Faculty of Economics, Commercial Sciences and Management Sciences

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    الثقافة التنظيمية وأثرها على سلوك المواطنة التنظيمية - دراسة حالة بالمؤسسة إتصالات الجزائر - فرع غرداية
    (جامعة غرداية/كلية العلوم الإقتصادية ، التجارية وعلوم التسيير, 2019-06-16) فاطمة, مصباح
    هدفت الدراسة إلى اختبيار أثر الثقافة التنظيمية بأنواعها على سدلوكيات المواطنة التنظيمية لدى الموظفين الإداريين بمؤسسة الاتصالات الجزائر فرع غرداية. – وباسدتخدام استبيان تم توزيعده علد عينة ميسرة مكونة مدن 90 موظف، وبعدد التحليل باسدتخدام برنامج التحليدل الإحصدائي Spss ( توصلت الدراسة إلى أن توجده مؤسسة نحو ثقافدة الأفدراد له أثر إيجدابي مباشدر على سلوكيات المواطنة التنظيمية لدى المدوظفين، بينما لا تدؤثر باقدي أنواع الثقافة التنظيمية علد سدلوكيات المواطنة التنظيمية . وقدمت الدراسة مجموعة من التفسيرات والتوصيات ذات الصلة بالموضوعL'étude visait à tester l'effet de la culture organisationnelle de tous types sur les comportements de citoyenneté organisationnelle du personnel administratif de la filiale algérienne des télécommunications, filiale de Ghardaïa. À l'aide d'un questionnaire distribué sur un échantillon non sélectif de 90 employés, après l'analyse à l'aide du programme d'analyse statistique (Spss), l'étude a révélé que l'orientation de l'institution vers la culture des individus avait un impact positif direct sur les comportements de citoyenneté organisationnelle des employés, tandis que les autres types de culture organisationnelle n'affectaient pas les comportements. Citoyenneté organisationnelle. L'étude a fourni une gamme d'explications et de recommandations pertinentes
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    دور الثقافة التنظيمية كمتغير وسيط في العلاقة بين العدالة التنظيمية وسلوكيات المواطنة التنظيمية - دراسة حالة
    (جامعة غرداية, 2021-11-25) أحمد, تاوتي
    This study aims to identify the role of organizational culture as a mediating variable in the relationship between organizational justice and organizational citizenship behaviors among a sample of employees and workers of the Directorate of Local Administration at the headquarters of the state of Djelfa. This study was applied to a sample of (268) employees out of the study population consisting of (497) employees. This study aimed to test a number of main and secondary hypotheses related to the direct and indirect relationships between the study variables, as well as the differences between employees towards the study variables. After collecting the statistical data based on the questionnaire as a main tool, it was analyzed by a set of statistical methods, on top of which is the confirmatory factor analysis using both (SPSS.v26) and (Amos.v26) program. The study reached a set of results, the most important of which are: • There is a low level of awareness of organizational justice in the institution under study; • There is a high level of organizational culture with all its dimensions in the institution under study; • The employees of the organization under study are aware of a high level of organizational citizenship behavior with all its dimensions; • There is a direct, statistically significant impact of organizational justice with its dimensions on the organizational culture in the institution under study; • There is a direct, statistically significant effect of organizational justice with its dimensions on organizational citizenship behaviors in the institution under study; • There is a direct, statistically significant effect of organizational culture on organizational citizenship behaviors; • There is an indirect impact of organizational justice on organizational citizenship behaviors through the prevailing organizational culture in the institution under study; • There are no statistically significant differences in the level of workers' awareness of organizational culture and organizational citizenship behaviors due to the variable (gender and age); ملخص الدراسة V • There are statistically significant differences in the level of workers' perception of organizational justice due to the variable gender and (age). Therefore we accept the first and second sub-hypothesis; • There are no statistically significant differences in the level of workers' awareness of organizational justice, organizational culture, and organizational citizenship behaviors due to the variable (educational qualification); • There are no statistically significant differences in the level of workers' awareness of organizational justice and organizational culture due to the variable (professional experience); • There are statistically significant differences in the level of employees' awareness of organizational citizenship behaviors due to the variable (professional experience). Therefore we accept the fourth hypothesis. The most important suggestion of this study is that managers and decision makers should take honest and fair decisions among employees and based on the foundations of equality and integrity values among employees and enhance the practices of organizational citizenship behaviors, as well as the prevailing organizational culture.