Fatemeh Taheri; nahid mehrbakhsh
Abstract
IntroductionResearch related to the two fields of work and family, shifted from conflict-oriented approaches to balance-oriented approaches and today to the enrichment of these two fields. In work-family enrichment and family-work enrichment, work and family are thought to be interdependent; Therefore, ...
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IntroductionResearch related to the two fields of work and family, shifted from conflict-oriented approaches to balance-oriented approaches and today to the enrichment of these two fields. In work-family enrichment and family-work enrichment, work and family are thought to be interdependent; Therefore, experience, resources, skills and opportunities gained in the workplace, improve family life and, conversely, positive mood and behavior and a sense of success in personal life affect the performance of people in the workplace. The present study investigated the antecedents and consequences of work-family enrichment. The antecedents extracted from the research literature are social support, personality traits, and job characteristics, that affect work-family enrichment and family-work enrichment through organizational commitment. Consequences also include innovative behaviors, life satisfaction, and job satisfaction that are affected by work-family enrichment and family-work enrichment through psychological capital and social-emotional characteristics. MethodThe statistical population of the study consisted 220 employees of Farabi Campus of Tehran University. The research method is descriptive-correlational and the instruments included standard questionnaires. A statistical sample of 139 people was selected by simple random sampling method. Data were analyzed using structural equation modeling and SPSS and Smart PLS software packages. ResultsThe results of the research showed that among the antecedents, social support and personality traits have a positive and significant relationship with work-family enrichment and family-work enrichment, and job characteristics only have a positive and significant relationship with work-family enrichment through organizational commitment. Also, both dimensions of work-family enrichment have no significant relationship with the considered consequences. DiscussionManagers' attention to the factors that facilitate the work-family of employees in an organization can be effective in reducing employees’ stress, improving their performance, and improving organizational productivity. Improving the quality of personal life of employees is another result of this study that has a direct impact on employees’ health in the long term and their efficiency in the organization. According to the research results, adapting employees' job plans to their family responsibilities, providing various facilities related to the workplace and their personal life, holding various training courses regarding employees’ attitude change, and generally providing various organizational support are suggested.
zahra soltani shal; golnoosh Baledi
Abstract
IntroductionThe COVID-19 pandemy is an extraordinary world health crisis, with its rapid spread over the world, which associated with too much mortality. In this situation, healthcare professionals have a vital role. Their resilience during COVID-19 pandemy is crucial not only for continuous and safe ...
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IntroductionThe COVID-19 pandemy is an extraordinary world health crisis, with its rapid spread over the world, which associated with too much mortality. In this situation, healthcare professionals have a vital role. Their resilience during COVID-19 pandemy is crucial not only for continuous and safe patients care but also for control of any outbreak. The present study was conducted to Identify and discover the psychological and organizational variables affecting resilience in nurses in critical and stressful pandemic conditions in 2020. This research is applied in terms of purpose and qualitative in terms of data collection. MethodThe study population included nurses working in hospitals designated for patients with coronavirus in Mashhad and Bojnourd cities. Sampling was done purposefully and data was collected from 15 nurses through in-depth semi-structured interviews by observing social distance and using the mass communication means. The interview was conducted to analyze the data using the framework analysis method consisting of five steps. ResultsAccording to the data collected from psychological variables, psychological flexibility and spiritual intelligence have played a decisive role in nurses' resilience, and among organizational variables, organizational commitment (emotional commitment, continuous commitment, normative commitment) has played a prominent role in nurses' resilience. DiscussionAccording to the results of interviews, spiritual intelligence, psychological flexibility, and organizational commitment have led to the resilience of nurses. on the other hand, the lack of proper quality of work-life in pandemic conditions has not created an obstacle for nurses to continue their efforts. And despite the critical situation and the lack of health and psychological facilities, they have continued to work which shows that the inner and spiritual components play a decisive role in nurses' resilience in critical situations.
mostafa Asheghi; Seyedmohammadjavad Mousavinia; Abdulzahra Naami
Abstract
IntroductionThe purpose of this study was to investigate the relationship between ethical leadership and organizational identification with unethical pro-organizational behavior mediated by organizational commitment. Unethical pro-organizational behavior refers to “actions that are intended to ...
