جستجوی مقالات مرتبط با کلیدواژه « تعهد مستمر » در نشریات گروه « مدیریت »

This study intended to investigate the effects of organizational support on organizational commitment with the mediating role of organizational self-esteem.

It was a quantitative and descriptive-survey research. The statistical population of the study included all employees of the Atlas Dina Distribution Firm (located in the northwest region of Iran). The sample was taken from the statistical population through random and accessible stratum sampling method. To collect data, questionnaires were administered among 186 people. To investigate the relationships among variables, four hypotheses were presented and were analyzed by structural equation modeling method. Also, SPSS and SmartPLS tools were applied to interpret the hypotheses and to reach conclusions.

Organizational support has a positive and significant effect on organizational self-esteem and organizational commitment. On the other hand, organizational self-esteem has a positive and significant effect on organizational commitment. Finally, the results show that organizational self-esteem positively and significantly mediates the relationship between organizational support and organizational commitment. Also, self-esteem and organizational support variables have the greatest impact on emotional commitment from among the dimensions of organizational commitment. In general, organizational support and self-esteem lead to improved commitment in Atlas Dina Firm.

Originality: 

Investigating the mediating role of organizational self-esteem in the relationship between organizational support and organizational commitment has not been noticed by researchers before. Evaluated in this research, it can create a new perspective for organizations, so that they may develop commitment of employees.

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.

In the challenging world today, with companies increasingly competing together, competition is not possible using old marketing philosophies. With the emergence and development of communication technologies, social networks serve as an important type of tools for effective participation in the field of competition. There is an ongoing debate over the activities of brands and companies in social media. Researchers believe that social media offer a unique opportunity for brands. Our goal in this study is to show how brand acceptability is based on social media and how it influences the elements of a customer-centered model (i.e., the relationships among focal customer and brand, product, company, and other customers) and brand loyalty. The statistical population of this research consisted of the customers of Tejarat Bank in Tehran using social networks. A survey-based empirical study was conducted with 386 respondents sampled through Cochran formula and cluster random sampling method. Cronbach's alpha coefficient for each of the variables was over 0.7. The results of structural equation modeling showed that brand acceptability established on social media has positive effects on customer/product, customer/brand, customer/company and customer/other customers relationships, which, in turn, have positive effects on brand trust, and trust and commitment have positive effects on brand loyalty. The purpose of this study is to help banks to provide better-quality services using new marketing methods and increase customer loyalty by attracting them and providing their satisfaction at a low cost.

The fact that manufacturing and service firms are strongly in competition, for survival, there needs to be resources that can surpass new competitors by creating new methods and techniques. Given the importance of talent management and its key role in creating competitive advantage and commitment that have a large impact on firm performance, this study examines the impact of talent management in line with the commitment of its employees. In this regard, the purpose of this study is applied and the type of data collection is descriptive and survey. The questionnaire and a random sampling method and in the case of private banks in the city of Tehran. The results showed that the impact of management's commitment beta is 0.26. In the study hypotheses, talent management and emotional commitment by a factor β 0.26 and a coefficient β 0.30, normative commitment and positive impact associated with the continued commitment by a factor β 0.10.

Organizational cynicism is a psychological disorder rooted in negative attitudes and has a major impact on organizations. Organizational commitment, as an important aspect of job attitudes, is also the psychological identity defining how each person feels towards his/her respective organization. This study aims to investigate the relationship between organizational cynicism and organizational commitment. This study is practical in nature and descriptive and correlational in type. The data has been collected using a questionnaire. The study population consisting of 60 people included all employees in the branches and headquarters of Post Bank in Yazd. The study sample consisted of 52 people who were selected by stratified random sampling. Data analysis was performed using Pearson correlation test and SPSS22 .Findings revealed that there is a significant negative relationship between organizational cynicism and organizational commitment. Moreover, the existence a significant relationship between all the dimensions of organizational cynicism and organizational commitment, except for cognitive and behavioral cynicism whit affective commitment, was proven.

