تاثیر حمایت سازمانی و عدالت سازمانی ادراک‌شده بر رفتار کاری نوآورانه با نقش میانجی هوش فرهنگی

هدف اصلی این پژوهش بررسی تاثیر حمایت سازمانی و عدالت سازمانی ادراک‌شده بر رفتار کاری نوآورانه با نقش میانجی هوش فرهنگی، در حوزه معاونت کتابخانه‌های آستان قدس رضوی بود. پژوهش از نظر ماهیت و روش، از نوع پژوهش‌های توصیفی - همبستگی بوده و از نظر هدف کاربردی به شمار می‌رود. جامعه آماری پژوهش را کارکنان حوزه معاونت کتابخانه‌های آستان قدس رضوی به تعداد 300 نفر تشکیل می‌دهند. نمونه آماری با استفاده از جدول مورگان، 169 نفر تعیین شد. روایی محتوایی - صوری و روایی سازه (تحلیل عاملی تاییدی) ابزار پژوهش، بررسی و مورد تایید قرار گرفت و با استفاده از آزمون ضریب آلفای کرونباخ نیز پایایی آن به میزان بالاتر از 832/0 به دست آمد. نتایج حاصل از این پژوهش نشان داد که حمایت سازمانی ادراک‌شده بر رفتار کاری نوآورانه و هوش فرهنگی کارکنان، تاثیر مثبت و معناداری دارد (t = 3/486, t = 2/456). عدالت سازمانی ادراک‌شده بر رفتار کاری نوآورانه و هوش فرهنگی تاثیر مثبت و معناداری دارد  (t = 2/910, t = 3/147). همچنین هوش فرهنگی بر رفتار کاری نوآورانه تاثیر مثبت و معناداری دارد (t = 2/704). هوش فرهنگی، رابطه بین حمایت سازمانی ادراک‌شده و رفتار کاری نوآورانه را میانجیگری می‌کند (t = 2/124)  و در نهایت هوش فرهنگی، رابطه بین عدالت سازمانی ادراک‌شده و رفتار کاری نوآورانه را میانجیگری نمی‌کند (t = 1/175).

the impact of perceived organizational support and organizational justice on innovative work behavior with the mediating role of cultural intelligence

the core goal of this research was to evaluate the impact of organizational support and perceived organizational justice on innovative work behavior with the mediating role of cultural intelligence in the vice presidency area of the library of astan quds razavi libraries. this was a descriptive-correlation study in terms of nature and methodology and an applied one regarding its objective. the research statistical population included 300 employees of the deputy area of astan quds razavi libraries. the statistical sample was determined as 169 subjects using morgan’s table. the content-face validity and construct validity (confirmatory factor analysis) of the research tool were examined and confirmed. the research reliability rate was also obtained higher than 0.832 using cronbach’s alpha coefficient test. the study results demonstrated that perceived organizational support has a positive and significant impact on innovative work behavior and cultural intelligence of employees (t = 3.486, t = 2.456). the perceived organizational justice was also found to have a positive and significant effect on innovative work behavior and cultural (intelligence) quotient (t = 2.910, t = 3.147). moreover, the cultural (intelligence) quotient showed a positive and significant effect on innovative work behavior (t = 2.704). it was concluded that the cultural (intelligence) quotient mediates the relationship between perceived organizational support and innovative work behavior (t = 2.124). finally, the cultural (intelligence) quotient was found not to mediate the relationship between perceived organizational justice and innovative work behavior (t = 1.175).extended abstractintroductionthe age of the digital and knowledge economy has made numerous changes in the world of organizations and caused organizations to encounter intense competition in this dynamic environment (jimenez-jimenez sanz-valle, 2008). thus, all enterprises are in immediate need of the ability to stand against the environment, the ability to introduce new ideas and products to achieve a competitive advantage, and even survival (javed et al., 2017). therefore, if an organization intends to survive in the new paradigm of competition in such circumstances, it needs to see innovation in the organization as an essential strategy. innovation has a special and privileged position not only in the personal and individual dimensions but also in the social and organizational dimensions (eshkor vakili nojabaei, 2022). various methods have been introduced to get an appropriate rate of innovation according to the life cycle of organizations and other environmental and industrial factors, one of which, is to recognize and value human resources as the highest valuable organizational capital. creating innovative work behavior in employees is known as one of the best numerous methods of fostering and enhancing the innovation rate (adibpour et al., 2016). the current conditions have compelled managers to define an intellectual framework to conduct and lead their organizations aimed at making strategic decisions faster and hiring and recruiting more flexible human resources. thus, innovative work behaviors of employees seem to be capable of generating a basis for innovation and improvement of the organization’s performance (sanders et al., 2010). on the other hand, one may claim that employees have a leading role in achieving organizational success, high efficiency, and performance criteria. perceived organizational support and organizational justice have become prominently popular over the past years due to their positive impacts on both human resources and capital, and thereby, studies related to these topics have increasingly continued. the conventional view and perception of an ideal workplace is an organization with an atmosphere of justice and a supportive environment (sen et al., 2022). human resources nowadays serve as the main factor in creating a competitive advantage for organizations. today, given the diverse working environments, thinkers have identified a new dimension of intelligence known as “cultural intelligence (quotient)”, which allows individuals to recognize how others think and how they respond to behavioral patterns. consequently, intercultural communication barriers are reduced, which brings people the power to manage cultural diversity (fayazi jannisar ahmadi, 2006). this kind of intelligence enhances a person’s ability to interact effectively with new cultures. fostering cultural intelligence in a world where crossing borders has become a normal thing seems like a vital need for all people (kabuli, 2021).this research was designed to examine and evaluate the impact of organizational justice and perceived organizational support on innovative work behavior with the mediating role of cultural intelligence among the employees of the deputy area of astan quds razavi libraries to ultimately assess the relationship between these three variables. since management is associated with the ability to continuously adapt to people from different cultures and organizational justice and support play a crucial role in generating ideas and creativity by employees, thus, organizations may utilize the results of this research to create ideas and innovation among employees according to the components of organizational support and justice with the mediation role of cultural intelligence. theoretical framework perceived organizational justicesome of the earliest academic research on organizational justice can be attributed to adams (1965) who used the previous studies of homans (1961) to consider individual reactions to the allocation of outcomes (kramer, 2021). however, organizational justice was first introduced by “greenberg” in 1987. this subject has been the major topic of research in the area of organization in the last decade of the 20th century (khorasani kanani neiri, 2012; jazani soltani, 2016).organizational justice is extensively accepted as a three-factor structure composed of distributive justice, procedural justice, and interactional justice. the formation of this three-factor structure may be traced back to the mid-1960s when research on justice perceptions took place in organizational behavior and industrial/organizational psychology literature (kramer, 2021).  perceived organizational supportthe research on perceived organizational support has been expanded due to its clear antecedents and major consequences, including the attitude, performance, and desired welfare of employees. the research has