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IntroductionThe purpose of this study was to investigate the relationship between ethical leadership and organizational identification with unethical pro-organizational behavior mediated by organizational commitment. Unethical pro-organizational behavior refers to “actions that are intended to promote the effective functioning of the organization or its members, and violate core societal values, morales, laws, or standards of proper conduct”. This definition highlights two dimensions of Unethical pro-organizational behavior. First, UPOB is unethical in that it involves committing an action that goes against widely societal values, laws, or norms. Second, UPOB is intentional insofar as employees engage in the UPOB intending to benefit the organization, members of the organization, or their leader. MethodThe present study was a descriptive correlational study. The population of the present study included all the employees of Shahid Chamran University of Ahvaz, from which 133 persons were selected by stratified random sampling method as the sample of the study. The data collection instruments were the ethical leadership (Brown et al.), organizational identification (Mael & Ashforth), unethical pro-organizational behavior (Umphress et al.), and organizational commitment (Allen & Meyer) questionnaires. Data were analyzed using structural equation modeling (SEM) in SPSS-23 and AMOS-23 softwares. ResultsStructural equation modeling analysis confirmed the fitness of the proposed model. The results showed that ethical leadership and organizational identity have positive and significant effects on unethical pro-organizational behavior (p<0.01). Also, the mediating role of organizational commitment in the relationships of ethical leadership and organizational identity with unethical pro-organizational behavior were confirmed (p<0.01). DiscussionIn general, the results showed that when an organization has ethical leadership and employees have a high involvement with their work and work environment, in such circumstances, they will have more organizational commitment and will seek compensation according to social exchange theory. So, probably they will have more unethical pro-organizational behavior To benefit their organization.
yaser haji aghanezhad; Ahadullah Angazi Quds
Abstract
Introduction
In today's era, one of the most important basic challenges of the human resource managers is to maintain capable employees in order to create the success of the organization and to use them optimally. This research was conducted with the aim of investigating the relationship between the ...
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Introduction
In today's era, one of the most important basic challenges of the human resource managers is to maintain capable employees in order to create the success of the organization and to use them optimally. This research was conducted with the aim of investigating the relationship between the participative work climate and organizational commitment of employees in a military unit.
Method
The statistical population was the employees of the headquarters area of a military unit, and 184 people were selected as a statistical sample through a simple random sampling method. Instruments included Cooperative Climate Questionnaire (Djokovic et al., 2018), and Organizational Commitment Questionnaire (Meyer & Allen, 1991). Data were analyzed using structural equation modeling and SPSS and AMOS software.
Results
The results showed that the cooperative climate and its dimensions (participation culture in the organization, support of work groups, employees' attitude and continuous monitoring) have a positive and significant effect on the organizational commitment of a military unit.
Discussion
As long as a military unit has a culture of participation, help, and cooperation, it can be expected that organizational commitment will spread to other employees as well. To the extent that team building and support of work groups are done well in this military unit, this climate of cooperation of work groups will make organizational commitment effective in this department.
Mahdi Nadaf; Mahta Joodzadeh
Abstract
IntroductionManagers need to know the principles of organizational behavior. One of the basics of management in organizations is having information about employees' attitudes. Employees' attitudes can affect their performance. Considering employees' job attitudes can be of great benefit for organization, ...
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IntroductionManagers need to know the principles of organizational behavior. One of the basics of management in organizations is having information about employees' attitudes. Employees' attitudes can affect their performance. Considering employees' job attitudes can be of great benefit for organization, because attitudes are one of the basic predictors of behavior. Job attitude is a kind of feeling towards one's job that is result of factors such as the nature of the job, organizational, environmental, and also individual factors. The purpose of this study was to investigate qualitatively the employees’ job attitudes in Bidboland Gas Refining Company. The main and important attitudes that are addressed in the present study include job satisfaction, job involvement, organizational commitment, and perceived organizational support. Among the proposed attitudes, job involvement can act as a key attitude for the organization, because job involvement leads to job satisfaction, organizational commitment, especially emotional and normative commitment, and desire to stay in job. Job involvement also reduces absenteeism and turnover and increases positive and voluntary behaviors such as humanitarian actions. MethodThe statistical population of the study was all managers and employees of Bidboland Gas Refining Company. 50 employees were selected by snowball method as research sample. The instrument was semi-structured interviews, and qualitative content analysis was used for data analysis. ResultsThe results showed that a total of 4 variables, 20 dimensions and 27 components were obtained for the four job attitudes. 8 dimensions and 15 components for the job satisfaction; 3 dimensions and 3 components for the organizational commitment; 5 dimensions and 5 components for the perceived organizational support, and 4 dimensions and 4 components were obtained for the job involvement variable. DiscussionGiven that job attitudes affect the behaviors of employees in organizations, by recognizing job attitudes, many job events such as job burnout, apathy, various misconduct, and finally leaving the job can be prevented. And this is very useful for managers of organizations.
