Organizational commitment

Background: Islamic ethics is a cultural and religious perspective that leads to meaning in the work and personal life of individuals and the need to study the relationship and its effect in our countrychr(chr('39')39chr('39'))s organizations is of great importance. Therefore, the purpose of this study is to investigate the effect of moderating Islamic ethics of employees on the relationship between meritocracy and individual consequences (perceived organizational justice, organizational commitment and organizational citizenship behavior). Method: This study is an applied research and in terms of purpose and research method is a descriptive-correlation study. The statistical population of the study is the managers and experts of the selected executive bodies during the years 2015 to 2017. Due to the limited number of members of the statistical population, the census method was used and 386 were selected as the sample by the available sampling method. The research tool was a standard questionnaire and for statistical analysis of data, structural equation test and partial least squares method were used. Results: The results of this study showed that there is a positive and significant relationship between organizational competence and individual outcomes. Also, the moderating effect of employeeschr(chr('39')39chr('39')) Islamic ethics on the relationship between organizational competence and organizational justice has been understood and organizational commitment has been confirmed. Conclusion: Due to the obligation of commitment, organizational citizenship behavior and more perceived organizational justice, it is important to pay attention to attracting worthy individuals and employees who have Islamic moral values.Background: Islamic ethics is a cultural and religious perspective that leads to meaning in the work and personal life of individuals and the need to study the relationship and its effect in our countrychr(chr('39')39chr('39'))s organizations is of great importance. Therefore, the purpose of this study is to investigate the effect of moderating Islamic ethics of employees on the relationship between meritocracy and individual consequences (perceived organizational justice, organizational commitment and organizational citizenship behavior). Method: This study is an applied research and in terms of purpose and research method is a descriptive-correlation study. The statistical population of the study is the managers and experts of the selected executive bodies during the years 2015 to 2017. Due to the limited number of members of the statistical population, the census method was used and 386 were selected as the sample by the available sampling method. The research tool was a standard questionnaire and for statistical analysis of data, structural equation test and partial least squares method were used. Results: The results of this study showed that there is a positive and significant relationship between organizational competence and individual outcomes. Also, the moderating effect of employeeschr(chr('39')39chr('39')) Islamic ethics on the relationship between organizational competence and organizational justice has been understood and organizational commitment has been confirmed. Conclusion: Due to the obligation of commitment, organizational citizenship behavior and more perceived organizational justice, it is important to pay attention to attracting worthy individuals and employees who have Islamic moral values.

Purpose: The aim of this study was to present a causal model of job motivation with organizational-citizenship behavior (OCB) and the mediating role of organizational commitment in teachers in Ramhormoz, Iran. Methodology: The sample was 250 (125 females and 125 male) teachers, selected by stratified random sampling method, in the academic year of 2016-2017. The study was applied and research method was correlation using structural equations. The measurement tools used were Herzberg Job Motivation Questionnaire (1966), Oregon and Kanovsky (1996) OCB Questionnaire (1996), and Allen and Meyer (1990) Organizational Commitment Questionnaire (OCQ). Coefficients and structural equation modeling were used for data analysis. Findings: The findings in the direct paths of the model indicated positive direct effect of citizenship behavior on different aspects of organizational commitment and job motivation. Moreover, continuous commitment and emotional commitment had a direct effect on job motivation, but normative commitment did not have this effect. In the intermediary path of the model, citizenship-organizational behavior had positive indirect and negative indirect effects on job motivation, respectively through emotional and continuous commitment, but this effect was not significant through normative commitment. Discussion: According to the results of the research fitness of the proposed model increased after eliminating irrelevant paths and adding up new paths, so a good fit analysis was created for the final model.

Purpose: This study aimed to investigate the pattern design and validation of the organizational effectiveness of Islamic Azad University in Tehran province. Methodology: The research method was applied and qualitative in terms of data type. The statistical population of the study consisted of the experts in the field of educational management and higher education management. 30 individuals were selected as the sample size using the purposeful sampling and saturation principle methods. In this study, the Interview with the experts was valid & Reliable. Findings: The content analysis method (open, axial, and selective coding) was used to analyze the research data. The findings indicated that the components of organizational effectiveness in Islamic Azad universities of Tehran province include organizational commitment, organizational health, organizational innovation, and job satisfaction. According to the identified components, a model was presented with a proper fit. Conclusion: Human resource strategies should be bound to the organization's overall strategy and get to the point fruition.

