نوع مقاله : مقاله پژوهشی

نویسندگان

1 کارشناسی ارشد روانشناسی صنعتی و سازمانی، دانشکده روانشناسی و علوم تربیتی، دانشگاه چمران اهواز، اهواز، ایران

2 دانشجوی دکترای روانشناسی صنعتی و سازمانی، دانشکده علوم تربیتی و روانشناسی،دانشگاه شهیدچمران اهواز، اهواز، ایران

3 استاد، گروه روان‌شناسی، دانشکده علوم تربیتی و روانشناسی، دانشگاه شهید چمران اهواز، اهواز، ایران

چکیده

پژوهش حاضر با هدف بررسی رابطه بین رهبری اخلاقی و  هویت سازمانی با رفتار غیراخلاقی به نفع سازمان با میانجی­گری تعهد سازمانی انجام گرفت. رفتار غیراخلاقی به نفع سازمان به رفتارهایی گفته می‌شود که طی آن افراد اقدام به نقض ارزش‌های اصلی جامعه، آداب و رسوم، قوانین یا معیارهای رفتاری مناسب به منظور ارتقای عملکرد سازمان یا اعضای آن انجام می‌دهند. این تعریف دو بُعد از رفتارغیراخلاقی به نفع سازمان را برجسته می‌کند. اول، رفتار غیراخلاقی به نفع سازمان، رفتاری غیراخلاقی است؛ زیرا شامل اعمالی می‌شود که بر خلاف ارزش‌ها، قوانین یا هنجارهای اجتماعی است. دوم این که، رفتار غیراخلاقی به نفع سازمان، رفتاری تعمدی است که با هدف منفعت رساندن به سازمان، اعضای سازمان و یا رهبرشان انجام گیرد. پژوهش حاضر توصیفی از نوع همبستگی بود. جامعه پژوهش حاضر شامل کلیه کارکنان دانشگاه شهیدچمران اهواز بود که از میان آن‌ها 133 نفر به روش تصادفی طبقه‌ای به عنوان نمونه پژوهش حاضر انتخاب شدند. ابزار پژوهش شامل پرسش‌نامه رهبری اخلاقی براون و همکاران، پرسش‌نامه هویت سازمانی مائل و اشفورث، پرسش‌نامه تعهد سازمانی آلن و مایر و پرسش‌نامه رفتار غیراخلاقی به نفع سازمان آمفرس و همکاران است. داده‌ها از طریق الگویابی معادلات ساختاری و با نرم‌افزارهای SPSS-23 و AMOS-23  تحلیل شدند. تحلیل‌های الگویابی معادلات ساختاری برازش الگوی پیشنهادی را تأیید کرد. نتایج حاکی از آن بود که رهبری اخلاقی و هویت سازمانی بر رفتار غیراخلاقی به نفع سازمان تأثیر مثبت و معنی­داری دارند (01/0p<). همچنین، نقش میانجی تعهد سازمانی در رابطه بین رهبری اخلاقی و هویت سازمانی با رفتار غیر‌اخلاقی به نفع سازمان تأیید شد (01/0p<). در مجموع، نتایج نشان داد وقتی سازمانی دارای رهبری اخلاقی باشد و کارکنان کار خود را بامعنا تلقی کنند و دلبستگی بالایی به کار و محیط کار داشته باشند در چنین شرایطی تعهد سازمانی بیشتری را خواهند داشت و طبق نظریه تبادل اجتماعی به دنبال جبران خواهند بود و برای سود رساندن به سازمان خود احتمالاً رفتار غیراخلاقی به نفع سازمان بیشتری خواهند داشت.

کلیدواژه‌ها

عنوان مقاله [English]

The Relationship of Ethical Leadership and Organizational Identity with Unethical Pro-Organizational Behavior Mediated by Organizational Commitment

نویسندگان [English]

  • mostafa Asheghi 1
  • Seyedmohammadjavad Mousavinia 2
  • Abdulzahra Naami 3

1 MA of Industrial and Organizational Psychology, Faculty of Psychology and Educational Sciences, Chamran University of Ahvaz, Ahwaz, Iran

2 Phd student in industrial and organizational psychology, Faculty of Educational Sciences and Psychology, Shahid Chamran University of Ahvaz, Ahvaz, Iran

3 Professor, Department of Psychology, Faculty of Educational Sciences and Psychology, Shahid Chamran University Ahvaz, Ahvaz, Iran

چکیده [English]

Introduction
The purpose of this study was to investigate the relationship between ethical leadership and organizational identification with unethical pro-organizational behavior mediated by organizational commitment. Unethical pro-organizational behavior refers to “actions that are intended to promote the effective functioning of the organization or its members, and violate core societal values, morales, laws, or standards of proper conduct”. This definition highlights two dimensions of Unethical pro-organizational behavior. First, UPOB is unethical in that it involves committing an action that goes against widely societal values, laws, or norms. Second, UPOB is intentional insofar as employees engage in the UPOB intending to benefit the organization, members of the organization, or their leader.
 
Method
The present study was a descriptive correlational study. The population of the present study included all the employees of Shahid Chamran University of Ahvaz, from which 133 persons were selected by stratified random sampling method as the sample of the study. The data collection instruments were the ethical leadership (Brown et al.), organizational identification (Mael & Ashforth), unethical pro-organizational behavior (Umphress et al.), and organizational commitment (Allen & Meyer) questionnaires. Data were analyzed using structural equation modeling (SEM) in SPSS-23 and AMOS-23 softwares.
 
Results
Structural equation modeling analysis confirmed the fitness of the proposed model. The results showed that ethical leadership and organizational identity have  positive and significant effects on unethical pro-organizational behavior (p<0.01). Also, the mediating role of organizational commitment in the relationships of ethical leadership and organizational identity with unethical pro-organizational behavior were confirmed (p<0.01).
 
Discussion
In general, the results showed that when an organization has ethical leadership and employees have a high involvement with their work and work environment, in such circumstances, they will have more organizational commitment and will seek compensation according to social exchange theory. So,  probably they will have more unethical pro-organizational behavior To benefit their organization.
 

کلیدواژه‌ها [English]

  • Ethical leadership
  • organizational identification
  • unethical pro-organisational behaviour
  • organizational commitment
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