واکاوی رابطه بی‌تفاوتی سازمانی، عدالت سازمانی و تعلق سازمانی در بین کتابداران و کارکنان سازمان کتابخانه‌ها، موزه‌ها و مرکز اسناد آستان قدس رضوی

هدف: این پژوهش با هدف بررسی رابطه ‌‌‌بی‌ تفاوتی سازمانی و ابعاد عدالت سازمانی و تعلق سازمانی در بین کتابداران و کارکنان سازمان کتابخا‌‌‌‌‌نه‌ ها، موزه‌ ها و مرکز اسناد آستان قدس رضوی انجام شد. روش: این پژوهش از نوع پیمایشی و توصیفی است. ابزار جمع‌ آوری داده‌ ها، پرسشنامه‌ای است که با استفاده از پژوهش‌های قبلی تهیه شده است و روایی و پایایی آن تایید شد. جامعه پژوهش را تمامی کتابداران و کارشناسان سازمان کتابخانه‌ ها، موزه‌ ها و مرکز اسناد آستان قدس رضوی تشکیل داده‌ اند. به‌ منظور تجزیه و تحلیل داده‌ها از آمار توصیفی و تحلیلی به کمک نرم‌افزار لیزرل استفاده شده است. یافته‌ها: یافته‌ های پژوهش حاکی از رابطه منفی و معنی‌دار بی تفاوتی سازمانی با تعلق سازمانی و با عدالت سازمانی می‌باشد، که این رابطه در مورد بی‌ تفاوتی سازمانی و تعلق سازمانی دارای ضریب بیشتری است. به عبارتی افزایش عدالت سازمانی و احساس تعلق سازمانی، موجب کاهش بی‌ تفاوتی سازمانی می‌ شود. نتایج: در مجموع می‌ توان به کمک یافته ‌های این پژوهش راهکارهایی برای کاهش بی‌ تفاوتی سازمانی ارائه داد. این راهکارها مبتنی بر تلاش‌های مدیران برای افزایش عدالت سازمانی و احساس تعلق سازمانی در بین کارکنان است.

Investigating the Relationship between Organizational Indifference, Organizational Justice, and Organizational Belonging among Librarians and Employees at the Astane Quds Razavi’s Organization for Libraries, Museums, and Document Centers

Objective: This study was carried out to examine the relationship between organizational indifference, organizational justice, and organizational belonging among librarians and employees at the Astane Quds Razavi’s Organization for Libraries, Museums, and Document Centers. Organizational indifference occurs when a person, after a longlasting setback, loses hope of fulfilling his or her goal or goals in a particular situation and decides to distance himself/herself from the origin of the failure. Organizational justice is an important driver for employees, and when people feel wronged, productive behaviors such as fatigue, boredom, absenteeism, etc. occur. All of this paves the way for organizational indifference. Methodology: This research is a descriptive survey and an applied one, and the research design is survey and content analysis. The datagathering tool was a questionnaire. To determine the total number of samples was determined using the statistical sample is proportional to the population size is considered. To analyze the data, descriptive and analytical statistics have been used. The case study was determined for our statistical population of 470 librarians and employees at the Astane Quds Razavi’s Organization for Libraries, Museums, and Document Centers. Statistical analyses for the 192 questionnaires were performed in LISREL. Findings: The results showed a significant negative relationship between organization indifference and organizational belonging and justice, the former being stronger (.095 compared to 0.15). In other words, an increase in organization justice and belonging reduces organizational indifference. Indifference is a kind of silent crisis, slow decline, and continuous, silent destruction that suppresses creativity and risktaking, and reduces organizational belonging. Organizational justice and organizational belonging are two influential factors in organizational indifference. Among the dimensions of organizational justice, distributive justice has a significant relationship with the components of organizational indifference such as scheduling satisfaction and pay satisfaction. Also, all dimensions of organizational belonging have a significant effect on organizational indifference. Organizational participation, with a coefficient equal to 81 percent, has the largest impact on the level of organizational indifference. Conclusion: This study conducted a comprehensive investigation using different factors in order to identify the relationship between and internal organization variables and organizational indifference. These findings could be used to improve staff performance. Therefore, the administrative director of Astane Quds Razavi’s Organization for Libraries, Museums, and Document Centers recommended that By paying special attention to the changing organizational justice and belonging; provide Terms of to reduce Organizational indifference staff in the organization.