الگوی علی روابط شفافیت سازمانی بر حسادت سازمانی با نقش میانجی فضیلت سازمانی در میان کارکنان دانشگاه دریانوردی و علوم دریایی چابهار

دوماهنامه علمی - پژوهشی رهیافتی نو در مدیریت آموزشی

مقاله 14، دوره 14، شماره 4 - شماره پیاپی 62، مهر و آبان 1402، صفحه 211-201   

نوع مقاله: مقاله پژوهشی

شناسه دیجیتال (DOI): 10.30495/jedu.2023.30499.6115

نویسندگان

سعید جهانتیغ¹؛ حسن قلاوندی^{* 2}؛ محمد حسنی²

¹دانشجوی دکتری مدیریت آموزش عالی، دانشکده ادبیات و علوم انسانی، دانشگاه ارومیه، ارومیه، ایران

²استاد گروه آموزشی مدیریت آموزش عالی، دانشکده ادبیات و علوم انسانی، دانشگاه ارومیه، ایران.

تاریخ دریافت: 27 تیر 1401،  تاریخ بازنگری: 01 شهریور 1401،  تاریخ پذیرش: 05 شهریور 1401 

چکیده

مقدمه و هدف: پژوهش حاضر با هدف گسترش همکاری های علمی و فناوری دانشگاه ها در ابعاد مختلف و ضرورت دستیابی به زبانی مشترک درارتباط با رعایت اصول و موازین اخلاقی در دانشگاه ها انجام شد.
روش شناسی پژوهش: این پژوهش، از نظر ماهیت و روش توصیفی- پیمایشی است. گردآوری اطلاعات مورد نیاز پژوهش از طریق مطالعات دقیق کتابخانه ای اسناد و مدارک و مطالعات میدانی(پیمایشی) انجام گردیده است. جامعه آماری این پژوهش شامل 132 نفر از کارکنان کارکنان دانشگاه دریانوردی و علوم دریایی چابهار است. در این پژوهش از روش نمونه گیری تصادفی طبقه ای متناسب با حجم جامعه آماری و برای تعیین حجم نمونه از جدول مورگان استفاده شده و برای اندازه گیری پایایی متغیرها از آلفای کرونباخ و جهت بررسی نرمال بودن داده های متغیرها از آزمون کولموگروف – اسمیرنوف و شاپیرو- ویلک استفاده شده است.
یافته­ ها: یافته های پژوهش نشان داد که متغیر شفافیت سازمانی بر متغیرهای فضیلت سازمانی و حسادت سازمانی به صورت غیر مستقیم تاثیر معنی داری داشته است. متغیر فضیلت سازمانی به صورت مستقیم بر متغیر حسادت سازمانی تاثیر معنی داری داشته است. اما متغیر شفافیت سازمانی به صورت غیر مستقیم و با میانجی گری متغیر فضیلت سازمانی بر متغیر حسادت سازمانی تاثیر معنی داری در میان کارکنان دانشگاه نداشته است.
بحث و نتیجه­ گیری: نتایج توصیفی تحقیق بیانگر آن است که فضیلت سازمانی و شفافیت سازمانی کارکنان از حد متوسط بالاتر بوده است. اما میزان حسادت سازمانی آنها از سطح متوسط پایین تر بوده است.

کلیدواژه‌ها

شفافیت؛ حسادت؛ فضیلت؛ دانشگاه دریانوردی و علوم دریایی چابهار

عنوان مقاله [English]

Causal model of organizational transparency relationships on organizational jealousy with the mediating role of organizational virtue among the staff of Chabahar University of Maritime and Marine Sciences

نویسندگان [English]

Saeed Jahantigh¹؛ Hassan Qalavandi²؛ Mohammad Hassani²

¹Ph.D Student in Higher Education Management, Faculty of Literature and Humanities, Urmia University, Urmia, Iran.

²Professor of Higher Education Management Training Department, Faculty of Literature and Human Sciences, Urmia University, Iran

چکیده [English]

Introduction: The present research was conducted with the aim of expanding the scientific and technological cooperation of universities in different dimensions and the need to reach a common language in connection with the observance of ethical principles and standards in universities.
research methodology: This research is descriptive-survey in terms of its nature and method. The collection of information needed for the research has been done through detailed library studies of documents and field studies (survey). The statistical population of this research includes 132 employees of Chabahar University of Maritime and Marine Sciences. In this research, the stratified random sampling method is used to determine the sample size, and the Morgan table is used to determine the sample size, and Cronbach's alpha is used to measure the reliability of the variables, and the Kolmogorov-Smirnov and Shapiro tests are used to check the normality of the variables' data. Wheel is used.
Findings: The findings of the research showed that the variable of organizational transparency had a significant effect on the variables of organizational virtue and organizational envy indirectly. The variable of organizational virtue directly has a significant effect on the variable of organizational envy. However, the variable of organizational transparency has not had a significant effect on the variable of organizational envy indirectly and with the mediation of the variable of organizational virtue among university employees.
Conclusion: The descriptive results of the research indicate that the organizational virtue and organizational transparency of the employees were higher than average. But their level of organizational jealousy has been lower than the average level.

کلیدواژه‌ها [English]

Transparency, Jealousy, Virtue, Chabahar Maritime and Marine Sciences University

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