جستجوی مقالات مرتبط با کلیدواژه « تعهد سازمانی » در نشریات گروه « علوم انسانی »

The purpose of this study is investigation of the effect of ethical climate on auditors' whistle-blowing whit the mediating role of job satisfaction and organizational commitment. Whistle-blowing is an important mechanism for predicting and preventing unethical behavior that, influenced by individual and organizational variables, helps to establish and improve the quality of work in companies. In this context, the ethical climate facilitates the identification and prediction of ethical lapses, and the factors of job satisfaction and organizational commitment of auditors help to prevent the occurrence of these errors and support the reports. Statistical society of this survey contains 427 auditors working in auditing profession in 2022 which have been selected by random sampling method. The present survey is functional in purpose and descriptive correlation in method. The survey’s data has been collected by questionnaire tool and for investigate the effects of factors on whistle-blowing and also the structural equation modeling method by smart PLS3&SPSS 22 software was used to present the recommended pattern. The outcomes of the survey revealed that the ethical climate whit the mediating role of job satisfaction and organizational commitment have positive and meaningful effects on auditors' whistle-blowing.

The employees of any organization are considered as its most valuable asset and their performance has a great impact on moving towards the goals and fulfilling the mission of the organization. In this regard, human resources management plays a very important role in this field with tasks such as attracting, maintaining, nurturing and promoting capable human forces. The aim of the current research was the effect of human resource management activities on organizational performance with the mediating role of organizational culture, organizational commitment and employee retention in free universities of Fars province. The research method was applied in terms of purpose and questionnaire in terms of data collection. The statistical population of the research included all managers of Azad universities in Fars province, who were selected as the sample size using Morgan's table and stratified random sampling method with proportional allocation of 100 people. Convergent validity, Cronbach's alpha coefficient, and composite reliability methods were used to determine the validity and reliability of the mentioned questionnaire, respectively, and the validity and reliability were confirmed based on this. The results of the structural equation test showed that, from the point of view of managers, the two variables of organizational culture and organizational commitment have a significant mediating effect on the effect between human resource management and organizational performance, but employee retention does not have a mediating effect on the said relationship.

Psychological capital is one of the indicators of positive psychology with characteristics such as a person's belief in his abilities to achieve success, having perseverance in pursuing goals, creating positive documents about herself and enduring problems. One of the consequences of psychological capital is increasing job engagement of employees. In recent years, attention has been paid to job engagement and it has been noticed by leaders and managers of organizations as a vital element in organizational effectiveness (Bedarkar & Pandita, 2013). Job engagement consists of a set of internal forces that originates beyond the existence of a person and society, initiates work-related behaviors of individuals and determines its direction, intensity, and continuity (Xu et al., 2023). Another consequence of psychological capital is increasing the organizational commitment of employees. Organizational commitment is the desire to participate in constructive activities and exercises instead of feeling aimless (Heinz, 2015). In addition to employees' organizational commitment, their job satisfaction can also be affected by psychological capital. Job satisfaction is a variable to measure employees' positive or negative feelings about their job or work experience. (Locke, 2020). Another factor that can be influenced by psychological capital is the job emotions of employees.

The correlation research design is through structural equation modeling, which is a multivariate correlation method. The statistical population of the research includes all employees of Farhangian University of Khuzestan province, of which 150 were selected as a sample through multi-stage sampling method. The research instrument include psychological capital questionnaire (Luthans et al., 2007), job-related emotional well-being scale (Van Katwyk, 2000), job engagement questionnaire (Schaufeli et al, 2002), job satisfaction questionnaire (2000) (Judge & Bono, and the organizational commitment questionnaire (Blau & Boal, 1989).

Evaluation of the proposed model was done through structural equation modeling and using SPSS and AMOS version 23 software. The results indicated that the direct effect of psychological capital on positive emotions, negative emotions, job engagement, organizational commitment and job satisfaction, the direct effect of positive emotions and negative emotions on job engagement, job commitment and job satisfaction, and the indirect effect of psychological capital on job engagement, organizational commitment and job satisfaction were through positive and negative emotions.

