Azar Kafashpoor; MohammadReza Ahanchian; Gholamreza Malekzadeh
Volume 22, Issue 1 , June 2018, , Pages 143-164
Abstract
This study aimed to identify and describe different aspects of organizational commitment in managers of an existing organization. An emergent methodology was adopted to explain the grounded theory (GT). Using theoretical sampling principle, 15 managers selected from Iran Airports and Air Navigation company, ...
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This study aimed to identify and describe different aspects of organizational commitment in managers of an existing organization. An emergent methodology was adopted to explain the grounded theory (GT). Using theoretical sampling principle, 15 managers selected from Iran Airports and Air Navigation company, who were interviewed until achieving data saturation. Analysis of 359 codes showed 85 concepts and six subjects, which led to advent of the final research model called the “managers’ organizational commitment". The model shows the causes, covariances, contingencies, conditions, context and concequences of the main subject of research. Overall, the study could differentiate the concept of “managers’ organizational commitment” from the findings of all the studies conducted to the present in an attempt to demystify this issue.
Hossein Rahman Seresht; Mahmoud Alizadeh; Hadi Abdollahi
Volume 20, Issue 4 , January 2017, , Pages 147-176
Abstract
Most organizations use a variety of control mechanisms to direct and influence the attitudes and behaviors of employees, and assurance effectiveness of organizational goals attainment tools. So with regards the special status of organization structure and its role in leading the attitudes and behaviors ...
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Most organizations use a variety of control mechanisms to direct and influence the attitudes and behaviors of employees, and assurance effectiveness of organizational goals attainment tools. So with regards the special status of organization structure and its role in leading the attitudes and behaviors of employees and various aspects of the job, the purpose of this paper is study effects of organizational structure and job characteristics on job satisfaction and organizational commitment in Tax affaire organization of Tehran. Present study is a descriptive survey and to collect data, a questionnaire has been used that 350 numbers of employees in the Tax affaire organization of Tehran were selected as research sample. In this research, for data analysis, hypothesis and model testing, Cronbach's alpha coefficient test, Path Analysis (Multiple Regression) and Confirmatory Factor Analysis (CFA) were used under the both SPSS and LISREL software. Research findings indicate that Among the organizational structure variables, formalization is the most important influencing negative factor on Skill Variety, Task Identity and Task Autonomy. Also, it can be regarded that centralization is the main influencing factor on Task Significance and Feedback. Moreover, Among the job characteristics variables, job Feedback has the maximum effect on job satisfaction. Finally, the research finding indicated that job satisfaction has a positive and significant effect on organizational commitment.
Ashourizadeh Alireza; Abdoul Beyginia; Ahmad Sardari
Volume 17, Issue 2 , May 2013, , Pages 19-42
Abstract
Abstract . This research intends to identify the relationship between Individual and Organizational Values with Organizational Commitment in Al-Mahdi Aluminum Company in Hormzgan Proneinc. The research universe included 1000 employee and by using sampling method in a limited universe (Cochran's formula) ...
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Abstract . This research intends to identify the relationship between Individual and Organizational Values with Organizational Commitment in Al-Mahdi Aluminum Company in Hormzgan Proneinc. The research universe included 1000 employee and by using sampling method in a limited universe (Cochran's formula) a sample of 165 people was selected, Schwartz questionnaire was used to measure individual values , a researcher made questionnaire used to assess organizational values, and Balfour and Wechsler questionnaire was used to measure organizational commitment . Reliability coefficients of these questionnaires were 90%, 81% and 73% respectively. Based on correlation, research data were analyzed with SPSS software and research hypotheses were tested using techniques of inferential statistics. The results confirmed all hypothesis and showed that there is a relatively strong correlation between "individual values" with "continuous commitment". Also a significant and positive correlation between organizational values such as identification commitment and exchange commitment was observed. Key words: values, individual values, organizational values, organizational commitment
Ahmad Esakhani; Ali Asghar Fani; Hsssan Danaee Fard
Volume 16, Issue 2 , July 2012, , Pages 151-166
Abstract
In a recent decade there has been a great deal of interest in work engagement. This interest stems from evidences that show the strong relationship between engagement and individual and organizational outcomes. It has been reported that the level of employee engagement in organization is low. The decline ...
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In a recent decade there has been a great deal of interest in work engagement. This interest stems from evidences that show the strong relationship between engagement and individual and organizational outcomes. It has been reported that the level of employee engagement in organization is low. The decline in level of employee engagement costs organization billions of dollar in term of lost productivity. Different factors (such as job demands, job resources, personal resources) has been identified as antecedents and also different factor (such as organizational commitment, job satisfaction, Organizational citizenship behavior etc.) as consequences of work engagement. In this line, aim of this research is to explain antecedents of work engagement and its effect on organizational commitment. Results show that job resources (autonomy, social support, feedback, supervisory coaching, opportunities for development) and personal resources (self efficacy, proactive personality, conscientious trait) are work engagement antecedents. And work engagement has positive effect on organizational commitment.
