Mehdi Yazdanshenas; Saeid Babakhani
Abstract
Sales persons and their performance in each industry and area is one of the main factors affecting the success of organizations. Network behavior as a new concept in personal and organizational behavior literature, is under researchers’ consideration. In this research the researcher was going to ...
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Sales persons and their performance in each industry and area is one of the main factors affecting the success of organizations. Network behavior as a new concept in personal and organizational behavior literature, is under researchers’ consideration. In this research the researcher was going to gather proper content about networking behavior; also in this research been tried to survey the relation between networking behavior, job satisfaction and organizational commitment. The data gathering tool was standard questionnaire; to analyze the gathered data, Kolmogorov-Smirnov test, Pearson correlation coefficient, confirmatory factor analysis and structural equation modeling were used and the SPSS and LISREL software were the analyzing software. The results indicate a significant relationship between a variety of networking behavior (Internal Networking Behavior, Professional Networking Behavior, customer Networking Behavior) and different types of organizational commitment (Normative Commitment, Affective Commitment, Continual Commitment). The findings also show that sales person's job satisfaction as a mediator has decisive role in the relationship between types of networking behavior and types of organizational commitment
Ali Hamidizadeh; Jabar Babashahi; , Maryam Kanafchian
Abstract
This study examines the effect of incentive-based compensation schemes on managerial performance by clarifying the role of information asymmetry and organizational commitment as mediator. The research method in terms of purpose is among the descriptive and survey research data collection tool is questionnaire. ...
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This study examines the effect of incentive-based compensation schemes on managerial performance by clarifying the role of information asymmetry and organizational commitment as mediator. The research method in terms of purpose is among the descriptive and survey research data collection tool is questionnaire. The population of the study area was East Bank Saderat Gilan province. 183 people are selected with cluster way as sampling. Data is analyzed using structural equation modeling. The results suggest a positive effect of incentive - based compensation variable on managerial performance. The results also showed the positive effect of incentive - based compensation variable on managerial performance with considering the moderating role of organizational commitment. The results also reflect the negative impact of incentive- based compensation on information asymmetry as well as information asymmetry on the managerial performance.
Amin Nikpour
Abstract
Entrepreneurial behavior in the public sector is attractive for experts because of its prominent role in achieving competitive advantage. Talent management is among the variables affecting on entrepreneurial behavior directly and by mediating role of job satisfaction and organizational commitment. The ...
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Entrepreneurial behavior in the public sector is attractive for experts because of its prominent role in achieving competitive advantage. Talent management is among the variables affecting on entrepreneurial behavior directly and by mediating role of job satisfaction and organizational commitment. The objective of recent research is to determine the mediating role of job satisfaction and organizational commitment on the relationship between talent management and entrepreneurial behavior in public sector. This research is a kind of correlation- descriptive research that has been conducted through a survey. The population has consisted of employees in public organizations of Kerman city. They are all graduates and have organizational positions and 286 persons have been selected as of sample using Cochran’s formula. The data gathering tool has been 4 questionnaires that the validity and reliability of the questionnaires approved. Descriptive and inferential statistical (structural equation modeling) have been used to analyze the data. The results of this research confirmed the conceptual model, also showed that talent management beyond its direct impact, exerts indirect impact on entrepreneurial behavior through the mediators of job satisfaction and organizational commitment that the extent of indirect impact is significantly higher than direct impact. Also the mediating role of job satisfaction and organizational commitment on the relationship between talent management and entrepreneurial behavior has confirmed
Seyyed Ali Akbar Afjahi; Zahra Alizadeh far
Abstract
Employer brand is an image of organization as ‘the great place to work’ and aims to have positive impact on current and future employees in order to attract and retain employees with high potential. If employee has a positive attitude towards organization and employers, they will be attracted ...
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Employer brand is an image of organization as ‘the great place to work’ and aims to have positive impact on current and future employees in order to attract and retain employees with high potential. If employee has a positive attitude towards organization and employers, they will be attracted to the organization and remained there. Therefore, this thesis examines the relationship between the perception of employer brand and job attitude. The purpose of this thesis, according to collected information and data analysis is descriptive – correlation. The Statistics population is 400 headquarters experts of the Export Development Bank of Iran. Empirical data has been selected from 112 people as a sample. The validity and reliability of the questionnaire was confirmed by factor analysis and Cronbach's alpha and completed by these people. Data analysis was performed through structural equation modelling and software, the results have showed that the model is a good fit and all hypotheses have been confirmed. As a result, we can say that the perception of the employer brand has a positive and significant relation with job attitudes
Mohammad Dustar; Mahmoudreza Mostaghimi; Mohammad Esmailzadeh
Volume 24, Issue 79 , March 2016, , Pages 27-45
Abstract
Organizational commitment as one of the important organizational variables can be influenced by leadership styles and their behavior. The purpose of this paper is to investigate the effects of ethical leadership on different dimensions of organizational commitment. Thus, we first described ethical leadership ...