The findings indicated that by teaching psychological capital to employees, in addition to reducing negative emotions and improving their positive emotions, it is possible to increase job engagement, organizational commitment and job satisfaction of employees.

Work-family conflict is a fundamental issue that affects employees and is one of the most common complaints of any organization. Social capital and organizational commitment can be mentioned among the factors related to work-family conflict. Thus, the aim of this research was to investigate the relationship between social capital and work-family conflicts with the mediating role of organizational commitment.

This research is practical regarding the purpose and descriptive regarding the data collection method. The statistical population of this research is all the people working in the bazaar of Tehran. In this research, a convenient sampling method was used. Research tools include the work-family conflict questionnaire of Netmier, Bowles and McMarian (1996), the social capital questionnaire of the American Social Capital Association and the organizational commitment questionnaire of Balfour and Wechsler (1996). SPSS and smartPLS softwares were also used for data analysis.

The results showed that the relationship of social capital with organizational commitment, and organizational commitment with work-family conflict are significant. In addition, This research confirmed the mediating role of organizational commitment in the relationship between social capital and work-family conflict.

The results of the present study showed that organizational commitment can mediate the relationship between work-family conflict and social capital; Therefore, special attention must be paid to organizational commitment.

The purpose of this research was the relationship between leadership styles of sports managers and scouting activities and organizational commitment of physical education teachers. The current research was applied in terms of purpose and descriptive in terms of method, and its data collection was carried out as a survey. The statistical population of the present study included sports managers and physical education teachers of Salah al-Din province of Iraq, according to the statistics obtained from the Ministry of Education of this country in 1402, the number of physical education teachers in the province was 230, of which 193 were randomly selected. The tools of data collection in this research were Bass and Elio's multi-factor leadership questionnaire, Alan and Mayer's organizational commitment and researcher-made scouting activities questionnaire. The validity and reliability of the questionnaire was confirmed through the approval of professors and Cronbach's alpha. The Kolmogorov-Smirnov test showed that the data distribution is normal. The relationship between the leadership style of sports managers and scouting activities of physical education teachers is 0.68, the relationship between the leadership style of sports managers and organizational commitment of physical education teachers is 0.79, and the relationship between organizational commitment and scouting activities of physical education teachers is also 0.83. All of them were significant. According to the research model, the leadership style was effective with a coefficient of 1.32 on scouting activities of physical education teachers and with a coefficient of 0.73 on their organizational commitment.

Today, with the increasing importance of human resources, organizations try to take a step in the direction of increasing organizational commitment among personnel by examining important components such as psychological health. The present study was conducted with the aim of investigating the relationship between the components of organizational trust and organizational psychological health and organizational commitment. In this research, organizational trust questionnaire, organizational psychological health questionnaire and organizational commitment were used. This model was tested by analyzing survey responses collected from 222 managers and employees of Tejiran Industrial Company with SPSS23 and Smart PLS3 software. has taken. Research findings show that organizational trust has a positive and significant effect on organizational psychological health in Tejiran Industrial Company. In addition, organizational trust has a positive and significant effect on organizational commitment in Tejiran Industrial Company.

This research was conducted with the aim of investigating the effect of self-efficacy on organizational commitment and job performance of managers. The research was a survey type. The statistical population of the research is all principals of primary schools in Varamin city, using Morgan's formula, 113 people were selected as the sample size using Morgan's table. In order to collect data, the self-efficacy questionnaire of Scherer et al. (1982), Patterson's job performance questionnaire (1990) and Allen and Mir's organizational commitment questionnaire (1991) were used, and spss software was used to analyze the data and test the hypotheses. Descriptive statistics section focused on central and dispersion indicators, and in the statistical inference section, correlation coefficient and regression tests were used to test hypotheses. The final results of the hypotheses test showed that self-efficacy affects managers' organizational commitment. Also, selfefficacy affects managers' job performance.