Purpose: The purpose of this study was to determine the impact of leadership style on innovation according to the mediating role of commitment and organizational climate. Methodology: The research method was applied in terms of purpose and descriptive-survey in terms of data collection method. The statistical population of the study consisted of all employees of the Tax Administration of Iran. Using Cochran formula and stepwise cluster random sampling, 752 individuals were considered as the sample size. Data were collected using standardized and transformational leadership questionnaires by Bass & Avilio (2000); organizational commitment by Meyer & Allen (1997); Holpin & Croft (2000); After collecting the questionnaires, the data were analyzed by mean, standard deviation, percent, frequency and table using SPSS software and statistical inference was made by structural equation modeling using lisrel software. Path coefficients and software significant coefficients were used to investigate the research hypotheses. Findings: The results showed that the degree of fit of the proposed model was appropriate according to the research components; transformational leadership on innovation with mediator role of organizational commitment was 0.90, transformational leadership on innovation with mediator role of organizational commitment. 0.82, pragmatic leadership influenced innovation with mediator role of organizational commitment 0.99, also pragmatic leadership influenced innovation with mediator role 0.71. Conclusion: Managers can increase employees' organizational commitment by adopting transformational leadership style or a combination of transformational and pragmatic leadership style rather than pragmatic style.

Today, we confront forces bringing spiritual and ethical values into business which have together has a meaningful concept for each business. Nowadays, the growing attention to ethical issues in workplaces has caused the organizations tend to set ethical codes. However, the results of recent studies show that the ethical organizations will obtain more benefits over a long period and will gain better financial and non-financial performance. So this issue has caused the ethical values of organization be an important part of the organization’s culture. Beside this, ethical issues have always been a noteworthy topic in tourism concepts. Therefore, the present research has examined the effect of ethical values and empathy on nonfinancial performance of tour operators in Tehran through the organizational commitment. The statistical population is composed of employees of tour operators and data were collected by the standard questionnaires. Results show that ethical values and empathy in workplace have a positive and significant effect on organizational commitment and following that non-financial performance of organization.

The aim of this research was to determine the relationship among transformational leadership style with organizational culture and organizational commitment. The population consists of 745 the employees of the Ministry of Youth and Sports of Iran. The sample size of 256 staffs was determined using stratified random sampling. In order to collect the needed data, three Transformational Leadership, Organizational Culture and Organizational Commitment Questionnaires were used. The validity of these questionnaires was confirmed by foreign and domestic researches. Cronbach's alpha reliability test of transformational leadership, organizational culture and organizational commitment were respectively 0.97, 0.97, and 0.92. In addition, data were analyzed using statistical tests such as descriptive statistics, Kolmogorov Smirnoff, Pearson correlation coefficients using SPSS Software. The findings of this study showed that there was a positive and significant relationship between transformational leadership and organizational culture (p≤0.01, r= 0.80). Besides, there was a positive and significant relationship between transformational leadership and organizational commitment (p≤0.01, r= 0.46), too. Likewise, there was a positive and significant relationship between organizational culture and organizational commitment (p≤0.01, r= 0.57). However, organizational culture is stronger predictor than transformational leadership for organizational commitment. Finally, in accordance with the responses of staffs of the Ministry of Youth and Sports, it can be said that if leaders create an organizational culture in which creativity and satisfaction were high as well as to taking advantage the organizational rewards and job good conditions, employees would be able to stimulate higher levels of organizational commitment.

The purpose of the present study was to investigate the mediating role of professional ethics in the relationship of the organizational culture with social responsibility and the organizational commitment in sports organizations. 201 staff of sport and youth departments in Esfahan province completed the research questionnaires through stratified random sampling approach according to geographical distribution. For data analysis, structural equation modeling by Lisrel software was used. Results showed that organizational culture has a positive and significant effect on organizational commitment, by coefficient of 0.36, indirectly according to professional ethics mediator variable and on social responsibility by coefficient of 0.37. According to the research findings the mediator role of professional ethics variable as well as the research conceptual model was confirmed. 

INTRODUCTION: The present study was conducted with the aim of answering the question of whether emotional intelligence has an effect on the working attitude of hospital nurses. METHODS: By reviewing the background of the studies conducted on the three attitudes of job satisfaction, organizational commitment and the turnover intention, and to examine the effect of the research variables on each other by using the descriptive-analytical research method and collecting data through a survey, 175 nurses were selected and examined by random sampling method. Data analysis was done by structural equation modeling method using Smart PLS3 software. FINDINGS: The findings showed that adding emotional intelligence criteria can improve job satisfaction, improve performance, reduce the turnover intention and increase organizational commitment by helping nurses to reduce negative emotions and increase positive emotions. CONCLUSION: In this research, the mediating role of emotions and job performance was examined, and according to the results, state positive affect had a significant moderating role in the relationship between job satisfaction and all dimensions of emotional intelligence among nurses.