جستجوی مقالات مرتبط با کلیدواژه "organizational commitment" در نشریات گروه "علوم سیاسی"

The presentation of a comprehensive policy model with a transformative approach for emotional intelligence and organizational commitment, as two key concepts in management and organizational psychology studies, has gradually caught the attention of researchers and managers. These two concepts are of great importance and play a significant role in enhancing organizational performance. Emotional intelligence, based on a policy model, plays an important role in the leadership of the administrative system. This research, which aims to examine the impact of emotional intelligence on organizational performance considering the mediating role of organizational commitment, is descriptive-correlation in terms of method and applied in terms of purpose. The statistical population of this study included all employees working at Sharif University of Technology. A sample size of 326 individuals was estimated and an equal number of questionnaires were collected, analyzed, and interpreted. A questionnaire was used to collect the information. The reliability of the questionnaire was examined and confirmed using McDonald's Omega coefficient and its formal and content validity was reviewed and confirmed by the supervisor. Data analysis was performed using SPSS28 and Smart PLS3 statistical software. The research results indicate a positive and significant relationship between emotional intelligence variables. It was also confirmed that emotional intelligence has a positive and significant impact on organizational commitment, and organizational commitment has a positive and significant impact on organizational performance. Finally, the mediating role of organizational commitment between the relationship of emotional intelligence and organizational performance was confirmed.

In today,human resources are considered one of the most important intangible assets and the main source of sustainable competitive advantage in the organization. If organizations want to have an ongoing life in today's competitive world, the only way is to pay attention to their human resources as the main organization's capital and continuous effort to meet their needs. Also, creating a positive mental image of employees is often considered as a key factor in success and in creating a sustainable competitive advantage, especially in service industries, which considering them can be effective in consolidating the status of service providers in competitiv markets.Therefore, the present research studies the effect of internal marketing on employees' image of the organization's brand through emotional labor, organizational commitment, service quality and competitiveness variables. The present research, in terms of purpose, is an applied study and in terms of data collection method, is descriptive and in terms of relations between variables, is causality and disability. The results showed that internal marketing has positive and significant impact on emotional labor, organizational commitment, service quality and competitiveness. Also emotional labor has positive and significant impact on organizational commitment and finally organizational commitment, service quality and competitiveness have positive and significant impact on employees' image of the organization's brand.

The purpose of this study was to investigate the effect of employee improvement on organizational citizenship behavior with the mediating role of organizational trust and commitment in the Ministry of Cooperatives, Labor and Social Welfare. Descriptive-correlation method was used to conduct this research. The statistical population of the present study included all employees of the Ministry of Cooperatives, Labor and Social Welfare, numbering 690 people. Based on the Cochran's formula, the required sample size was 247 people. A questionnaire with 75 questions was used to examine the research variables. The face validity of the questionnaires was confirmed by the supervisor and the reliability of the questionnaires was confirmed by Cronbach's alpha coefficient. Parametric statistical methods such as Kolmogorov-Smirnov test have been used to ensure the normality of the data and the model of structural equations and path analysis using LISREL software to test the hypotheses. The most important findings of the study showed that employee improvement has a positive effect on organizational citizenship behavior through the mediating role of organizational trust 0.19. Employee improvement has a positive effect on organizational citizenship behavior through the mediating role of organizational commitment 0.16.

One of the effective factors in organizational commitment is organizational justice and organizational identity. In the present study, according to the theoretical foundations of the research, the status of justice and organizational identity and its impact on organizational commitment of employees are examined and measured. The research method is descriptive-survey. The sample size was 220 employees of Tehran Municipality who were selected through simple random sampling method. Data analysis was performed using factor analysis and structural equation modeling and t-test was used to test the hypotheses. Organizational justice and organizational identity have a positive and significant effect on organizational commitment of employees and can explain the level of organizational commitment among employees of Tehran Municipality. All necessary efforts should be made to create and increase organizational justice and its dimensions (distributive, procedural and interactive justice) as well as organizational identity. The management role of the organization is undeniable and conditions must be created so that employees can be committed to their organization.

Performance is a set of activities and actions that are performed to achieve certain goals and it is important because improving the performance of human resources of any organization has a significant impact on its overall productivity. The purpose of this study is to investigate and explain the factors affecting employee performance using the artificial neural network model. The statistical population of this study consists of 1853 employees and managers of staff units and branches of Iran Insurance Company located in Tehran province. To test the hypotheses, the survey research method was used with some questionnaires and also stratified random sampling method. The final Harry and Goldsmith Performance Questionnaire, Dick and Metcaf's Organizational Commitment, Allen and Mir Indigenous Professional Commitment, and the Researcher-Made Value Commitment Questionnaire were distributed among managers and experts of Iran Insurance Company using R software and artificial neural network model to determine how effective Input variables were used on performance and their comparison. Research findings show that three types of organizational, professional and value commitments each affect performance to a different extent. Also, each of the organizational variables of reward and human resource planning along with different types of employee commitment show a different degree of effectiveness.

The statistical population of this study is 213 employees of AJA universities. The present research is applied in terms of purpose and descriptive-survey in terms of method. The research model was evaluated with a sample of 137 employees using a simple random sampling method. The independent variables of research are empowerment, teamwork and staff training and the dependent variable of research is organizational commitment. The necessary information for the present study was collected using a standard questionnaire and for initial analysis of data from SPSS and to test model hypotheses, from equation modeling. Structural (SEM) was used. The results show that teamwork, empowerment and staff training affect organizational commitment in one of AJA universities. Staff training has the greatest impact on organizational commitment, and teamwork and empowerment are next. Also, according to the obtained t-values, it has been shown that the variables have a good level of significance. In accordance with the obtained results, practical suggestions are presented.

This article seeks to analyze the relationships between human resources strategies, organizational commitment, and perceived organizational support among the employees of the organizations run by the Judicial System in Ilam province. Regarding the objectives, the study is a practical research and, also, a descriptive-correlational one, according to the methods of data collection. The statistical population of the study includes the employees of the organizations run by the Judicial System in Ilam province (n=900) with stratified random sampling used for sample selection. The sample was assessed to be 146 based on the Cochran's formula. To collect data, three standard questionnaires of human resources strategies, organizational commitment, and perceived organizational support were utilized. The validity of these questionnaires was confirmed by factor analysis, while the reliability was calculated to be 0.94 using the Cronbach's alpha. Data and hypothesis analysis were conducted using the Kolmogorov–Smirnov test, correlation coefficient, and regression analysis. Findings suggest that human resources strategies are significantly related to organizational commitment and perceived organizational support. In addition, human resources strategies have a significant influence on organizational commitment and perceived organizational support through variables such as human resources development, recruitment and employment, performance management, payback services, and career relations.

This study done with aimed to investigate the relationship between transformational and oriented exchange leadership qualities with the concept of multi-dimensional organizational commitment. In this study, we investigated the effects of different dimensions of transformational and oriented exchange leadership on organizational commitment. It has investigated to transformational leadership dimensions such as; charisma, encourage intellectual and personal attention, and for oriented exchange dimensions such as; conditional bonuses, active exception-based management, non-active exception-based management, leadership laissez-faire or free. Staff trained in a military organization was the statistical population for this study that among them was randomly selected the population of 201 people as sample. Data gathered with questionnaires from the population studied and used the Spearman correlation coefficient and regression testing for evaluating. The results suggest that the organizational commitment of research community is justified further through transformational leadership style.