The main concern of sports and physical training organizations is how to respond to the growing needs of athletes and men, as well as attract new customers with new marketing methods. Therefore, the main purpose of the research is to investigate the relationship between emotional intelligence and customer orientation of employees of sports organizations in Tehran province, considering job satisfaction and organizational commitment.customer orientation, job satisfaction and organizational commitment, and the mediating role of job satisfaction in the relationship between emotional intelligence and customer orientation had also been pointed out. Also, the findings showed that job satisfaction and organizational commitment have a significant relationship with customer orientation. The current research is of applied research type and in terms of research classification according to the method of data collection, it is a descriptive research type and in terms of method, it is a correlational research type. The statistical population of the research includes all full-time employees covered by the Ministry of Sports and Youth with a diploma or higher education level. Random sampling method was used in this research and the number of sample size was determined by Morgan's table of 181 people.Keywords: Emotional Intelligence, Customer Orientation, Job Satisfaction, Organizational Commitment.

Today, maintaining effective employees is one of the most important factors in achieving the goals of any organization. As much as the judiciary can attract more qualified personnel and if he maintains and uses it more effectively, he will be more successful in achieving his goals. The purpose of the research was to evaluate the strategic factors affecting employee retention policies in government organizations. The research method is practical in terms of purpose and descriptive of correlation type according to the method of data collection. The statistical population of the research includes employees of the judiciary in Tehran in 2023. Using Cochran's formula, 384 people were selected as a sample and 425 questionnaires were distributed and 415 questionnaires were collected. The reliability of the questionnaire was measured by calculating Cronbach's alpha coefficient, which was 0.810. Data were analyzed using structural equation modeling and Smart-PLS software. The findings indicate that organizational commitment, job satisfaction, internal learning ability, and job commitment have a significant effect on the administrative innovation of the judicial branch organization. Finally, administrative innovation has an effect on the retention of employees of the judicial branch.

The purpose of this research is to investigate the effective factors in the model of high organizational commitment in government organizations in charge of educational and cultural affairs. The current research is practical in terms of its purpose, and survey-exploratory in terms of the research implementation method; and it is specifically based on structural equation modeling. The statistical population of the research includes managers and experts of government organizations in charge of educational and cultural affairs. 217 people were selected as a sample using the method of determining the sample size of Cochran's formula. The collection tool in this research is a researcher-made questionnaire. confirmatory factor analysis was performed in order to confirm the final research model. SPSS software was used to analyze data from; and AMOS software was used to design the final research model. The findings of the research showed that the components of selection and recruitment, training, compensation, job conditions, and work conscience were effective in the final constructivism evaluation model and it shows the appropriate fit of the proposed model.

Organizational commitment has a decisive role in accountability, behavioral and functional efficiency of members, growth and development of the organization. Considering the great influence of religion in shaping individual and collective behavior, this research was carried out with the aim of investigating the effect of the level of religiosity on the organizational commitment of employees with the mediating role of intra-organizational values. he research method is a descriptive survey type and to measure the level of religiosity from the localized questionnaire of Khodayari Fard et al (2009) with components (religious belief, religious emotions and performing religious duties) and to measure organizational commitment, Allen and Mayer (1990) model questionnaire with components (emotional commitment, continuous commitment and normative commitment) was used, and to measure intra-organizational values, a researcher-made questionnaire was used. Research data was collected by random stratified sampling from 400 employees of selected organizations in Mazandaran and Zanjan provinces and the results were analyzed with Spss23 and PLS2 software. The validity of questionnaires, organizational commitment, level of religiosity and intra-organizational values were confirmed using Cronbach's alpha coefficient of internal consistency, equal to 0.875, 0.93, 0.958, respectively, and their validity and model fit were confirmed by PLS2 software. The results showed that the level of religiosity has a positive and significant effect on the organizational commitment of employees, and this effect is strengthened by using the intermediate variable of intra-organizational values.