Saleh Rahimi; Tahereh Mirzaie; Faramarz Soheili
Abstract
Introduction Whether employees have control over job stress, their mental health, and organizational commitment will increase. One of the main factors for measuring the superiority of one organization to another one is its employees. Commitment and the mental health of employees increase job performance, ...
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Introduction Whether employees have control over job stress, their mental health, and organizational commitment will increase. One of the main factors for measuring the superiority of one organization to another one is its employees. Commitment and the mental health of employees increase job performance, productivity, and effectiveness of the organization. Therefore, the purpose of this study was to investigate the relationship of job stress with mental health and organizational commitment in employees of Ilam province public librarians. Method The present research was a descriptive correlational study that was conducted by a survey method. The statistical population of this study included 123 employees of Ilam province public librarians. Mayer and Allen’s Organizational Commitment (1990), Goldberg’ General Health (1972), and Cooper et al.’ Job Stress (1988) Qquestionnaires were used for data gathering. The reliability of all questionnaires was calculated through Cronbach's alpha. Sstructural equation modeling in Lisrel software was used for data analysis. Results Results showed that, there was no significant relationship between job stress and mental health. The relationship of job stress and organizational commitment was negative and significant. Discussion Results showed that job stress decreases organizational commitment, therefore, libraries managers should pay attention to this issue, and should try to reduce the job stress of the workplace.
Kimiya Toosi; Masoud Bakhtiary; Farid Salehi
Abstract
Introduction Job security is a set of feelings and perceptions of having a suitable job and ensuring its continuity in the future, making the organization less vulnerable to human stress. Job security increases one's productivity, commitment to the organization, physical and mental health, morale, life ...
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Introduction Job security is a set of feelings and perceptions of having a suitable job and ensuring its continuity in the future, making the organization less vulnerable to human stress. Job security increases one's productivity, commitment to the organization, physical and mental health, morale, life satisfaction, and ability to learn new job skills. The presence or absence of a sense of job security in the workplace can have important and effective consequences for employees and organizations. Therefore, the purpose of the present study was to investigate the relationship of job security with organizational commitment and counterproductive behaviors. Method The research method was correlational. Data were analyzed by Pearson correlation and Regression methods using SPSS-20 software. The statistical population of the present study includes employees of National Iranian Drilling Company. From this population, 364 employees were selected by simple random sampling method. The instrument included Job Security, Organizational Commitment, and Deviance Workplace Questionnaires. Results The results of regression analysis showed that job security has a positive and significant relationship with organizational commitment. In other words, job security had significant predictive power for organizational commitment (β=0.43, p < 0.0001). Also, the standard coefficient of job security regression was negative and significant for counterproductive behaviors (β= -0.17, p < 0.003). Discussion Overall, the results indicated that job security is able to predict organizational commitment in a positive way and counterproductive behaviors in a negative direction. Making employees aware of the changes enhances their sense of security. It is also suggested to use intra-organization consulting services to express personal and occupational views, opinions and problems in order to reduce the anxiety and bad feelings in the organization.
Montaha Mosavi; Noori Kaabomeir
Abstract
Introduction Age is one of the demographic characteristics that has been studied as one predictor variable in many studies. In addition to focusing on the chronological age or actual age of the individual, the researchers have also studied the concept of subjective age (perceived age). When people feel ...
