نوع مقاله : مقاله پژوهشی

نویسندگان

1 استادیار مدیریت ورزش، دانشگاه فردوسی مشهد

2 کارشناس ارشد مدیریت ورزشی، آموزش و پرورش کرمانشاه

3 کارشناس ارشد مدیریت ورزشی، دانشگاه علامه طباطبایی

چکیده

هدف از این پژوهش، تعیین ارتباط بین جوسازمانی با رفتار شهروندی سازمانی در کارشناسان سازمان ورزش شهرداری تهران بود. روش پژوهش، توصیفی و از نوع هم‌بستگی بود. نمونۀ‌ آماری، برابر با کل جامعۀ آماری (90 نفر) انتخاب شد؛ اما اطلاعات 75 نفر از آن‌ها مورد تحلیل قرار گرفت. یافته‌ها نشان داد بین جوسازمانی و ابعاد آن با رفتار شهروندی سازمانی، رابطۀ معناداری وجود دارد. همچنین، جوسازمانی 28% و از بین ابعاد آن، دو بعد "وضوح و توافق هدف" و "رضایت از پاداش" با هم حدود 31% از واریانس رفتار شهروندی سازمانی را تبیین می‌کنند. یافتۀ دیگر این بود که بین متغیرهای تعدیلکننده (سن، جنس و سابقۀ اشتغال) با رفتار شهروندی سازمانی، رابطۀ معناداری وجود ندارد. از یافته‌های پژوهش می‌توان نتیجه گرفت که سازمان ورزش شهرداری تهران با ایجاد جوی مناسب در سازمان می‌تواند در جهت ایجاد و ارتقای رفتارهای شهروندی سازمانی گام بردارد. به‌ویژه، ترسیم اهدافی مورد‌قبول و واضح برای کارکنان و همچنین‌، تدوین سیستمی عدالت‌گونه در پرداخت حقوق و پاداش می‌تواند در این زمینه مؤثرتر باشد.

کلیدواژه‌ها

عنوان مقاله [English]

The investigation of the relationship between organizational citizenship behavior and organizational climate and the moderating role of demographic variables

نویسندگان [English]

  • Seyed morteza Azimzadeh 1
  • Mohammad Moradi 2
  • Mohammad Mehdi Asghari 3

1

2

3

چکیده [English]

The purpose of this study was determining the relationship between Organizational Citizenship Behavior (OCB) and Organization Climate (OC) in a sample of sport experts working in sport organization of Tehran’s Municipality. The method of the research was corelational. Statistical sample was equal with statistical population (90 N), but only 83% of them were analyzed. The results indicate that there was a significant relationship between OCB, and OC and its dimensions. The analysis of the data through regression show that OC was a significant predictor of OCB, accounting for 28% of the variance and among OC variables, both “Goal obviousness” and “Consent of reward” were significant predictor of OCB, accounting for 31% of the variance. Also, no significant relationship between OCB & mediator variables (age, gender & tenure) is observed (p> .05). It can be concluded that in this organization, generating an appropriate climate can be influential in OCB. Spatially, having acceptable goals and fairly salary system can be useful for flourishing OCBs.

کلیدواژه‌ها [English]

  • Organizational Climate
  • citizenship behavior
  • Sport Organization
  • Tehran Municipal
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