Organizational commitment refers to employees’ level of engagement and their desire to stay with the organization. Not only organizational commitment requires believe in the organization on employee’s part, but also action. In the literature, organization commitment is considered an important factor in the perception, understanding and anticipation of organizational behavior and employee’s tendency to stay with the organization. Proper management of organizational commitment produces desirable outcomes including organizational effectiveness, enhancing organizational performance, employee absence and turnover, generating motivation and improving employee job satisfaction. Organizational commitment as a managerial concept can lead to competitive advantage and is matter of great importance to organization. Much the same as the other concepts in the field of humanities, the definitions cited for organizational commitment are numerous. This is may be due to its prevalence in various fields of study and authors have defined it according to their use of the term. The paper discusses the organizational commitment from three perspectives. First, the foundations of the organizational commitment are addressed. Then, we will refer to the existing definitions of the organizational commitment by networking the concepts. At the end, the patterns of commitment and qualitative analysis of the theories and patterns are explained.

This study aimed to determine the effectiveness of organizational support on social capital and the mediating Role of Organizational Commitment in Eastern Tehran police staff. This paper utilized a descriptive correlational methodology. Its statistical population consisted of all staff in Eastern Tehran police commander 2015-2016. By a cluster sampling, 292 samples were selected. The research Instrument was social capital questionnaire of Onyx and Bullen, and organizational commitment questionnaire of Meyer and colleagues, including three dimensions of affective commitment, continuous commitment and normative commitment and also organizational support questionnaire of Eisenberger et al. The results showed that organizational support has a direct effect on organizational commitment and social capital variables. It also has a direct effect on social capital and a mediating role between organizational support and social capital. Consequently, more organizational support brings more social capital form the employees’ side

This study investigate the effective factors on loyalty and repurchase intention. Based on previous research and relevant literature, perceived value, perceived value, perceived quality, brand satisfaction, brand trust, affective commitment and continuance commitment were selected as influencing factors. According to infinite population, the population of this study is customer of Tehran mobile market. The minimum sample size was determined 384 by Cochran formula. Data were collected by questionnaire of 49 questions out of 389 using the software LISREL structural equation analysis and the results of this study confirmed all of the hypothesis. That is the best way to achieve loyalty and repurchase intention from the beginning to understand quality, Following the satisfaction of the brand, then the brand trust, and affective commitment, and in the end is the loyalty and repurchase intention.

the purpose of this research was to survey in the relationship between organizational justice and organizational commitment among Police academy employees. Among 200 employees of police academy who were worked in 7 colleges, 132 people were collected randomly by using Q-Cochran formula for answering the considered questions of the questionnaires. The author has used Nihoff and Mormon (1993) and Allen and Mier (1999) questionnaires. The reliability of these questionnaires calculated through Cranach's Alpha which was 0/857 that indicated appropriate reliability of the questionnaires. The findings of the research indicated that there is a moderate and direct correlation (0/435) between police academy employee’s organizational justice and organizational commitment and there is a weak and direct correlation (0/161) between police academy employee’s distributive justice and organizational commitment and there is a weak and direct correlation (0/422) between procedural justice and organizational commitment. There is a moderate and direct correlation (0/363) between police academy employee’s interactional justice and organizational commitment. The results from regression analysis indicated that there is a significant relationship between organizational justice and justice variable, procedural justice with organizational commitment of police academy employees. It s suggested that work-life quality improvement programs was executed in organization that a sense of ownership among employees was created by involving them in decision-making processes in such a way that they are the owners of police academy and make all their effort for it.

dentifyingandspecifying structural effect of organizational support on organizational commitment of staff and personnel of disciplinary commandership, special of eastern Tehran Province is the main objective of the present study. The present study is of descriptive – correlative type, so that all staff and personnel of disciplinary commandership in eastern Tehran Province are the subject of the study. For this purpose, a number of 320 persons were selected using classified cluster sampling method.
Organizational commitment questionnaires, compiled by Mir, et al. (1993) constituted research tool, which include three dimensions of 1- Affective Commitment, 2- Consecutive Commitment and 3- Normative Commitment, so that their final number was calculated 0.85, 0.81 and 0.89 respectively.Final number of organizational support questionnaire, compiled by Heisenberg, et al. (1986), stood at 0.91. In the same direction, data were analyzed using structural equations model and developed with LISREL software package.
The result of the present study showed that structure hidden at organizational commitment can be defined using indicators of Affective Support, Consecutive Support and Normative Support in operational basis.The most powerful indicator of this structure is “Affective Commitment”. In the compiled structural model, the findings indicate that organizational support has positive structural effect on organizational commitment(GA= -0.40).