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Introduction Age is one of the demographic characteristics that has been studied as one predictor variable in many studies. In addition to focusing on the chronological age or actual age of the individual, the researchers have also studied the concept of subjective age (perceived age). When people feel younger than their chronological age, their health, vitality, and productivity will increase. Therefore, the purpose of the present study was to investigate the relationship of subjective age with job satisfaction, organizational commitment and job well-being considering the mediating role of recognition of work experiences. Method The research design is descriptive correlational design. The statistical population of the study consisted of all employees of an industrial company in Ahvaz. A sample of 203 individuals was selected using a stratified random sampling method to obtain the most representative sample. To measure the variables of study, self-report instruments include Subjective Age Questionnaire (researcher-made), Work and Life Events Inventory (Berube, 2010), Job Satisfaction Scale (Warr et al., 1979), Organizational Commitment Scale (Mowday et al., 1979), and Employee Well-Being Scale (Zheng et al., 2015) were used. Data analysis was performed using structural equation modeling (SEM) using AMOS-22 software. Also, in this study, the Bootstrap method was used to determine the significance of indirect paths. Results The results showed that the research proposed model fit indices are sufficiently desirable. However, a better fit in the final model was achieved by eliminating non-significant direct paths (subjective age to job satisfaction, subjective age to organizational commitment, subjective age to job well-being). Also, the results of the Bootstrap for indirect paths showed that all indirect paths are significant; in other words, recognition of work experiences mediates the relationship between subjective age with job satisfaction, organizational commitment, and job well-being. Discussion Overall, given the positive impact of recognition work experiences on important job outcomes such as job satisfaction, organizational commitment, and job well-being, it is suggested to managers to consider programs in their management process to identify and appreciate employees' work experiences. Also, given the findings of this study on the importance of recognition work experiences, it is suggested that managers appreciate older employees who voluntarily share their work experiences.
Hamed Mohammadi
Abstract
Introduction Job engagement and organizational commitment are two important job attitudes that have been the focus of human resource management, organizational behavior and psychology scholars over the past years. Therefore, the purpose of the present study was to investigate the relationship between ...
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Introduction Job engagement and organizational commitment are two important job attitudes that have been the focus of human resource management, organizational behavior and psychology scholars over the past years. Therefore, the purpose of the present study was to investigate the relationship between job engagement and organizational commitment in employees of Mazandaran Province Gas Company. Method The statistical population of this research was all employees of Mazandaran Province Gas Company. Cochran's formula was used to calculate the sample size. 85 employees were selected by stratified random sampling method. The instrument included 5-item Organizational Commitment Questionnaire and 14-item Job Engagement Questionnaire. Cronbach's alpha was calculated 0.86 for organizational commitment questionnaire and 0.92 for job engagement questionnaire. Results The findings indicated that there is a positive and significant relationship between job engagement and organizational commitmen. Discussion BecauseMazandaran Province Gas Company is a project-oriented and service company, its employees are always faced with negative consequences such as stress and burnout. Employees’ job engagement and organization commitment can be a cure for these adverse job outcomes.
Leila Vakilian; Javad Khalatbari
Abstract
Introduction The purpose of this research was to investigate the relationship of perfectionism and organizational commitment with self-efficacy. Method The research method was correlational and the statistical population of this research included all Qazvin Glass Factory employees. From this population ...
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Introduction The purpose of this research was to investigate the relationship of perfectionism and organizational commitment with self-efficacy. Method The research method was correlational and the statistical population of this research included all Qazvin Glass Factory employees. From this population 120 employees were selected by simple random sampling method. Data were collected by perfectionism questionnaire, organizational commitment scale and self-efficacy scale. Pearson correlation coefficients and multiple regressions were used for data analysis. Result The results showed that the correlation coefficient between perfectionism and self-efficacy also the correlation coefficient between organizational commitment and self-efficacy were statistically significant. Another finding showed that perfectionism and organizational commitment have a significant predictive power of self-efficacy. Discussion According to the results of this study, employees’ self-efficacy can be increased through perfectionism and organizational commitment.
Hassan Ghazanchaei; Mohammad Ehsan Taghizadeh; Mahdieh Rahmanian
Abstract
Introduction Organizational commitment and job performance are among the most important organizational concepts that their role is very important in all aspects of an organization and training to improve these variables has always been the focus of managers. Despite of using training methods based on ...
