Organizational Commitment

Open Access Article

1 - Structural Model Of Mediating role of Organizational Commitment in the Relationship between Organizational Agility and Organizational Intelligence with Organizational Performance
Shiva Habibzade behnaz mohajeran Alireza ghaleei Mohammad hasani

The present study investigated the mediating role of organizational commitment in the relationship between organizational agility and intelligence with organizational performance. It is a descriptive, correlative analysis using structural equation modeling. Four questio More

The present study investigated the mediating role of organizational commitment in the relationship between organizational agility and intelligence with organizational performance. It is a descriptive, correlative analysis using structural equation modeling. Four questionnaires on organizational commitment, organizational agility, organizational intelligence and organizational performance are also used to measure data. Cronbach’s alpha was used to measure reliability of questionnaires which were 0.87, 0.86, 0.93, and 0.86 ,respectively Validity of questionnaires was tested using confirmatory factor analysis. Population of the study includes all the staff of inWestern Branches of Jahad Daneshgahi in Iran. Using Cochran’s formula, a number of 206 samples were takes using single-hop clustering sampling. Data analysis was performed by structural equation modeling using AMOS 22: Results indicate that organizational intelligence and organizational agility had direct causal relationship with organizational performance. Moreover, mediated by organizational commitment, organizational intelligence and organizational agility showed to have indirect causal relationship with organizational performance. Therefor suggested that the managers of the ACECR’s units focus on establishing components of organizational intelligence and organizational agility endeavor to improve organizational performance more than before Manuscript profile

Open Access Article

2 - Investigating the Relationship between Islamic Labor Ethics and the Organizational Commitment of Employees and Its Impact on the Functional Dimensions of Industrial Clusters (Case Study: oil, Gas and Petrochemistry Industrial Clusters in Markazi Province)
reza yadegari Kamaleddin Rahmani Farzin Modarres Khiyabani

Each organization is trying to develop and improve the level of organizational commitment and loyalty of its employees in order to obtain sustainable benefits. One of the effective factors, emphasized in various researches, especially in the religious researches, is the More

Each organization is trying to develop and improve the level of organizational commitment and loyalty of its employees in order to obtain sustainable benefits. One of the effective factors, emphasized in various researches, especially in the religious researches, is the role of ethics in achieving this aim. In recent years, ethics has become especially important because of the failure of large companies and crises in various businesses. The main purpose of this study was to investigate the relationship between Islamic labor ethic and organizational commitment and loyalty of employees and its impact on the functional dimensions of industrial clusters. In this research, the statistical population of the survey was the cluster of oil, gas and petrochemistry equipment manufacturers in Markazi province. the sample was selected among managers of companies active in this cluster through the Cochran formula. Data were collected through studying previous study and standard questionnaires and researcher-made questionnaires. To assess the reliability of these questionnaires, Cronbach's alpha test was used. The research hypotheses were tested using the Structural Equation Modeling (VAR) method via Smart PLS software. The results showed that there is a positive and significant relationship between Islamic labor ethic and the functional dimensions of industrial clusters in this statistical population. Also, the organizational commitment of employees plays a mediating role in the relationship between Islamic Labor ethic and functional dimensions of industrial clusters. Manuscript profile

Open Access Article

3 - The effect of good character of managers on organizational commitment of employees (Case study: Islamic Republic of Iran’s Customs Administration)

Abstract This study aims to review related literature about good character and organizational commitment to design a structural model to investigate the effect of good character of managers on organizational commitment of employees. The research model has been develope More

Abstract This study aims to review related literature about good character and organizational commitment to design a structural model to investigate the effect of good character of managers on organizational commitment of employees. The research model has been developed based on relationships among research variables and previous studies and has been tested by using regression analysis. The population was all personnel of Iran’s Customs Administration. To collect data, a field survey was performed on 106 people. Data was analyzed using SPSS software. Results indicated that dimensions of good character of manger (passion, humor, compassion, humility, courage, integrity, and wisdom) have positive and significant impact on organizational commitment. Finally, it was indicated that passion, compassion, humility, humor, integrity, courage, and wisdom, respectively, had the higher effects. Manuscript profile

Open Access Article

4 - Relationship between quality of work life and organizational commitment:the role of moderators Employee empowerment

The aim of the present research, the role of employee empowerment in the relationship between quality of work life and their organizational commitment. The present research is of a descriptive- correlative type that is based on the Census; 80 questionnaires were distri More

