The mediating role of organizational self-esteem in the relationship between organizational justice and job adaptability in the employees of the Imam Khomeini (RA) relief committee in Fars province

Dissertation for Master's degree (M.A) orientation: industrial and organizational

The mediating role of organizational self-esteem in the relationship between organizational justice and job adaptability

in the employees of the Imam Khomeini (RA) Relief Committee of Fars province

by: Muslim Damiri

Abstract

The aim of this research was to investigate the mediating role of organizational self-esteem in the relationship between organizational justice and job adaptability of employees is The descriptive research method was correlation type. The statistical population of your research was 750 employees of Fars Province Relief Committee, the statistical sample includes 150 people who were selected by cluster sampling method. The measurement tools were Peer, Gardner, Cummings and Dunham's organizational self-esteem questionnaire, Porkbirian's job adaptability questionnaire and Niehoff's and Moorman's organizational justice questionnaire. Data analysis was done with Pearson's correlation coefficient test and regression analysis. The results showed that self-esteem plays a mediating role in the relationship between organizational justice and job adaptability. On the other hand, the components of organizational justice have a significant relationship with job adaptability. Also, among the components of job adaptability, organizational self-esteem has a significant relationship with being active, reactive and persistent. On the other hand, among the predictor variables, the components of organizational justice are distributive justice and procedural justice, and the predictor variable of organizational self-esteem has a significant relationship with the criterion variable of job adaptability. Organizational self-esteem has a larger beta than distributive justice and distributive justice than procedural justice, respectively, and is a stronger predictor for job adaptability.

Keywords: job compatibility, organizational justice, organizational self-esteem

Introduction

One of the most important resources of any organization is its human resources. The constituents of this force are people with feelings who, if they have enough motivation, use their talents and skills to serve the organization. Having morale and job satisfaction is very important in achieving high productivity of organizations. Also, one of the important factors in increasing the mental energy of the employees of an organization is to improve their job satisfaction (Shahrabi Farahani, 2013, p. 163).

The results of behavioral science research in general and organizational behavior in particular show that the optimal use of human resources relies on actions that create an atmosphere and space in the organization so that each employee with full satisfaction and a sense of security can put in maximum effort towards the desired job duties. Brand (Sadeghian, 1388, p. 50).

Job compatibility is one of the basic concepts in theories of career development in relation to professional behavior, and since the most important factor in achieving the goals of any organization is manpower, and undoubtedly the success and progress of any organization depends on its manpower. Since work has taken an important place in people's lives, it affects not only the physical condition of people but also their psyche. If organizations are concerned about developing human resources and achieving a sustainable competitive advantage in the market, meeting the needs of employees is essential and important (Hosseini, 2012).

In fact, the workplace is the second home of man. It is clear that this environment, like the home environment, should meet the minimum psychological needs of people so that they can improve their professional knowledge and work honestly while earning money. Probably, a major part of everyone's life is spent on their job, which can be voluntary or forced. Research shows that job satisfaction is related to mental health, hope for a longer life (Hosseini, 2013).

Job compatibility is an important factor for continued successful employment. Job adaptability means a person's psychologically compatible and favorable state towards the desired job after employment (Revival, Shafiabadi, Sudani, 2017, p. 4).

However, in the current changing and evolving conditions, organizations are forced to pay sufficient attention to their human resources in order to achieve greater efficiency and effectiveness and finally achieve their set goals. The attitude of people is affected by their perceptions regarding the level of justice in the organization (Haghigi, Ahmadi, Ramin Mehr, 2018, p. 80).

This belief is common in our culture that the consequences of every work must be accompanied by justice. Justice is often understood in the organization and is referred to as organizational justice. Justice is a concept mixed with society and is present in most aspects of life.Organizational justice may potentially explain many outcome variables of organizational behavior. Organizational justice is the degree to which employees feel that the laws, procedures and organizational policies related to their work are fair.

Since human resources are considered one of the most important assets of organizations today. Humans are the most important problem for managers in knowledge-based organizations. People have several different self-concepts throughout their lives.  Self-esteem is an important self-awareness and a strong factor in motivating a person to work, determining capacity, self-directedness, self-control, and the desire for beneficial work behaviors.

Employees' self-esteem and maintaining and promoting it will be one of the most important ways to increase their motivation and consequently their value and efficiency. . Satisfaction is the driver of restoration and reconstruction behavior, and dissatisfaction is the driver of adaptive behavior. In some places, the mismatch between a person's needs and the benefits of the environment is striking, and the person will force adaptation.

The term occupational adaptation is often used to summarize the process by which each person increases the general skills and abilities that are necessary to adapt to the needs of the work environment (Strasser[1]Wlasting[2], 2003, p. 129).

Occupational adaptation It is characterized by reducing conflict and increasing efficiency at work. Job adaptability includes the description and explanation of behaviors that lead to the effective and good performance of tasks required by people and a positive attitude towards a new work role. Therefore, in the definition of job adjustment, individual factors, social support and work factors are emphasized (Kuang[3] and Ying[4], 2007, pp. 267, 268).

Job adjustment is considered an important factor for continued successful employment. Every person expects that employment in the desired job will provide maximum satisfaction, health and credibility for the person and also fulfill his basic needs. In the field of job compatibility, various definitions have been provided. It can be said that job adaptability is the mental state of a person in relation to the desired job after employment, job adaptability is a combination and collection of psychological factors and non-psychological factors. Non-psychological factors include all tools and work tools that are used by the working person in some way to do the work. But the psychological factor includes the personal characteristics and learned experiences of a person in relation to his job, such as mutual communication with others, a positive view of the job, sufficient income and valuing the work that make the person adapt to his job and continue doing it (Shafiabadi, 1386, p. 92).

According to Hershenson[5], job adaptation has three components: 1- Job role behavior 2- Employee performance of tasks 3- Satisfaction (Hershenson , 1996, p. 442).

Also, job adaptation is one of the important factors of increasing the productivity and profitability of employees towards the organization, their belonging and dependence on the work environment, increasing the quantity and quality of work, establishing good and humane relationships at the workplace, raising morale, love and interest in work.   

One of the factors that makes a person find compromise with his job is having self-esteem and self-confidence.

The coordination of job adaptation and organizational self-esteem of employees will lead to an increase in value in the organization, and will lead to an increase in efficiency and productivity. Man's failure and inability has only one reason, which is not believing in reality. Cooper Smith (2003) expresses his theory regarding self-esteem as follows, self-esteem affects a person's relationships, and those who have high self-esteem usually have better interpersonal relationships and consider self-esteem as an individual evaluation that is usually maintained with regard to oneself. Also Rogers; Self-esteem is defined as a personal evaluation of one's own worth or a kind of judgment regarding the worth of one's existence. He believes that this trait is general in humans and is not limited and fleeting. According to Rogers, self-esteem arises from the need for positive attention from others. The need for positive attention from others includes feedback, warm and loving behavior, intimacy, acceptance, and kindness from the environment (Hosseini, 2010).