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Introduction Organizational commitment and job performance are among the most important organizational concepts that their role is very important in all aspects of an organization and training to improve these variables has always been the focus of managers. Despite of using training methods based on other approaches in psychology, the use of group training based on choice theory has been limited. The theory of choice is based on the psychology of internal control, and argued that human behaviors, emotions, and motivations are considered internal events. Responsibility training is based on choice theory and aims to teach people to adopt new behaviors to improve their unhappy relationships and satisfy their needs, and overall to increase their ability to control life effectively. The purpose of this study was to investigate the effectiveness of group responsibility training based on the choice theory on organizational commitment and job performance. Method The pretest posttest control group desighn was used. The sample consisted of 40 employees, selected through stratified random sampling method from all engineers working in different engineering departments of Nargan Consulting Engineers Company. 40 employees were randomly assigned in two experimental and control groups. Allen and Meyer organizational commitment questionnaire including three emotional, continuance and normative components was used to measure the organizational commitment. Job performance was measured by Patterson job performance questionnaire. This questionnaire measures four components of job performance including sense of responsibility, discipline, cooperation and job improvement. After pre-test measurement, training was administered for the experimental group and then the post-test was performed. The data were analyzed by ANCOVA. Results The results of ANCOVA showed that the effect of training on organizational commitment (p < 0.001) and job performance (p < 0.012) were significant. Discussion In general, this study investigates the effectiveness of group responsibility training based on choice theory on organizational commitment and job performance.The results of this study confirmed the previous studies regarding the effectiveness of the theory of choice training on improving individuals' behavioral abilities and acceptance of work life responsibilities.
Saleh Rahimi; Vakil Ahmadi; Zohre Azizi
Abstract
Introduction Job attitudes is a concept that reflects the positive and negative perceptions of the individuals about work and the various aspects of their work environment. An appropriate and positive attitude is concerned for achieving individual and organizational success. Research regarding the attitudes ...
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Introduction Job attitudes is a concept that reflects the positive and negative perceptions of the individuals about work and the various aspects of their work environment. An appropriate and positive attitude is concerned for achieving individual and organizational success. Research regarding the attitudes of employees in the organization will make managers be aware of employees’ views and expectations about their jobs, responsibilities, and organization climate, and to determine whether the policies and practices implemented by them are equitable for all employees. The purpose of this study was to investigate the relationship of job attitudes (Job engagement, organizational commitment, and job satisfaction) with job performance of Kermanshah public librarians. Method Research design was a descriptive correlational study. The population of this study was all Kermanshah public librarians. 83 librarians were randomly selected. Instrument included Allen & Meyer’ (1990) Organizational Commitment, Schaufeli & Bakker’ (2006) Job Engagement, Weis et al’ (1967) Job Satisfaction, and Hersey & Goldsmith’ (1980) Job Performance Questionnaires. The content validity and internal consistency reliability of the questionnaires were confirmed. The data were analyzed by pearson orrelation oefficient and multivariate regression analysis. Results The results showed that there was a positive significant relationship between job engagement, job satisfaction and organizational commitment with librarians' job performance. Also, the results of Multivariate Regression Analysis showed that job engagement (β=0.52, p < 0.001), job satisfaction (β=0.44, p < 0.001), and organizational commitment (β=0.45, p < 0.001) predicted job performance, significantly. Discussion The results showed that organizational commitment, job engagement and job satisfaction are important factors that can predict job performance of librarians. Librarians with high organizational commitment, job engagement, and job satisfaction do more efforts because they are motivated to and satisfied with their organization and their jobs. As the findings showed, the highest the correlation between job engagement (an attitude that makes individuals psychologically identify themselves with their job) and job performance, the level of librarians' performance would be high. Therefore, in the long-term planning for public libraries, librarians' job attitudes should be taken into consideration. This requires managers to provide appropriate context for improving and increasing employees’ job engagement, job satisfaction and organizational commitment. Managers should pay attention to employees' attitudes, because employees' attitudes affect the behavior of individuals in the organization.
