عوامل مرتبط با عدالت سازمانی: یک مطالعه فراتحلیل

پژوهش حاضر با هدف تحلیل یافته‌‌های به‌دست‌آمده از پژوهش‌‌های پیرامون همبسته‌‌های عدالت سازمانی در شبکه بانکی کشور انجام شده است. مطالعه حاضر‌ پژوهشی کاربردی و کمی است. جامعه آماری پژوهش را تمام پژوهش‌‌های انجام‌شده تا پایان بهار 1402 در زمینه موضوع مورد مطالعه تشکیل دادند که از طریق نمونه‌گیری هدفمند 37 پژوهش مرتبط با عدالت سازمانی که در قالب پایان‌نامه نمایه‌شده در سایت ایرانداک و مقالات منتشر‌شده در نشریات علمی-پژوهشی در بازه زمانی 1389 تا 1401 شناسایی و استخراج شدند. روش مورد استفاده در پژوهش حاضر فراتحلیل می‌باشد و به ‌منظور تجزیه و تحلیل اطلاعات، از ویرایش دوم نرم‌افزار جامع فراتحلیل (cma) استفاده شده است. نتایج این مطالعه نشان داد در شبکه بانکی کشور، ارتباط عوامل در سه سطح «فردی، اجتماعی و سازمانی» با عدالت سازمانی مورد بررسی قرار گرفته است. با‌توجه به اندازه اثر حاصل،‌ نتایج نشان داد که عوامل سازمانی قوی‌ترین همبسته عدالت سازمانی می‌باشند و بعد از آن به‌ترتیب عوامل فردی و اجتماعی قرار می‌گیرند. در بین عوامل سازمانی، «بهروزی سازمانی» در بین عوامل فردی، «بهره‌وری کارکنان» و در بین عوامل اجتماعی «سرمایه اجتماعی» قوی‌ترین ارتباط را با عدالت سازمانی داشتند. پژوهش‌‌های گوناگون نشانگر آن است که تقویت ادراک کارکنان از عدالت سازمانی بر جنبه‌‌های متفاوت رفتار سازمانی مرتبط و اثرگذار است و تلاش برای توسعه عدالت سازمانی‌ به‌صورت توامان از یک سو به تقویت و افزایش بهره‌وری سازمانی به‌صورت مستمر و از سوی دیگر رشد شاخص‌‌های توسعه منابع انسانی سازمان‌ها کمک می‌کند.

factors related to organizational justice: a meta-analysis study

introductionorganizational justice refers to the employees’ feeling and perception of the level of fairness and equality in the behaviors and working relationships in an organization. in the last decade of the 20th century, organizational justice as an important concept in human resource management was noticed in the field of organizational studies. this concept is placed next to organizational commitment and employee satisfaction and is an underlying factor of organizational trust. justice and its implementation is one of the basic and natural human needs. throughout history, its existence has always provided a suitable platform for the development of human societies. in recent years, the issue of organizational justice has been investigated in various research and organizations, including the banking network, but since the results of various research have not summarized the results of existing studies, therefore, the present research analyzed the results of research regarding organizational justice related factors. it has dealt with organizational justice in the country’s banking network and understanding the relationships between them. methodthe present study is an applied research. the statistical population of the research was made up of all the research conducted until the end of the spring of 2022 in the field of the study subject, through the purposeful sampling method of 37 research related to organizational justice that were indexed in the form of theses on the irandak website and articles published in scientific-research journals in that period. they were identified and extracted between 2010 and 2022. the method used in the current research is meta-analysis, and in order to analyze the data, the second edition of the comprehensive meta-analysis (cma) software was used. it should be mentioned that in order to check the homogeneity of the results of the studies, the q-test and the i-squared index were used, and in order to check the publication bias, methods such as bagg’s and mezomdar’s rank correlation, egger regression method and funnel plot were used. resultsin the country’s banking network, the relationship between factors at three levels &individual, social and organizational& with organizational justice has been investigated. according to the obtained effect size, the results showed that organizational factors are the strongest correlates of organizational justice, followed by individual and social factors. among organizational factors, &organizational well-being& among individual factors, &employee productivity& and among social factors &social capital& had the strongest relationship with organizational justice.  discussionvarious research showed that strengthening employees’ perception of organizational justice is relevant and effective on different aspects of organizational behavior, and efforts to develop organizational justice will both help to maintain and promote sustainable productivity and can grow the human resource development indicators of organizations.