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Organizational commitment as one of the important organizational variables can be influenced by leadership styles and their behavior. The purpose of this paper is to investigate the effects of ethical leadership on different dimensions of organizational commitment. Thus, we first described ethical leadership and organizational commitment and their dimensions. Then, by reviewing the literature we proposed some hypothesis to investigate the effects of the dimensions of ethical leadership on organizational commitment. Next, we collected data from the target community. Then, by using exploratory factor analysis we examined dimensions of ethical leadership and organizational commitment that it was determined three dimensions for each variable. Dimensions of ethical leadership includes morality and fairness, role clarification and power sharing and dimensions of organizational commitment are affective commitment, continuance commitment and normative commitment. Then by using confirmatory factor analysis and AMOS software we examined the hypothesis. The results show that role clarification is effective only on affective commitment. Morality and fairness are effective on affective and normative commitment. Power sharing has an impact on all three dimensions of organizational commitment
Marjan Fayyazi; Vahid Yousefian Arani
Volume 24, Issue 79 , March 2016, , Pages 47-72
Abstract
Organizational Deviance and misbehavior or the dark side of organizational behavior has been a matter of research during the last two decades. Social undermining is an interpersonal insidious misbehavior and is significantly associated with employee's outcomes if it continues over time. The effects of ...
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Organizational Deviance and misbehavior or the dark side of organizational behavior has been a matter of research during the last two decades. Social undermining is an interpersonal insidious misbehavior and is significantly associated with employee's outcomes if it continues over time. The effects of social undermining on employee's commitment and job involvement were tested among employees of Iran's presidential center for innovation and technology cooperation. The data gathered by distribution of questionnaire among 158 employees using random sampling method. Results show that social undermining by coworkers and supervisors has considerable effects on employee's job involvement and affective and normative commitment, but as predicted, not on continuous commitment. Moreover, based on fairness theory, the hypothesis of the mediating role of conscientiousness in the effects of social undermining on job involvement and organizational commitment was developed and tested. It is advised that organizations should consider preventing actions, training and counseling employees to minimize social undermining behavior and its consequences on employee's outcomes
Alireza Bahrami; Rasool Sarihi Asfestani
Abstract
Success in competitive world requires the ability to develop trust-based relationships and is considered to be its key component. Accordingly, organizations and employees need to both be reliable and trust each other. And, organizational commitment is also an important occupational and organizational ...
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Success in competitive world requires the ability to develop trust-based relationships and is considered to be its key component. Accordingly, organizations and employees need to both be reliable and trust each other. And, organizational commitment is also an important occupational and organizational attitude which has been given the prime attention by the researchers of organizational behavior field. On the other, perceived organizational support indicates the employees’ perception regarding the extent of organization’s attention to their attempts, health, and peace. Hence, with respect to the importance of these factors in organizations, the present study examines the relationship between organizational trust, organizational multidimensional commitment, and perceived organizational support. Sample of the study consisted of the headquarters staff of deputy of financial supervision and bursary of the Ministry of Treasury and Economic Affairs (N=175). Stratified random sampling was applied and the sample size was gained as 120 employees based on Cochran’s formulae. To collect data, Clip Siwat et al (2012) questionnaire was used. Also, to enhance the validity of the questionnaire, the feedback from the elites of the field and experts of Ministry of Treasury and Economic Affairs were used. Chronbach’s alpha (0.84) was employed to determine the reliability of the questionnaire. Here, data analysis was carried out by means of correlation matrix, multi-regression equations, and SPSS. Results indicated that organizational trust (0.83) and perceived organizational support (0.653) Relationship organizational commitment And, organizational trust has significant Relationship on perceived organizational support (0.75). Exploiting these results organizations will be able to overcome their rivals in the modern ever-changing world.