IntroductionDialogical leadership and organizational brilliance are emerging concepts in management and leadership, particularly in the field of human resources management, which holds special significance in today's competitive organizational environment. The open and two-way communication approach of dialogical leadership fosters collaboration among organization members, which can enhance the organization's competitiveness, employee satisfaction, productivity, and cost reduction, and ultimately lead to organizational brilliance. In recent years, Iranian higher education managers have noticed the need for an internationalization approach and competition with foreign universities, as well as domestic competition to attract more resources and achieve better performance. In this context, adopting new leadership styles such as dialogical leadership and focusing on organizational commitment can be effective in achieving excellence and subsequent organizational brilliance. By promoting open communication and collaboration with faculty members, staff, and students, dialogical leadership can increase organizational commitment in the university context, which in turn can enhance the brilliance of the university organization. Despite considerable research on the relationship between dialogical leadership style and organizational brilliance in various organizational contexts, there is still a gap in research regarding the investigation of this leadership style's impact on organizational brilliance in the academic context. Additionally, the mediating role of organizational commitment in the relationship between dialogical leadership style and organizational brilliance requires further investigation, especially the exact role of this factor in this relationship in the academic context. Therefore, this study aims to analyze the impact of the dialogical leadership style on organizational brilliance through organizational commitment in the context of Iran's Farhangian University, which plays a significant role in training expert human capital for Iran's education system.MethodologyTo achieve the study's main objective, a descriptive-correlational approach using structural equation modeling was employed. The study population comprised all faculty and non-faculty employees of Farhangian University of Iran, totaling 980 individuals. Using Cochran's formula and stratified sampling method, 276 participants were selected for the study. Three questionnaires were used to collect data on dialogical leadership, organizational brilliance, and organizational commitment, with reported reliabilities of 0.97, 0.95, and 0.81, respectively, based on Cronbach's alpha coefficient. Descriptive and inferential statistical methods were used for data analysis, using SPSS and Lisrel software.Results and DiscussionThe study's first hypothesis revealed that the dialogical leadership style has a positive impact on organizational brilliance at Iran's Farhangian University. This means that the university's leaders and administrators can achieve human resource excellence by engaging in open communication, exchanging ideas and information, and actively listening to key stakeholders. The second hypothesis of the study demonstrated that the dialogical leadership style has a positive and significant effect on the organizational commitment of Farhangian University employees in Iran.  Dialogical leadership can predict a significant percentage of employees' organizational commitment, and aligning individual employee goals with the university's goals can increase employee autonomy, accountability, and loyalty through effective communication processes. The third hypothesis of the study indicated that organizational commitment has a positive and significant impact on organizational brilliance at Farhangian University in Iran. Organizational commitment can significantly predict excellence in organizational resources, capabilities, and knowledge management, as organizational brilliance focuses on the university's resources and competencies. The fourth hypothesis of the study showed that the dialogical leadership style has a positive and significant impact on the organizational brilliance of Farhangian University in Iran through the organizational commitment of employees. This impact is strong enough to predict organizational brilliance through the two constructs of dialogical leadership and organizational commitment. A leadership style based on interaction, negotiation, and collaborative decision-making can improve employee organizational commitment, leading to improved organizational brilliance.ConclusionIn conclusion, the study's findings highlight the significant impact of dialogical leadership on both organizational commitment and organizational brilliance at Iran's Farhangian University. The study suggests that university managers can enhance organizational commitment and brilliance by encouraging faculty and staff participation in decision-making and planning processes. This approach not only increases organizational commitment among the university's main stakeholders but also leads to an overall improvement in organizational brilliance. The study concludes that dialogical leadership can be an effective leadership style for universities to adapt to changes and achieve excellence in the highly interconnected world.

