نوع مقاله : مقاله پژوهشی

نویسندگان

1 کارشناس ارشد روان‌شناسی صنعتی و سازمانی، گروه روان‌شناسی، دانشگاه شهید چمران اهواز، اهواز، ایران

2 استاد گروه روان‌شناسی، دانشگاه شهید چمران اهواز، اهواز، ایران

چکیده

 
پژوهش حاضر با هدف پیش‌بینی عضویت گروهی (کارکنان حادثه‌دیده و حادثه‌ندیده) از روی متغیرهای تعارض بین‌فردی و عدالت سازمانی و نیز دستیابی به معادله ممیز انجام شده است. شرکت‌کنندگان در پژوهش 255 نفر از میان کارکنان صف شرکت ملی حفاری ایران بودند که با استفاده از روش نمونه‌گیری تصادفی ساده انتخاب شدند. طرح پژوهش همبستگی از نوع پیش‌بین است و جهت دستیابی به تفاوت‌های گروهی و پیش‌بینی گروهی و دستیابی به معادله ممیز از روش آماری تحلیل تمییز (تشخیصی) استفاده شد. ابزارهای پژوهش شامل مقیاس تعارض بین فردی در کار و پرسشنامه عدالت سازمانی بود. نتایج نشان داد که افراد حادثه‌دیده در مقایسه با افراد حادثه‌ندیده از نمرات تعارض بین‌فردی بیشتر و عدالت سازمانی کمتری برخوردار بودند. در مجموع، متغیرهای مورد بررسی در این تحقیق پیش‌بین‌های مناسبی برای تفکیک گروهی (کارکنان حادثه‌دیده و کارکنان حادثه‌ندیده) بودند. بنابراین، پیشنهاد می‌شود با کنترل نمودن متغیرهای ذکرشده حادثه‌دیدگی را کاهش داد.

کلیدواژه‌ها

عنوان مقاله [English]

Interpersonal Conflict and Perceived Organizational Justice as Predictors of Accident Involved Employees

نویسندگان [English]

  • Ali Mozaffar 1
  • Abdulkazem Neissi 2

1 MA of Industrial and Organizational Psychology, Department of Psychology, Shahid Chamran University of Ahvaz, Ahvaz, Iran

2 Professor, Department of Psychology, Shahid Chamran University of Ahvaz, Ahvaz, Iran

چکیده [English]

Introduction
Occupational accidents are one of the most important problems in developed and developing countries. Occupational accidents in any form impose many economic and social problems on organization and society. Therefore, the purpose of this study was to predict group membership (accident-involved and accident-free employees) from interpersonal conflict and organizational justice.
 
Method
Participants in the research were 255 employees of the National Iranian Drilling Company who were selected by simple random sampling method. The research design was correlational and predictive. Discriminant Analysis was used for data analysis. The instrument included Spector and Jacks (1998) Interpersonal Conflict Scale and Niehoff and Moorman (1993) Organizational Justice Questionnaire. The accident-involved employees mean people who had been severely injured as a result of traumatic work-related accidents and were referred to a medical center.
 
Results
The results confirmed research hypotheses. In other words, the accident-involved employees had high interpersonal conflict scores and low organizational justice scores than accident-free employees. The variables of interpersonal conflict and then organizational justice have shown the highest correlation with only the discriminant function with two predictor variables, respectively.
 
Discussion
The variables studied in this study were good predictors for group separation (accident-involved and accident-free employees), so it is suggested that organizations can reduce accident–involvement by controlling the mentioned variables. Also, based on the results, it is suggested that through job stress management programs as well as safety measures, strengthening the principles of safe behavior throughout the organization, the organizations can reduce accidents or eliminate risk factors.

کلیدواژه‌ها [English]

  • interpersonal conflict at work
  • accident–involvement
  • percieved organizational justice
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