Behrooz rezaeemanesh; Jafar Abbaspour
Volume 24, Issue 78 , December 2015, , Pages 65-88
Abstract
A vast number of published studies in the field of humanities and social sciences have suggested that the mastery of all aspects of a problem to a large extent is not impossible. Hence it is important to combine research and use a systematic review and meta-analysis. This paper, using meta-analysis method ...
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A vast number of published studies in the field of humanities and social sciences have suggested that the mastery of all aspects of a problem to a large extent is not impossible. Hence it is important to combine research and use a systematic review and meta-analysis. This paper, using meta-analysis method and Comprehensive Meta-Analysis Software (CMA2), aggregated the findings of 10 articles. Meta-analysis results indicated that , Quality of work life and organizational commitment relationship has average correlation(mean effect size 0/413). Among the dimensions of quality of work life, quality of work life was strongly correlated with The Social Relevance of Work Life (0/382), the Opportunity for Continued Growth and Security (0/322), Total Life Space (0/318).
Ali Safari; Faezeh Radi
Volume 23, Issue 76 , January 2015, , Pages 81-116
Abstract
The present article aims to investigate the effect of internal marketing on the Quality of Services, with a view to the intermediary roles of organizational citizenship behaviors and organizational commitment. The statistical population consisted of managers and assistants of Sepah bank in the City of ...
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The present article aims to investigate the effect of internal marketing on the Quality of Services, with a view to the intermediary roles of organizational citizenship behaviors and organizational commitment. The statistical population consisted of managers and assistants of Sepah bank in the City of Isfahan. The sample size was derived from Cochran formula, and the data collection instrument was distributed in a stratified method and in accordance with the size of the sample. In order to gather information a field research method were used.Kind of research method is descriptive-surveyed of field branch. This data collective instrument consisted of four standard questionnaires and 259 copies of which were distributed. Out of this number 205 were returned and analyzed. In order to process data, AMOS18 software was used. . Research hypotheses were tested via structural equations modeling (SEM). The results showed the positive and meaningful effect of internal marketing on the quality of services. Also, internal marketing has positive and meaningfully effect on the organizational commitment and organizational commitment on organizational citizenship behavior. Moreoverorganizational citizenship behavior has positive and meaningfully effect on the Quality of Services.Also, the model of organizational citizenship behavior, organizational commitment, as well as internal marketing effectiveness on the quality of services is adequate and acceptable and other related indexes possessed of likelihood.
Asghar Moshabaki Esfahani; Zeinab Rezaee
Volume 23, Issue 73 , May 2014, , Pages 1-23
Abstract
In the past, attentions are given to theory making, research and application of positivism in psychology field, but today the positivism researchers have found the way into organizational studies. Application of the positivist psychology in organizational field is titled as "Positive Organizational Psychology". ...
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In the past, attentions are given to theory making, research and application of positivism in psychology field, but today the positivism researchers have found the way into organizational studies. Application of the positivist psychology in organizational field is titled as "Positive Organizational Psychology". In field of positive psychology application, in organization and management areas, two major approaches of "Positivist Organizational Behavior" and "Positivist Organizational scholarship" are discussed. In recent years, the researches in this field have mainly focused on positivist organizational behaviors. In this study, the effect of organizational positive virtuousness which is one of applied fields of positivist organizational researches, on organizational commitment and work engagement has been studied. The present research, in terms of goal is considered as applied and it is survey method. The research population includes the employees of the organizations in charge of reconstruction in Rasht city and the tools applied in this research are the standard questionnaires of organizational virtuousness, work engagement and organizational commitment. In order to analyze the data, the confirmatory factor analytic technique and the structural equation modeling has been used. The data analysis results confirm the presented conceptual model. Also, the research results show the positive and significant effect of organizational positive virtuousness on organizational commitment and work engagement and confirming positive and significant effect of work engagement on organizational commitment in 95 percent confidence level.
Alireza Chitsazian; Hoda badpar; zeynab ghasemi
Volume 23, Issue 73 , May 2014, , Pages 95-120
Abstract
The psychological contract is individual beliefs, regarding terms of an exchange agreement between the individual and his/her organization. These contracts explain real relation between people and their organizations. Fulfillment of psychological contract has positive effect on attitude and behavior ...