Applying an ethical leadership style yields positive results for organizations. Ethical leadership is related to increasing organizational commitment and altruistic motives in organizations; using an ethical leadership style by the manager and benefiting from the moral environment can bring favorable results for employees and produce an acceptable result in organizational commitment and altruistic motives. Ethical leadership is known as one of the most important factors in the organizational environment that can have a significant impact on the behavior and performance of employees. This type of leadership influences more on employees’ commitment through ethical values and principles, transparency, and fairness. Considering that using this style in any organization can have positive results, this study investigated the impacts of ethical leadership on employees' organizational commitment, considering the mediating role of altruistic motives. Data collection tools included three standard questionnaires on ethical leadership developed by Brown, Trevino, and Harrison (2005), organizational citizenship behavior developed by Padsakoff (2000), and organizational commitment developed by Allen and Meier (1991). At first, the variables of ethical leadership, organizational commitment, and altruistic motives were explained. Then, their dimensions were explored using exploratory factor analysis, and finally using confirmatory factor analysis and by AMOS and SPSS22, the proposed hypotheses were examined. The results showed that there was a significant relationship between the research variables, and all research hypotheses were confirmed. The results showed that ethical leadership significantly affects the organizational commitment and altruistic motives of employees of Ferdowsi University of Mashhad. Moreover, altruistic motives have a significant impact on the organizational commitment of the employees, and ethical leadership has a significant impact on their commitment through the mediating role of altruistic motives.

Green concept is a new concept in organization management. Green decision-making refers to decisions that are within environmental limits with an emphasis on protecting natural resources for improving the quality of life. The aim of the present research is to present a green management development model in the branches of Tejarat Bank of Iran. The statistical population of the research is 32 experts of branches of Tejarat Bank. Data collection was done through a Delphi questionnaire with standard components. Four main variables and 11 sub-variables of structural modeling were tested and the validity and reliability of the variables were confirmed. In this research, (SLR) technique was used to determine the relationships between variables and the comprehensiveness of the model using PLS software. The findings of the research have shown that the final model of this research has four dimensions and 11 components. The dimension of organizational innovation includes components of (equipment, training, support) and organizational commitment includes components of (affective commitment, normative commitment, continuous commitment), the dimension of organizational leadership (performance, decision-making, and management) and the dimension of organizational strategy include components of (leadership strategy and culture building). And at the end, it is suggested that the branch managers of Tejarat Bank, by applying leadership and timely decisions and managing employees, using innovative ideas and training, and up-to-date equipment, and setting a strategy in accordance with the goals of the organization and increasing the commitment of employees, can take an effective step towards the implementation of green management in Tejarat Bank branches throughout the country

The present research was conducted with the aim of exploring and explaining organizational factors affecting third-party liability insurance violations in the Iranian insurance industry.

The current study is based on a descriptive-exploratory mixed methodology. The statistical population of the qualitative part of the study includes experts from the fields of insurance management and economic sociology and development. The survey was conducted using a purposive and snowball sampling method of 26 experts until saturation. The statistical population of the quantitative part of the study included employees of Tehran insurance companies. A total of 354 people were selected as a statistical sample using a cluster sampling method. The instrument for data collection was semi-structured interviews with experts in the qualitative part and questionnaires in the quantitative part. The validity of the questionnaire was confirmed by form and content methods and its reliability by the Cronbach's alpha method. The data from the qualitative part of the study was analyzed using the thematic analysis method and the data from the quantitative part using confirmatory factor analysis with the Amos21 software.

Based on the results of the qualitative part, a total of 52 basic themes, 18 organizing themes and 5 inclusive themes (organizational justice, organizational commitment, informal organization, organizational culture and legality) were identified. According to the results of the quantitative part, organizational justice and organizational commitment have a negative and inverse effect with -0.84 and -0.56, respectively, and the variable of informal organization has a positive and direct effect with 0.54 on the violations of employees of insurance companies operating in the field of third-party liability insurance. The variable of organizational justice had an effect on the violations of insurance company employees through the influence on organizational commitment and informal organization.

