ساخت و اعتباریابی پرسشنامه سازمان حریص

نوع مقاله : مقاله پژوهشی

نویسنده

کارشناس ارشد مدیریت آموزشی، دانشگاه بیرجند

10.22034/naes.2024.443068.1373

چکیده

زمینه و هدف: آز یا حرص (طمع) به علاقه فراوان یا اشتیاق سیری ناپذیر، غیرضروری و بیش از حد برای به دست آوردن هرچه بیشتر مواردی چون ثروت، پایگاه اجتماعی، قدرت، مواد غذایی و مسائلی از این قبیل گفته می‌شود. مؤسسات حریص یک اصطلاح جامعه‌شناختی است که توسط کوزر به نهادهایی که خواسته‌های همه‌جانبه‌ای را از اعضای خود مطرح می‌کنند. هدف از پژوهش حاضر ساخت و اعتباریابی پرسشنامه ی سازمان حریص بود.
روش پژوهش: روش پژوهش توصیفی از نوع همبستگی بود و برای ساخت پرسشنامه از تحلیل عاملی تاییدی و اکتشافی استفاده شد. نمونه پژوهش شامل 255 تن از اعضای هیئت علمی دانشگاه بیرجند بود. مشارکت کنندگان به شیوه ی نمونه گیری طبقه ای نسبتی و برمبنای دانشکده انتخاب شدند.
یافته ها: نتایج حاصل از تحلیل مؤلفه های اصلی با چرخش واریماکس نشان داد که سازمان حریص از سه مولفه ی "افسردگی شغلی"، "فشار سازمانی" و " حمایت سازمانی" تشکیل شده بود که 03/59 درصد از واریانس کل را بییین می کرد. یافته‌های حاصل از تحلیل عاملی به روش تحلیل شاخص‌های اصلی نشانگر این است که مقدار شاخص‌ها دارای مقادیر بالاتر از یک هستند و این عوامل روی هم رفته 03/59 از واریانس کل را تبیین می‌کنند. نتایج حاصل از تحلیل عاملی تأییدی نیز نشان داد شاخص‌های برازش مدل و بارهای عاملی مناسب بوده و مقدار آماره t در آزمون معناداری به دست آمده در سطح 001/0 معنادار است.
نتیجه‌گیری: نتایج روایی واگرا نشان داد که سازمان حریص دارای همبستگی منفی معنادار با حمایت سازمانی داشت.

کلیدواژه‌ها

موضوعات


عنوان مقاله [English]

Construction and validation of the Haris organization questionnaire

نویسنده [English]

  • Zeinab Javanbakht
Master of Educational Management, Birjand University,
چکیده [English]

Background and Aim: Greed is an insatiable, unnecessary and excessive interest or desire to acquire as many things as possible, such as wealth, social status, power, food, and other such issues. Greedy institutions is a sociological term coined by Kozer to refer to institutions that make omnipresent demands on their members. The purpose of the current research was to construct and validate the questionnaire of the greedy organization.
Methods: The descriptive research method was correlation type and confirmatory and exploratory factor analysis was used to construct the questionnaire. The research sample included 255 faculty members of Birjand University. The participants were selected by proportional stratified sampling and based on the faculty.
Results: The results of the principal components analysis with Varimax rotation showed that the greedy organization was composed of three components: "job depression", "organizational pressure" and "organizational support" which accounted for 59.03% of the total variance.
The findings of the factor analysis using the main indicators analysis method indicate that the values of the indicators are higher than one and these factors together explain 59.03 of the total variance. The results of the confirmatory factor analysis also showed that the model fit indices and factor loadings are appropriate and the value of t statistic in the significance test obtained is significant at the level of 0.001.
Conclusion: The results of divergent validity showed that the greedy organization had a significant negative correlation with organizational support.

کلیدواژه‌ها [English]

  • organizational support
  • occupational depression
  • organizational exploitation
  • greedy organization
  • organizational pressure
[1] Assar MT. Examining the relationship between management skills and increasing the productivity of human resources. Quarterly Journal of Police Science Research, 2015; 18: 125-141. [Persian]
[2] Bahmani A, Ghojali T. The relationship between transformational leadership and productivity of human resources considering the mediating role of spirituality in the work environment. Human Resource Studies Quarterly, 2016; 6(26): 63-86. [Persian]
[3] Khunsoonthornkit A, Panjakajornsak V. Structural equation model to assess the impact of learning organization and commitment on the performance of research organizations. Kasetsart Journal of Social Sciences 2018; 39(3): 457-462.
[4] Khajaei S, Moradi S, Droodi H, Hassani D. Investigating learner characteristics in Zanjan University of Medical Sciences. Journal of Education Development in Medical Sciences, 2014; 7(15), 38[Persian]
[5] Barrett Cox, A. Mechanisms of Organizational Commitment: Adding Frames to Greedy Institution Theory. Sociological Forum, 2016; 31(3): 1-24
[6] Egger de Campo M. Contemporary Greedy Institutions: An Essay on Lewis Coser’s Concept in the Era of the ‘Hive Mind’. Sociologicky casopis/ Czech Sociological Review, 2013; 49(6): 969-987
[7] Burchell B, Day D, Hudson M, Ladipo D, et al. Job Insecurity and Work Intensification: Flexibility and the Changing Boundaries of Work, York: Joseph Rowstre Foundation. Summary1 of findings online, available at: www.jrf.org.uk/KNOWLEDGE/findings/socialpolicy/A1.asp (accessed April.. 1) 1999.
[8] Wright MB, Howery C, Assar N, McKinney KL, et al. Greedy Institutions: The Importance of Institutional Context for Teaching in Higher Education. Teaching Sociology, 2004; 32(2): 144-159
[9] Sullivan TA. Greedy Institutions, Overwork, and Work-Life Balance. Sociological Inquiry, 2014; 84(1): 1-15
[10] Hamidi Y, Bashirian S, Babamiri M, Nowrozi Shadmani B, Sangrah Q. Stress and its relationship with health workers' burnout. Occupational Health Engineering Journal, 2017; 5(1): 35-43. [Persian]
[11] Sharafi H, Seyyed Ameri MH. The Role of Leader-Follower Exchange Theory in the Relationship between Organizational Justice and Job Satisfaction in the Ministry of Sports and Youth of Iran. Islamic Life Journal, 2022; 6(3): 491-499.
[12] Roghani M. Study of Relationship Among Personal Characteristics with Job Burnout and Personnel’s Deviant Behaviors. Journal of System Management, 2016; 2(2): 65-80.
[13] Rahimi G, Khosravinia S, Rajab Alipour S. Examining the relationship between job stress and the performance of Bank Mellat employees in West Azarbaijan province. Management and Entrepreneurship Studies, 2015; 2(2/2): 134-141. [Persian]
[14] Blainey PC, Van Oijen AM, Banerjee A, Verdine GL, Xie XS. A base-excision DNA-repair protein finds intrahelical lesion bases by fast sliding in contact with DNA. Proceedings of the National Academy of Sciences, 2006; 103(15): 5752-5757.
[15] Seyed Naghavi MA, Sehat S, Dehghanan H, Farhadi AD Performance evaluation of military universities based on the framework of organizational excellence and growth (case study: one of the officers' universities. Quarterly Journal of Education Measurement and Evaluation Studies, 2010; 6(15): 39-63. [Persian]
[16] Yang D, Yang L. Organizational Pressure Dimensions Measuring of “Post-80s” Employees and Its Implications for Talent Strategy. Journal of Social Sciences, 2014; 2: 13-18