رابطه پنج عامل بزرگ شخصیت با رضایت شغلی: نقش واسطه ای استرس شغلی و ادراک از عدالت رویه‌ای

ﭘﮋوﻫﺶ ﺣﺎﺿﺮ ﺑﺎ ﻫﺪف ﺷﻨﺎﺧﺖ راﺑﻄﻪ ﺑﯿﻦ وﯾﮋﮔﯽﻫﺎ ی ﺷﺨﺼﯿﺘﯽ ﺑﺮ رﺿﺎﯾﺖ ﺷﻐﻠﯽ ﺑﺎ ﻧﻘﺶ ﻣﯿﺎﻧﺠﯽ ادراک از ﻋﺪاﻟﺖ روﯾﻪا ی و اﺳﺘﺮس ﺷﻐﻠﯽ اﻧﺠﺎم ﺷﺪ. ﭘﮋوﻫﺶ ﺣﺎﺿﺮ ﯾﮏ ﭘﮋوﻫﺶ ﺗﻮﺻﯿﻔﯽ- ﻫﻤﺒﺴﺘﮕﯽ اﺳﺖ. ﻧﻤﻮﻧﻪﻫﺎ ﺑﻪ ﺷﮑﻞ در دﺳﺘﺮس و 201 ﻧﻔﺮ ﺑﻮدﻧﺪ. ﭘﺮﺳﺸﻨﺎﻣﻪﻫﺎ ﺷﺎﻣﻞ ﭘﺮﺳﺸﻨﺎﻣﻪ 5 ﻋﺎﻣﻞ ﺑﺰرگ، ﭘﺮﺳﺸﻨﺎﻣﻪ رﺿﺎﯾﺖ ﺷﻐﻠﯽ، ﻣﻘﯿﺎس اﺳﺘﺮس ﭘﺮﺳﺘﺎران و ﭘﺮﺳﺸﻨﺎﻣﻪ ﻋﺪاﻟﺖ ﺳﺎزﻣﺎﻧﯽ اﺳﺘﻔﺎده ﺷﺪ. دادهﻫﺎ از ﺑﯿﻤﺎرﺳﺘﺎن رﺳﻮل اﮐﺮم ﺟﻤﻊآوری ﺷﺪ و از ﻣﺪل ﻣﻌﺎدﻻت ﺳﺎﺧﺘﺎری اﺳﺘﻔﺎده ﺷﺪ. ﻧﺘﺎﯾﺞ ﻧﺸﺎن داد ﺑﯿﻦ ﺻﻔﺎت ﻣﻮاﻓﻖﺑﻮدن و ﮔﺸﻮدﮔﯽ ﺑﻪ ﺗﺠﺮﺑﻪ ﻗﻮ یﺗﺮﯾﻦ راﺑﻄﻪ را ﺑﺎ رﺿﺎﯾﺖ ﺷﻐﻠﯽ داﺷﺘﻨﺪ. ﻫﻤﭽﻨﯿﻦ ا ﯾﻦ ﻣﻮﺿﻮع در ﺧﺼﻮص اﺳﺘﺮس ﺷﻐﻠﯽ ﺑﻪ ﻋﻨﻮان ﻣﯿﺎﻧﺠﯽ ﺑﯿﻦ 5 ﺻﻔﺖ ﺑﺰرگ ﺷﺨﺼﯿﺘﯽ و رﺿﺎﯾ ﺖ ﺷﻐﻠﯽ ﺻﺪق ﻣﯽﮐﺮد. ﺑﯿﻦ 5 ﺻﻔﺖ ﺑﺰرگ ﺷﺨﺼﯿﺘﯽ و رﺿﺎﯾﺖ ﺷﻐﻠﯽ از ﻃﺮﯾﻖ ﺗﺎﺛﯿﺮ ﻫﻤﺰﻣﺎن دو ﻣﺘﻐﯿﺮ ﻣﯿﺎﻧﺠ ﯽ اﺳﺘﺮس و ادراک از ﻋﺪاﻟﺖ روﯾﻪا ی ﻫﯿﭻ راﺑﻄﻪای در ﻣﺪل ﻧﺸﺎن ﻧﺪاد. اﺳﺘﺮس ﺷﻐﻠﯽ ﺗﺎﺛﯿﺮ ﻗﺎﺑﻞ ﺗﻮﺟﻪ و ﻣﻌﻨﺎداری ﺑﺮ رﺿﺎﯾﺖ ﺷﻐﻠﯽ ﻧﺸﺎن داد و ﻫﻤﭽﻨﯿﻦ ا ﯾﻦ راﺑﻄﻪ ﺑﯿﻦ ادراک از ﻋﺪاﻟﺖ روﯾﻪا ی و رﺿﺎﯾﺖ ﺷﻐﻠ ﯽ ﻧﯿﺰ ﺑﻪ ﺷﮑﻞ ﻣﺠﺰا ﺑﺮﻗﺮار ﺑﻮد. ﺑﺎ ارزﯾﺎﺑﯽ 5 ﺻﻔﺖ ﺑﺰرگ ﺷﺨﺼﯿﺘﯽ ﺑﻪ ﻋﻨﻮان ﭘﯿﺶﺑﯿﻨﯽ ﮐﻨﻨﺪه رﺿﺎﯾﺖ ﺷﻐﻠ ﯽ، آﻧﻬﺎ ﻫﯿﭻ راﺑﻄﻪ ﻣﻌﻨﺎدار ی را ﻧﺸﺎن ﻧﺪادﻧﺪ. ﻣﺴﯿﺮ ﻣﺴﺘﻘﯿﻢ ﺑﯿﻦ ﺑﺮﺧﯽ از ﺻﻔﺎت ﺑﺎ رﺿﺎﯾﺖ ﺷﻐﻠﯽ، راﺑﻄﻪ ﻣﻌﻨﺎداری ﻧﺸﺎن ﻧﺪادﻧﺪ. اﯾﻦ ﻧﺸﺎن دﻫﻨﺪه اﻫﻤﯿﺖ ﺑﺮرﺳﯽ ﻫﻢارزی ﻣﻔﻬﻮﻣﯽ و ﻋﻤﻠﯽ 5 ﻋﺎﻣﻞ ﺑﺰرگ ﺷﺨﺼﯿﺘﯽ در ﺟﻮاﻣﻊ ﻣﺨﺘﻠﻒ اﺳﺖ. ﻧﺘﺎﯾﺞ ﻧﺸﺎن داد ﮐﻪ اﻓﺮاد زﻣﺎﻧﯽ ﮐﻪ از روﯾﻪﻫﺎی ﺳﺎزﻣﺎﻧﯽ ﻣﺮﺑﻮط ﺑﻪ ﺗﺼﻤﯿﻤﺎت اﺗﺨﺎذ ﺷﺪه از ﺳﻮ ی ﺳﺎزﻣﺎن آﮔﺎه ﺑﺎﺷﻨﺪ، رﺿﺎﯾﺖ ﺷﻐﻠﯽ ﺑﯿﺸﺘﺮی دارﻧﺪ.

the relationship between big 5 personality traits and job satisfaction: the mediating roles of perception of procedural justice and job stress

the present study was conducted with the aim of knowing the relationship between personality traits and job satisfaction with the mediating role of perception of procedural justice and job stress. the present study is a descriptive-correlation study. the samples were available and there were 201 people. questionnaires including big five personality factors questionnaire, job satisfaction questionnaire, nurses' stress scale and organizational justice questionnaire were used. the data was collected from rasoul-akram hospital and the structural equation model was used. the results showed that the traits of agreeableness and openness to experience had the strongest relationship with job satisfaction. this also applies to job stress as a mediator between 5 big personality traits and job satisfaction. the model did not show any relationship between the big 5 personality traits and job satisfaction through the simultaneous effect of the two mediating variables of stress and perception of procedural justice. job stress showed a significant effect on job satisfaction, and the relationship between the perception of procedural justice and job satisfaction was also established separately. by evaluating the big 5 personality traits as predictors of job satisfaction, they did not show any significant relationship. the direct path between some traits and job satisfaction did not show a significant relationship. this shows the importance of examining the conceptual and practical equivalence of the 5 big personality factors in different societies. the results showed that people have more job satisfaction when they are aware of the organizational procedures related to the decisions made by the organization.