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The psychological contract is individual beliefs, regarding terms of an exchange agreement between the individual and his/her organization. These contracts explain real relation between people and their organizations. Fulfillment of psychological contract has positive effect on attitude and behavior of organizational human capitals.The aim of this research is investigating impact of psychological contract on their job satisfaction, organizational commitment, organizational citizenship behavior and mental health in academic staff in Ferdowsi University of Mashad. For this, data gathered from 305 academics. Results show that psychological contract fulfillment has positive effect on job satisfaction, organizational commitment, organizational citizenship behavior and mental health
Hamidreza Oreyzi; Hajar Barati
Volume 22, Issue 72 , March 2014, , Pages 1-22
Abstract
Introduction : Trust is considered as an essential variable affecting organizational effectiveness which is known as trust level that employees have in their managers. It appears as if trust in supervisor has an essential role in making an effective means between organizational commitment and commitment ...
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Introduction : Trust is considered as an essential variable affecting organizational effectiveness which is known as trust level that employees have in their managers. It appears as if trust in supervisor has an essential role in making an effective means between organizational commitment and commitment to organizational change. Methodology: in the current research that was conducted on 225 employees of Electricity Distribution Company of north Isfahan, organizational commitment questionnaire of Baulfour and Wechsler (1996), commitment to organizational change questionnaire of Barati and Oreyzi (2012), and trust in supervisor questionnaire of MCAllister (1995) was used. Findings: results of the research showed that there existed direct and indirect relationship between organizational commitment (OC) and commitment to change (CTC) and bootstrapanalysis showed that this relationship is established through mediating role of trust in supervisor (TIS). Exchange dimension of OC and CTC was mediated by cognitive dimension of trust, identification dimension was mediated by affective component of trust and affiliation dimension was mediated by cognitive and affective components. Conclusion: it is suggested to managers and organizations to try to create trust in subordinates if they want to create organizational commitment and commitment to change.
Nabi Allah Dehghan; Samad Fathi; Somayyeh Garjami; Hosein Valivand Zamani
Volume 21, Issue 67 , April 2012, , Pages 97-128
Abstract
This research has done for studying the effect of management commitment to service quality on organizational commitment, job satisfaction and employees’ performance. We measured management commitment to service quality with training, empowerment and reward factors.
This research is a descriptive ...
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This research has done for studying the effect of management commitment to service quality on organizational commitment, job satisfaction and employees’ performance. We measured management commitment to service quality with training, empowerment and reward factors.
This research is a descriptive research that has done by using of survey and correlation methods. The statistical populations are west Tehran’s Branches personnel of considered bank, which selected 200 samples by one stage cluster sampling. The required data has gathered by using of questionnaire tool and has analyzed via statistical techniques such as spearman correlation coefficient, linear multiple regression and stepwise regression tests. Also, we show the direct and indirect effects of variables on themselves by using of path analysis graph.
The empirical results show that top management to service quality effect on organizational commitment and job satisfaction. But, only job satisfaction variable effect on employees’ performance. Other results indicate training, empowerment and reward factors as management commitment dimension to service quality have significant relation with organizational commitment and job satisfaction. But, empowerment and reward factors have cause and effect relations with their
Mehdi Haghighi Kafash; Nader Mazloumi; Farzaneh Mirzamohammadi
Volume 21, Issue 64 , August 2011, , Pages 117-139
Abstract
Should the human resource managers be concerned about cynicism and should they attempt to respond to it or not, depends mostly on whether cynicism has any negative effects on employees or their organizations. Many researchers have found that there is a relation between organizational ...
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Should the human resource managers be concerned about cynicism and should they attempt to respond to it or not, depends mostly on whether cynicism has any negative effects on employees or their organizations. Many researchers have found that there is a relation between organizational cynicism and many variables such as job satisfaction, organizational commitment, organizational alienation, and organizational citizenship behavior. As many studies have shown, Cynicism has been associated with negative consequences respectingthe employees. Employees that are cynical about their organization, experience a variety of negative emotions, including distress, disgust and even shame when they think of their organizations. Thesenegative emotions result in emotional fatigue and depression. In this study it is attempted to investigate the causes and consequences of organizational cynicism in the Parsian Electronic Commerce Company. For the testing of research hypotheses, structural equation model (SEM) was used. The test results indicated that psychologicalcontract violation, organizational justice, and perceived organizationalsupport, affect the employee’s organizational cynicism; also thatorganizational cynicism has an effect on employee’s organizationalcommitment, organizational citizenship behavior, and theircounterproductive work behavior.
