جستجوی مقالات مرتبط با کلیدواژه « استقلال کاری » در نشریات گروه « مدیریت »

The present article examines the factors affecting the organizational commitment of Tehran Municipality employees. Survey research method and data were obtained through a standard questionnaire. The statistical population was 60,000 employees and the sample size was 384 employees who were selected through stratified sampling according to the volume. The results show that the level of organizational commitment of employees is above average. The level of organizational commitment has a significant positive relationship with the variables of organizational justice, job independence, role pressure, opportunity and job promotion and role ambiguity and has no significant relationship with organizational participation. . Multiple regression analyzes and the results of path analysis showed that organizational justice is the most important and determining factor directly and positively affecting the level of organizational commitment. While other factors of organizational participation, role ambiguity, role pressure and independence in work also have a direct effect and the factor of opportunity and job promotion have an indirect effect on organizational commitment.

Employee commitment, sometimes called work involvement/ belongingness/ engagement, materializes when people have interest in their job, enjoy doing it and try harder to accomplish it. This study aims to investigate the effective factors which can enhance the commitment of employees at individual, group and organizational levels. It also intends to identify and reach a model for the relations among variables. Using structural equations model, data were collected from 65 Iranian state organizations. Findings show that at an organizational level such factors as organizational structure, organizational support,organizational culture, compensation; at group level such factors as effective leadership, pleasant work environment, employee participation, organizational trust, constructive feedback, role transparency; and at individual level such factors as job security, work autonomy, internal motivation, organizational commitment, perceived organizational justice, religious commitment, and extraversion have an impact on employee commitment.