Nowadays, human resource is considered a valuable capital for organizations and has a vital role in achieving their goals. Staff of health organizations are committed, conscientious and helpful and have a lot of spirit and high performance.In this study the effect of the components of organizational commitment (affective commitment, continuance commitment and normative commitment) on organizational health factors (institutional integration, manager's authority, structuring, consideration, spirit, support resources and scientific emphasis) were reviewed and prioritized. This research is an applied, quantitative, cross-sectional, descriptive and correlational survey. The population of the research composed of the staff of the organization of industry, mining and trade in Hamadan. Among which a sample of 145 person were selected by means of random sampling. Data collection tool has been a standard questionnaire. Pearson correlation test, Friedman test and one-sample t-test with SPSS software were used to investigate the hypothesis. Data analysis showed that there has been a significant relationship between all components of organizational commitment and organizational health. Furthermore, affective commitment and normative commitment have respectively the most and the least impact on organizational health factors. According to the results some suggestions for improving organizational health and commitment have been offered.

Due to the fact that acquiring new customers is much costly than establishing a broader and deeper relationship with existing customers، the concept of customers’ loyalty and brand recognition are important factors. One of the factors that create and increase customers’ loyalty commitment is brand credibility. Brand credibility is one of the most valuable assets of any company. Brands which bring additional credibility to customers can achive a special place in consumers'' minds. This is a descriptive – correlational with a casual approach and in terms of purpose it is an applied study. In this study، the relationship between brand credibility (that is defined as the trustworthiness and expertise) as the independent variable and satisfaction، commitment to loyalty and continuance commitment as dependent variables were investigated. The relationship between satisfaction، loyalty and commitment with willingness to change and oral recommendations to purchase as an independent variables and the relationship between commitment and willingness to change were tested. The population size in this study include all consumers of appliance products in Rasht. Stratified random sampling، a form of stratified sampling and proportional to size، is used. Data were collected from 412 completed questionnaires filled by household consumers. Hypotheses were tested by structural equation modeling methods and the results are as follow: Brand credibility has a direct impact on satisfaction، commitment، commitment to loyalty and continuous commitment. Satisfaction has a direct impact on commitment and oral recommendations to purchase. Satisfaction will reduce consumers willingness to brand change. Commitment to loyalty has no impact on the two dependent variables namely willingness to brand change and oral recommendations to purchase. Continuous commitment has no impact on willingness to brand change.

This study is about the effect of Organizational Commitment upon Turneover of personnel. Statistic Social in this research is the personnel of M.C.Pars company and statical sample is consist of 196 emploees from social organization. Allen & Meyer model have been used In analysis of organizational commitment, beside using Thomlinson & Jenkins model in analysingturneover of personnel and also Spearman correlation Test has been used for analysis datas and hypothesis test of research. LISREL software was used to make our conceptual model so that bringing a goodness of fit embracing measuring the variables through confirmatory factor analysis methodology and defining the relationships among variables by using structural equation and casual models. In attention to the conclusions of the basic hypothesis of research and subsidiary hypothesis are indicate that the meaningful negative correlation between Organizational Commitment and its components: Affective commitment, Continuance commitment and Normative commitment with Turneover of personnel. Also the second basic hypothesis of research results showed inbetween components Organizational Commitment, Affective commitment has the most significant negative effect on Turneover. Normative commitment and Continuance commitment are the next. Also between Moderator variables, job grad and contract are powerful Moderator, gender and record of service are week Moderator.

Even though Spiritual Intelligence sounds familiar, most people have never heard the term and they may be confusing SQ with spirituality. Dealing with one of the newest concepts in the area of humanities, this article is unique, in that not only it involves a new approach to the notion of spirituality, but it links spiritual Intelligence to management concepts for the first time in Iran. This research surveys the relationship between spiritual intelligence (SQ) and organizational commitment. The participants are workers in Khorasan Razavi Gas Company. The gathered data was analyzed using SPSS software and the research questions were tested. The results showed that worker's SQ had a positive correlation with their affective commitment. The model questionnaire administration used in this research is ISIS (Integrated Spiritual Intelligence Scale, 2007 release) and for organizational commitment, Allen and Meyer's model was used.