۱۰۰٫۰۰۰

Extraction Method: Principal Component Analysis.

A survey on the relationship between organizational trust and organizational justice with manpower productivity in employees of shahroud fatemiye hospital
Abstract
The current research is in the following concepts of organizational behavior, with purpose of the survey of relationship between organizational trust and organizational justice with manpower productivity in employees of shahroud fatemiye hospital, implemented. In other to conduct this study, all the staff in fatemiye hospital, equal to 275 people were considered as statistical population and were studied, among which 160 were selected and evaluated using simple randomized sampling and cochran formula. In terms of approach, purpose and data collection, this study is respectively descriptive-correlation, practical, and field study. Accordingly to evaluate the basic concepts of the research, three standard questionnaires were used: 1) organizational trust by Gary Ruder (2003) involving 34 questions, 2) organizational justice by Niehoff & Moorman (1993) involving 19 questions, and 3) manpower productivity by Hersey & Goldsmith (1980) involving 26 questions. Using cronbach’s alpha method, the stability of the questionnaires according to the three above mentioned variables was respectively calculated as: 0/831, 0.936 and 0.931. The accuracy of questionnaires was also tested using content analysis, and confirmed using exploration factor and KMO standard. Collected data was analyzed by using descriptive and analytical standards. The final result of the research, which was provided using SPSS software, confirms the entire hypothesis in the research, as the results of the hypothesis show a positive and meaningful relationship between organizational trust and it’s aspects on the productivity of manpower. A positive and meaningful relationship was also observed between staff’s understanding of organizational justice and it’s aspects on manpower productivity. The results of regression analysis (step by step) show that organizational trust and organizational justice are able to predict workforce productivity by two steps (Sig <0.05). The other outcome of the study is that understanding of organizational justice, organizational trust and manpower productivity was equal (no significantly difference) among men and women in different ages groups, with different job tenure, employment status, and also educational levels. However in case of »ability« which is one of the dimensions in manpower productivity, the ideas of different recruitment departments were not the same.
Keywords: Organizational trust, Organizational justice & Manpower productivity.
- Trust ↑
- Organizational Justice ↑
- Cho et al ↑
- Gayton ↑
- Organizational Trust ↑
-Smith Birney ↑
- Shockley Zalabak ↑
- Nyhan ↑
- Ellonen et al ↑
- Jeon ↑
- Mishra Morrissey ↑
- Kwai Fatt et al ↑
- Nadisic ↑
- Moore ↑
- Okun ↑
- Thibaut Walker ↑
- Mcnabb ↑
- Kwai Fatt ↑
- Park Yoon ↑
- Seyed Ameri ↑
- Taylor ↑
- Pucetaite Lamsa ↑
- Yilmaz Atalay ↑
- Meamarzadeh ↑
- Karriker Williams ↑
- Brown, Bemmels Barclay ↑
- Dailey Kirk ↑
- Brockner et al ↑
- Jeon ↑
- Cazier et al ↑