎ و ﺗﺄﯾﯿﺪ ﭘﺎﯾﺎﯾﯽ ﭘﺮﺳﺸﻨﺎﻣﻪ ﻫﺎ ﺑﻮد. ﺗﺠﺰﯾﻪ و ﺗﺤﻠﯿﻞ داده ﻫﺎ ﺑﺎ اﺳﺘﻔﺎده از آزﻣﻮن ﻫﻤﺒﺴﺘﮕﯽ ﭘﯿﺮﺳﻮن و ﻣﺪل ﺳﺎزی ﻣﻌﺎدﻻت ﺳﺎﺧﺘﺎری ﺑﺎ ﮐﺎرﺑﺮد ﻧﺮم اﻓﺰار spss و amos اﻧﺠﺎم ﮔﺮﻓﺖ. ﺑﺮ اﺳﺎس ﻧﺘﺎﯾﺞ رﻫﺒﺮی ﺧﺪﻣﺘﮕﺰار ﺑﺮ اﻋﺘﻤﺎد دارای اﺛﺮ ﻣﺜﺒﺖ و ﻣﻌﻨﺎداری (0/541) ﺑﻮد و ﻫﻢ ﭼﻨﯿﻦ ﺧﻮد ﻣﺘﻐﯿﺮ اﻋﺘﻤﺎد ﺑﺮ ﻋﺪاﻟﺖ ﺗﻮزﯾﻌﯽ، ﻋﺪاﻟﺖ روﯾﻪ ای و ﻋﺪاﻟﺖ ﻣﺮاوده ای دارای اﺛﺮ ﻣﺜﺒﺖ و ﻣﻌﻨﺎداری ﺑﻪ ﺗﺮﺗﯿﺐ ﺑﺮاﺑﺮ 1/884 ،0/691 و 1/466 اﺳﺖ، ﭘﺲ ﻣﯿﺎﻧﺠﯽ ﺑﻮدن اﻋﺘﻤﺎد در راﺑﻄﻪ ﺑﯿﻦ رﻫﺒﺮی ﺧﺪﻣﺘﮕﺰار و ﻫﺮ ﺳﻪ ﺑﻌﺪ ﻋﺪاﻟﺖ ﺳﺎزﻣﺎﻧﯽ ﺗﺎﯾﯿﺪ ﺷﺪ. ﻫﻤﯿﻨﻄﻮر رﻫﺒﺮی ﺧﺪﻣﺘﮕﺰار ﺑﺮ ﻫﻤﮑﺎری دارای اﺛﺮ ﻣﺜﺒﺖ و ﻣﻌﻨﺎداری ﺑﺮاﺑﺮ 428/ و ﺧﻮد ﻣﺘﻐﯿﺮ ﻫﻤﮑﺎری ﺑﺮ ﻋﺪاﻟﺖ ﺗﻮزﯾﻌﯽ، ﻋﺪاﻟﺖ روﯾﻪ ای، ﻋﺪاﻟﺖ ﻣﺮاوده ای دارای اﺛﺮ ﻣﺜﺒﺖ و ﻣﻌﻨﺎداری ﺑﻪ ﺗﺮﺗﯿﺐ ﺑﺮاﺑﺮ 2/393 ،0/933 و 1/864 ﺑﻮد، ﭘﺲ ﻣﯿﺎﻧﺠﯽ ﺑﻮدن ﻫﻤﮑﺎری در راﺑﻄﻪ ﺑﯿﻦ رﻫﺒﺮی ﺧﺪﻣﺘﮕﺰار و ﻫﺮ ﺳﻪ ﺑﻌﺪ ﻋﺪاﻟﺖ ﺳﺎزﻣﺎﻧﯽ ﺗﺎﯾﯿﺪ ﺷﺪ.
The objective of this study was to investigate the effect of servant leadership strategy on organizational justice
by mediating role of trust and cooperation. This was an applied study from goal view. In terms of nature, this
was a descriptive-correlative type and the method was survey. The statistical population consisted of all
personnel at different departments of Shahid Mohammad Montazeri Hospital of Najafabad (475 people). The
sample size based on the Cochran formula was estimated to be 220 people selected by random sampling. In order
to collect information, Gholipour et al leadership questionnaire (2009), Organizational Justice by Nihof and
Murman (1993), and Lee and Choi (2003) trust and cooperation questionnaire were used. Face and content
validity of the questionnaires were determined and evaluated using the views of seven faculty members related
to the subject of the research and confirmed after the final correction. Cronbach's alpha coefficient was more
than 0.7, indicating the internal consistency of the items and confirmation of the reliability of the questionnaires.
Data analysis was performed using Pearson correlation test and structural equation modeling using spss and
amos software. According to the results, servant leadership has positive and significant positive effect on trust
(0.541). Also, the effect of trust on distributive justice, procedural justice and interactional justice had a positive
and significant effect (0.9691, 1.884, and 1.466). Also, the mediating role of trust was confirmed in the
relationship between servant leadership and all three dimensions of organizational justice. Also, servant
leadership had a positive and significant effect on cooperation equal to 0.428. The effect of cooperation on
distributive justice, procedural justice and interactional justice was positive and significant of 0.933, 2.393, and
86.41; therefore, the mediating role of cooperation on the relationship between servant leadership and all three
dimensions of organizational justice was confirmed.
Machine summary:
1 Laub قلیپور و همکاران (١٣٨٨) در تحقیقی با موضوع "بررسـی تـاثیر رهبـری خـدمتگزار بـر اعتمـاد سـازمانی و توانمندسـازی در سازمان هایدولتی " بیان میدارند که بین رهبری خدمتگزار، اعتماد سازمانی و توانمند سازی رابطه معنادار قـوی وجـود دارد.
بحث و نتیجه گیری مقدار ضریب همبستگی پیرسون ٠/٧٤٢ و سطح معناداری کمتر از ٠/٠٥ درصد بیانگر این بود که ارتباط بین دو متغیـر سـبک رهبری خدمتگزار و عدالت سازمانی مستقیم و قوی است .
از سـوی دیگـر مقادیر بحرانی برای همه روابط بین رهبری خدمتگزار و ابعاد عدالت سـازمانی در حضـور متغیـر واسـطه ای همکـاری بیشـتر از 1 Sendjaya and Pekerti مقادیر ١/٩٦ و ٢/٥٨ بود، لذا با اطمینان ٩٩ درصد همکـاری در رابطـه بـین رهبـری خـدمتگزار و ابعـاد عـدالت سـازمانی اثـر واسطه ای معنادار دارد.
Also, the mediating role of trust was confirmed in the relationship between servant leadership and all three dimensions of organizational justice.
41; therefore, the mediating role of cooperation on the relationship between servant leadership and all three dimensions of organizational justice was confirmed.
Keywords: Servant Leadership, Distributive Justice, Procedural Justice, Interactional Justice, Cooperation, Trust