Based on the research findings, it is suggested that the organizational factors presented in this study should be considered in the strategic plans of the insurance industry in addressing insurance violations and should be emphasized by insurance companies. In the area of organizational justice, it is suggested that in order to restore organizational justice, the mentioned values should be considered among the employees of the insurance companies and the implementation of justice in the organizational processes. In terms of organizational commitment, it is suggested that the dimensions of organizational commitment considered in this research should be considered as a basis for improving the organizational commitment of employees. In relation to informal organization, it is also suggested that if there is a positive attitude towards informal organizations, their existence should be used in line with the objectives and strategies of insurance companies.

The purpose of the present study is to investigate the structural relationship between happy school and the mental, spiritual, physical and behavioral vitality of teachers, emphasizing the mediating role of organizational commitment. The population studied in this research was made up of all the primary teachers of Urmia city (12 thousand people). The statistical sample was also based on Morgan's table, 310 people were selected using cluster random method. Structural equation model has been used for analysis. The direct effect of organizational commitment, mental, spiritual, physical and behavioral vitality of teachers on the structure of a happy school is significant at the level of 0.001. Also, the direct effect of teachers' mental, spiritual, physical and behavioral vitality on teachers' organizational commitment is significant at the level of 0.001. The indirect effect of teachers' mental, spiritual, physical and behavioral vitality on teachers' organizational commitment is significant at the 0.001 level; Therefore, organizational commitment plays a mediating role in the connection between the mental, spiritual, physical and behavioral vitality of teachers with the structure of a happy school. Organizational commitment, mental, spiritual, physical and behavioral vitality of teachers with each other in the amount of (0.63 percent) and respectively (0.48), (0.72), (0.53), (0.59) and ( 0.44) explain the changes in the structure of the happy school. Also, the mental, spiritual, physical and behavioral vitality of teachers with each other is (0.85 percent) and respectively (0.65), (0.46), (0.74) and (0.66) percent of commitment changes. The organization foresees teachers.

In this research study, which was conducted in 1402 in the information technology department of the National Bank of Tehran, an attempt was made to explain and formulate a new phenomenon in the form of a causal model of organizational social responsibility, based on the decisive role of organizational commitment. Using the present approach, the researcher has searched for a correct and deep understanding of the related concepts, while the case study includes providing a sample of 200 employees in the relevant unit, who were selected through available sampling method. The precise design of measurement tools includes questionnaires specialized, including the questionnaire of professional ethics of innovative management by Karam Dokht (2010), organizational performance indicators extracted from the Achio model, by Rahmani and Rajab Dari (2015), the social responsibility scale by Gio Hyomin and Chris Ryan (2011), the organizational culture tool from Denison (2000) and the structure of organizational commitment was compiled by Mir and Allen (1997). The skillful use of IBM AMOS software version 24 in data analysis can indicate the accuracy and complexity of the statistical analysis of this research. The findings of the model fit confirmed the hypothesis that organizational commitment affects social responsibility and placed this relationship at a significant level with a P value of 0.003. In addition, it was found that the variables of organizational culture, organizational performance and management ethics also have significant effects on social responsibility, which is also confirmed with a valuable P value of 0.001. These data decisively express the importance of organizational commitment in strengthening the principles and values related to social responsibility among employees. In addition, the obtained results indicate that an effective organizational culture acts as a supportive platform for increasing organizational performance and creating a context for ethical behavior among managers. Research hypotheses and models were prepared using advanced structural equation modeling methods, where Path analysis and direct and indirect effects between variables were explored. This approach has described the dialectic between organizational commitment and the components affecting organizational social responsibility in a scientific and practical way and revealed meaningful links between them.​