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رابطۀ تعارض کار ـ خانواده با عدالت سازمانی، تعهد سازمانی و سرزندگی، با توجه به نقش برنامه کاری اقماری و غیراقماری مقاله


علمی-پژوهشی (وزارت علوم)/ISC (11 صفحه - از 105 تا 115)


The aim of this research was to investigate the relation of work-family conflict (WFC) with organizational variables of organizational justice and organizational commitment in one hand and subjective wellbeing including vitality in the other hand, in expatriate and normal work schedules of Gas Transfer Operation District Two, and to compare these two groups. Statistical population were formal personnel of the company in 2010, from among them 150 people were selected Via classified random sampling from the two groups of expatriates and normal schedules' personnel (n= 75 for each group). Participants completed Work-Family (Netmeyer et al., 1996), Vitality (Ryan & Frederick, 1997), Organizational Justice (Niehoff & Moorman, 1993) and Organizational Commitment (Balfour & Wechsler, 1996) questionnaires. Findings indicated that negative relation of WFC with distributive justice (P=0.001), procedural justice (P=0.008), interactive justice (P=0.002), vitality (P=0.018) and organizational commitment (P=0.001) are significant. Findings in expatriate group indicated negative relation of WFC with distributive justice (P=0.001), interactive justice (P=0.003), vitality (P=0.001) and organizational commitment (P=0.001). While in normal schedule group, WFC showed significant negative relation only with procedural justice (P=0.048). Results of Fisher Z test also indicated that WFC in expatriate group has stronger negative relation with vitality, distributive justice, identification and exchange commitments relative to normal schedule group. (Zt >±1.96)  

کلیدواژه ها:

تعهد سازمانی ، عدالت سازمانی ، سرزندگی ، کارکنان اقماری ، تعارض کارـ خانواده ، vitality

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