جستجوی مقالات مرتبط با کلیدواژه « رضایت شغلی و تعهد سازمانی » در نشریات گروه « مدیریت »

This study aimed to investigate the impact of organizational democracy on the organizational citizenship behavior of employees in the Foundation of the Oppressed, with job satisfaction and organizational commitment as mediating factors. Accordingly, the present research falls within the realm of applied research in terms of its objective, and correlational research based on structural equation modeling in terms of method and nature. The statistical population of the study comprised 391 employees of the Foundation of the Oppressed in Tehran in the year 2023. Using Morgan's table, a sample of 194 individuals was selected, and questionnaires were distributed among them through simple random sampling. The data collection instruments included the Padscaw Organizational Citizenship Behavior Questionnaire (2000), the Rahnavard Organizational Democracy Questionnaire (1380), the Kendall and Hulin Job Satisfaction Questionnaire (1969), and the Allen Meyer Organizational Commitment Questionnaire (1993). Data analysis, conducted using SPSS (version 22) and LISREL (version 3) software, revealed that organizational democracy had a significant impact on organizational citizenship behavior, both directly and through the mediating variables of job satisfaction and organizational commitment (p<0.05). Therefore, considering the importance of organizational democracy in shaping the organizational citizenship behavior of employees, the Foundation of the Oppressed in Tehran should pay special attention to this issue.

The aim of the present study is to investigate the mediating role of organizational commitment in the relationship between mentoring and job satisfaction and to answer the question of whether organizational commitment plays a mediating role in the relationship between mentoring and job satisfaction approach: In terms of purpose, this research is applied, and according to the nature of the subject and its goals, it is of a descriptive-correlation type.

The main goal of this thesis was to investigate the effect of organizational health components (scientific emphasis, morale, resource support, constructiveness, work consideration, manager's influence and institutional unity) on job satisfaction with the mediating role of organizational commitment of employees of Mashhad National Oil Products Distribution Company. The number of employees measured based on Cochran's formula is considered to be 260 people. The data collection method was done in the field through a questionnaire. In order to collect data, three standard questionnaires were used. 1- In order to collect organizational health data, standard Hoy questionnaire was used, 2- Allen and Mir organizational commitment questionnaire, 3- Minnesota job satisfaction questionnaire. In this research, in order to analyze the data, it was done using descriptive and inferential statistical methods. Descriptive statistics methods were used to check the demographic characteristics of customers. Inferential statistical methods included partial least squares method. Data analysis was done using SPSS and Smart PLS statistical software and the results showed that all the hypotheses were confirmed and a general hypothesis states that organizational health is on job satisfaction with the mediating role of organizational commitment in the national distribution company. Mashhad oil has a positive and significant effect.

Responsibility and social responsibility, which refers to the concepts of commitment, duty and belonging of individuals and groups, today the importance of studying the behavior of citizens and citizenship education is considered by social scientists. The principle of social responsibility is considered as one of the educational and moral issues that plays a decisive role in the performance and morale of individuals. There are several factors that together can create job satisfaction in individuals. Perhaps the absence of one of these factors alone can reduce a person's satisfaction or even make him / her dissatisfied with his / her job. Awareness of one's job is one of the most important factors in creating job satisfaction in people. Organizational commitment is a kind of assessment of the harmony between one's own values ​​and their beliefs about the organization. Organizational commitment is related to some form of attachment and dependence on the organization. For nearly three decades, researchers have interpreted the concept of organizational commitment in terms of these forms. But now it has a complex meaning and behavioral researchers refer to it as a summary of things related to work experiences and significantly predict appropriate work behaviors and other behavioral goals. In this article, we examine the perception of responsibility We will address social acceptability and its impact on job satisfaction and organizational commitment.

The pace of advances in science and technology, human resources are construed as the fundamental capital and driving force of any change in the organization in today's competitive world where organizational survival relies heavily on the extent to which the vital and strategic role of human resources is perceived and novel managerial methods and techniques are employed to promote the employees’ motivation, satisfaction, organizational commitment and organizational citizenship behavior. Hence, a key task involved in human resources management is the implementation of performance evaluation systems. Therefore, the present study commenced with an initial library research to explore the necessity of evaluating employees’ performance, its functions and modern methods. The aim of this applied descriptive correlational study was to investigate the effect of employees' perception of financial and nonfinancial evaluative measures on their motivation, job satisfaction, organizational commitment, and organizational citizenship behavior. The research population comprised 1,300 employees of Water and Sewerage Company in Ahwaz, Iran from whom a convenience stratified sample of 299 participants were randomly selected. The research data were collected via questionnaires that were piloted to assess their face validity and Cranach’s alpha reliability. The research hypotheses were tested via correlation coefficient and Structural Equation Modeling (SEM) using the SPSS22 and AMOS18 software. The findings indicated that financial measures had a significant effect on intrinsic motivation while nonfinancial measures had a significant effect on intrinsic motivation.Both intrinsic and extrinsic motivation were found to have significant effects on job satisfaction, organizational commitment and organizational citizenship behavior.