Shahla Shirani; Younes Mohammadi Yousef Nejad
Abstract
The aim of the present study was to investigate the effectiveness of cognitive-behavioral stress management training on work-family conflict, organizational commitment and perceived stress in ABFA employees in Isfahan. The research method was experimental with pre-test post-test with control group design. ...
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The aim of the present study was to investigate the effectiveness of cognitive-behavioral stress management training on work-family conflict, organizational commitment and perceived stress in ABFA employees in Isfahan. The research method was experimental with pre-test post-test with control group design. Thus, 30 employees were selected and were randomly assigned into experimental (15 employees) and control (15 employees) groups. The experimental group received the intervention of cognitive-behavioral stress management training during 10 sessions (90 minutes); but the control group didn’t receive any intervention. Instruments were Carlson et al. Work-Family Conflict, Cohen et al. Perceived Stress and Meyer & Allen Organizational Commitment Questionnaires. The data were analyzed by covariance analysis using SPSS-23 software. The results showed that cognitive-behavioral stress management training had a significant effect on work-family conflict, organizational commitment and perceived stress.
Jeiran Mohammadi; Farajollah Rahimi; Eslam Fakher; Ghasem Shoeibi
Abstract
In the last decade, human resource managers have emphasized the personality-job fit as one of the most important factors in attaining organizational goals and increasing organizational commitment and job performance. The aim of this study was to investigate the current state of personality-job fit as ...
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In the last decade, human resource managers have emphasized the personality-job fit as one of the most important factors in attaining organizational goals and increasing organizational commitment and job performance. The aim of this study was to investigate the current state of personality-job fit as well as its relationship with job performance through organizational commitment. The statistical population of the research is all employees of Khuzestan Steel Company. From this population 384 employees were selected by simple random sampling method. Instrument included personality types, organizational commitment and job performance questionnaires. Analysis of the collected data through valid and reliable questionnaires showed that employees of Khuzestan Steel Company are in a suitable state (above average) in terms of the personality-job fitness. Also, results of structural equation modeling using Liserel software showed the positive and significant relationship between personality-job fit and job performance directly and indirectly through the organizational commitment.
GH. AMIRNEJAD
Abstract
The Purpose of this study was to investigate the casual relationship of organizational leadership with organizational agility through job satisfaction and organizational commitment. Statistical Population was 325 employees of National Iranian Drilling Company. From this population, 176 persons were selected ...
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The Purpose of this study was to investigate the casual relationship of organizational leadership with organizational agility through job satisfaction and organizational commitment. Statistical Population was 325 employees of National Iranian Drilling Company. From this population, 176 persons were selected by simple random sampling method. In order to collect data, four questionnaires were used: organizational leadership, job satisfaction, organizational commitment and organizational agility questionnaires. Fitness of the proposed model was examined through Structural Equation Modeling (SEM). Findings indicated that the proposed model fit the data. Results supported the direct effects of organizational leadership on organizational agility, jab satisfaction and organizational commitment and job satisfaction and organizational commitment on organizational agility. Findings also showed that organizational leadership has positive and significant effect on organizational agility through job satisfaction and organizational commitment.
Hajar Barati; Hamid Reza Oreyzi
Abstract
Job satisfaction is the positive emotional state that workers have toward their jobs, and organizational commitment results from their positive emotions toward their organizations. At present research the relations of these two variables and also the path analysis model of components of these variables ...
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Job satisfaction is the positive emotional state that workers have toward their jobs, and organizational commitment results from their positive emotions toward their organizations. At present research the relations of these two variables and also the path analysis model of components of these variables were investigated. The participants consisted of 404 employees from an industrial company that selected by simple random sampling method. Participants responded to research instruments by Job Satisfaction and Organizational Commitment Questionnaires. Pearson´s correlation coefficients and path analysis used for data analysis. Findings showed that the proposed model fit the data properly. Results also indicated the positive relationships of job satisfaction, promotion satisfaction, and pay satisfaction with affiliation commitment, and positive relationships of job itself satisfaction, supervisor satisfaction, policy satisfaction and satisfaction with flow with identification commitment, and finally the positive relationships of identification commitment and affiliation commitment with exchange commitment. According to the findings, organizations should prepare conditions for increasing job satisfaction and in this way increase their employees organizational commitment.