The aim of the present research, the role of employee empowerment in the relationship between quality of work life and their organizational commitment. The present research is of a descriptive- correlative type that is based on the Census; 80 questionnaires were distributed among Staff Imam Hasan Mojtaba hospitals in Kalat. The data collection tools were 3 questionnaires: quality of work life questionnaire (1973), the organizational commitment questionnaire of Allen and Meyer (1990), the Spreitzer’s empowerment questionnaire (1996). To determine the reliability coefficient of the questionnaires , Cronbach's alpha coefficient was used . Cronbach's alpha coefficients obtained for the three questionnaires, 85%, 78% and 92% respectively. To analyze the data, structural equation modeling and multiple regression was used. The findings show that the quality of work life and organizational commitment have a significant relationship.There is also a relationship between the quality of working life and employee empowerment (with the possibility of 99% have been identified. The results also show that employee empowerment have significant relationship with organizational commitment((with the possibility of 99% . In addition, research findings suggest an indirect impact the quality of working life on Organizational commitment this effect with the number 0.45 and is marked with 99% probability. Manuscript profile

Open Access Article

5 - Investigating the impact and influence of emotional intelligence’s component on organizational commitment and job satisfaction using Dematel (Case Study: Central Iranian oil Fields Company (I.C.O.F.C))
علی بنیادی نایینی Sirous Amirghodsi

The current research investigates the Impact and Influence of emotional intelligence’s component on organizational commitment and job satisfaction in Central Iranian Oil Fields Company (I.C.O.F.C). Research type is applied-developing and on the other hand descriptive-su More

The current research investigates the Impact and Influence of emotional intelligence’s component on organizational commitment and job satisfaction in Central Iranian Oil Fields Company (I.C.O.F.C). Research type is applied-developing and on the other hand descriptive-survey. The population of research is experts of the Iranian Central Oil Fields Company. The number of experts is selected by using theoretical saturation method and 15 experts are asked to answer the questions. In this research the Dematel questionnaire, modified by the researcher, has been used for gathering the information. Data analyses have been done by using Dematel method. The results have been shown that self-awareness is the most influential factor and the second influential variable is job satisfaction. When it comes to the intensity of the influence of emotional intelligence components, consciousness, self-motivation, social skills, empathy and self-control have been the most influential in order. The most influenced variable is organizational commitment. Between emotional intelligence's components which have influence on other components and variables, self-motivation is the most important factor. It also has an important influence on organizational commitment. In fact, the results of this study suggested that self-motivation is like a stimulant engine. When functioning properly, this engine can accelerate the movement of organizational commitment, empathy, self-control and even the social skills. Manuscript profile

Open Access Article

6 - Relationship between quality of work life and organizational commitment:the role of moderators Employee empowerment

The aim of the present research, the role of employee empowerment in the relationship between quality of work life and their organizational commitment. The present research is of a descriptive- correlative type that is based on the Census; 80 questionnaires were distri More

The aim of the present research, the role of employee empowerment in the relationship between quality of work life and their organizational commitment. The present research is of a descriptive- correlative type that is based on the Census; 80 questionnaires were distributed among Staff Imam Hasan Mojtaba hospitals in Kalat. The data collection tools were 3 questionnaires: quality of work life questionnaire (1973), the organizational commitment questionnaire of Allen and Meyer (1990), the Spreitzer’s empowerment questionnaire (1996). To determine the reliability coefficient of the questionnaires , Cronbach's alpha coefficient was used . Cronbach's alpha coefficients obtained for the three questionnaires, 85%, 78% and 92% respectively. To analyze the data, structural equation modeling and multiple regression was used. The findings show that the quality of work life and organizational commitment have a significant relationship .There is also a relationship between the quality of working life and employee empowerment ( with the possibility of 99% have been identified. The results also show that employee empowerment have significant relationship with organizational commitment( (with the possibility of 99% . In addition, research findings suggest an indirect impact the quality of working life on Organizational commitment this effect with the number 0.45 and is marked with 99% probability. Manuscript profile

Open Access Article

7 - Explaining the Relationship between Corruption and Tax Policy Implementation and the Role of Organizational Commitment (Yazd General Administration of Taxation)
Maryam Ali Omrani Alireza Manzari Tavakoli Sanjar Salajegheh

The aim of this study was to explain the relationship between corruption and the rate of implementation of tax policies with respect to the mediating role of organizational commitment in order to provide a favorable model. Regarding the role of moral values in the field More

The aim of this study was to explain the relationship between corruption and the rate of implementation of tax policies with respect to the mediating role of organizational commitment in order to provide a favorable model. Regarding the role of moral values in the field of corruption, it can be said that economic poverty and income disorders of employees of organizations, cultural poverty and lack of strong moral beliefs and lack of effective rules and regulations and control systems are among the main causes of corruption and the main factors are form. This phenomenon includes: main causes (roots) and facilitators. The research method is analytical, descriptive and correlational. The statistical population of 500 people included all employees of the General Department of Taxation of Yazd. The sample size according to Morgan table was equal to 221 people who were randomly selected. For data collection, a questionnaire of 20 questions of corruption with a validity of 75. and a reliability of 804. and a questionnaire of 11 questions of tax policy implementation with a validity of 74. and a reliability of 942. and a questionnaire of 24 questions of organizational commitment with a validity of 78. and a reliability of 907 / were used. Data analysis was performed with SPSS and Amos software. Data were collected through a questionnaire and the community of experts as a research tool. In order to analyze the data, statistical tests such as Pearson correlation coefficient and structural equation modeling were used. The research findings in the first step show that corruption has a negative and significant effect on organizational commitment. Also, corruption within the government has a negative and significant relationship with the implementation of tax policy. Organizational commitment as a positive moral characteristic also has a positive and significant effect on the implementation of tax policy. As a result, organizational commitment reduces the effects of corruption on tax policy implementation. Finally, it was shown that organizational commitment indirectly improves the implementation of tax policies and reduces the effects of corruption. Manuscript profile

Open Access Article

8 - Investigating the impact of ethical leadership dimensions on organizational commitment in the General Post Office of Kohgiluyeh and Boyer Ahmad provinces
Mohsen Abcher Mahmoud Abidpour

This research has been conducted with the aim of investigating the impact of ethical leadership dimensions on the organizational commitment of employees in the General Post Office of Kohgiluyeh and Boyer Ahmad provinces and the post office of Yasuj city. The research me More

This research has been conducted with the aim of investigating the impact of ethical leadership dimensions on the organizational commitment of employees in the General Post Office of Kohgiluyeh and Boyer Ahmad provinces and the post office of Yasuj city. The research method is descriptive and correlational, and the library method was used to develop the theoretical framework of the research. The statistical population of this research is the employees of the General Post Office of Kohgiluyeh and Boyer Ahmad provinces and the postal districts of Yasuja, which number 430 people. The sample size of 203 people was determined, and 191 questionnaires were analyzed among the distributed questionnaires. In this research, Allen and Mayer's standard organizational commitment questionnaire and researcher-made moral leadership questionnaire were used. The reliability of the ethical leadership questionnaire was calculated as 0.811 and its content validity was also confirmed. The results of the descriptive analysis of the data state that the organizational commitment index and its dimensions, as well as the ethical leadership index and its dimensions among the employees of the General Post Office of Kohgiluyeh and Boyer Ahmad provinces and the 4 post districts of Yasuj city are above average. The results of the inferential analysis and the test of research hypotheses state that there is a direct and meaningful relationship between ethical leadership (ethical person dimension, ethical manager dimension) and organizational commitment (emotional and normative). Although the mentioned correlations are not strong, the results of the regression models predict well the amount of organizational commitment changes (emotional and normative) by the ethical leadership variable (ethical person dimension, ethical manager dimension). Although there was no relationship between ethical leadership (the ethical person dimension, the ethical manager dimension) and organizational commitment (continuous), the results of the present research have a good overlap with the results of other researches in the field of ethical leadership and the effectiveness of organizational commitment. The effect of contextual variables including gender, education, age, history of activity and field of activity on the attitude towards ethical leadership and organizational commitment indicators was not confirmed. Manuscript profile

Open Access Article

9 - Examining the impact of selecting school principals with innovative management characteristics on motivation and organizational commitment
حبیب صمدزاده sukru ada

The purpose of this research was to investigate the impact of selecting managers with innovative management characteristics on the motivation and organizational commitment of teachers. The type of research is correlational in terms of descriptive method and it is applie More

The purpose of this research was to investigate the impact of selecting managers with innovative management characteristics on the motivation and organizational commitment of teachers. The type of research is correlational in terms of descriptive method and it is applied in terms of purpose. The statistical population of this research was made up of all the education workers of Khoy city in 1401-1402, and 215 people were randomly selected based on Cochran's formula. In order to collect data, organizational commitment questionnaires by Maududi, Steers and Porter in (1979), Omid et al.'s innovation (2002) and Lawrence and Jordan's motivation (2009) were used. The data obtained from this research were analyzed using SPSS 17 software and using descriptive statistics (mean, standard deviation) and inferential statistics (Pearson's correlation coefficient test and step-by-step multiple regression). The results showed that there is a significant relationship between the predictor variables and the criterion, also the regression results also showed that the sum of the predictor variables explained and predicted R2=0.33 of the variance of the criterion variable, that is, the predictor variables accounted for 33% of the characteristics score. They explain innovative management. Hope for companionship 15%, hope for power 11%, fear of failure 3%, emotional commitment 2% and continuous commitment predict 2% of changes in innovative management characteristics. The observed F level for predictor variables is significant at the 0.001 level. Therefore, it can be concluded that motivation and organizational commitment play a role in the level of innovative management characteristics. Manuscript profile

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