Weakening job satisfaction is a factor in aggravating administrative violations. In this study, the effect of job satisfaction with five dimensions of job satisfaction, superior, colleague, promotion and salary was measured and the effect of organizational commitment in three dimensions of emotional commitment, continuous and normative in reducing police work violations from the perspective of Islam has been investigated.

This research is applied in terms of purpose and quantitatively descriptive-analytical in terms of implementation method. The statistical population of the research is experts and experts in the field of Islamic management in NAJA (178 people). Samples were selected through a simple probabilistic sampling method. Finally, the data were collected and analyzed by SPSS software.

The research findings show that employing employees in various jobs based on ability and satisfaction increases their efforts at work and also by creating the necessary opportunity for promotion based on appropriate encouragement and punishment, employee participation in Organizational decision-making, delegation and decentralization as much as possible, favorable division of labor, appointment of qualified managers based on expertise, experience, work conscience and interest instead of relationships and implementation of training programs based on job needs can improve job satisfaction and reduce organizational commitment Police misconduct is effective from the perspective of Islam.

By paying fairly and observing justice in the distribution of rewards and changes in work and service conditions that have always had an interactive relationship with psychological pressure among employees, and finally the efforts and compassion of managers and strengthening and encouraging the spirit of cooperation among employees can Reducing police misconduct is effective from an Islamic perspective.

These days, top organizations are making attempt to attract potentially professional and expert employees and maintain their human resources. Naturally, a strong organizational identity can help maintain and protect employees. Furthermore, a great employer brand leads to creating a strong organizational identity through its components, and therefore affects maintaining of the employees. This research is aimed at designing an organizational identity model through employer brand approach using the grounded theory at Saipa Company. In the meantime, it must be taken into account that the effect of employer brand on organizational identity can be different among various generations of employees with different length of service, which may cause employees to change their priorities to be absorbed and maintained in the organization. This applied research makes use of interviews to collect data. Data are analyzed using the grounded method and the categories are analyzed through free, axial and selective coding. Finally, a model is presented on the basis of the effect of organizational identity on employee retention with the effect of employer brand as causal condition. Moreover, job satisfaction and organizational commitment are presented as strategies and effects of contextual (environmental) and intervening factors.

The requirements of today's life have led people to play acquired roles in addition to traditional roles. Conflicts between different roles cause psychological stress in them, which endangers their physical and mental health, and as a result, their level of satisfaction is affected. This study seeks to investigate the effect of psychological pressures resulting from various roles on their satisfaction with the role of Islamic work ethics and organizational commitment. The present paper is a practical, quantitative and descriptive study of the correlational branch. The statistical population of the study is all employees in the Cultural Heritage Organization in Tehran. Due to the uncertainty of the size of the community and the use of available sampling, 490 people were selected as the sample. Content validity and structure were used to measure reliability of the instrument, and Cronbach's alpha was used to measure reliability. Smart PLS software was used to analyze the data. The results showed that there is a significant inverse relationship between psychological stress due to role and employee satisfaction. Also, another achievement of this study showed that the existence of Islamic ethical behavior and organizational commitment can affect the effect of role stress on employee satisfaction.

This study aimed effect of internal marketing on organizational commitment with emphasis on corporate identity and  job satisfaction   (case study: organizations ports and maritime Khuzestan province of port Imam Khomeini. This research in terms of aim is the type of applied research and in terms of research and the nature is such as applied research from opinion research and the nature of attack research is study descriptive correlation. Statistical community of this research is including staff official organization ports and maritime Khuzestan province of Imam Khomeini port. Data required to do this study is obtained by using of sampling available non-random through 177 people of employees.data analysis was performed by using of statistics descriptive and inferential that statistics description used of the average and standard deviation and part of statics inferential of modeling structural equation method PLS for estimated coefficients path and also examine hypothesis research . To enter and and analysis preliminary datas was used software SPSS for modeling method PLS software. The results obtained from the analysis of data  indicate there is a positive impact and meaningful internal  marketing on organizational commitment through vairables mediator of corporate identity and job satisfaction. Also, the results showed internal marketing has positive impact on corporate identity and job satisfaction.Corporate identity has positive impact on the job satisfaction and organizational commitment and also job satisfaction is positive impact on organizational commitment.

Talent management is one of the solutions presented to utilize human resources as the most important assets of the organization. Therefore, the aim of this research was to investigate the effect of talent management components on job satisfaction and organizational commitment of Knowledge Workers. The research is considered an applied research based on its object and a survey, based on data collection methods and methodologically is considered in the category of quantitative research and positivism. Research population was 700 people including knowledge workers at Research Institute of Petroleum Industry, among whom 202 people were randomly selected. To collect data, it has been used the researcher made questionnaire for talent management, Minnesota's job satisfaction questionnaire and Allen & Meyer questionnaire for organizational commitment, based on Likert five point scales (from very high to very little). Face and content validity was used to evaluate questionnaires Validity. Also, Cronbach's alpha was used to establish the reliability of instruments. Results showed that there are strong positive causal effect on talent management components and job satisfaction (Except of absorption talent) and also on talent management components and organizational commitment (Except of appraisal talent).

The present study aimed to investigate the priority of factors affecting job satisfaction and its relationship with organizational commitment by applying TOPSIS technique at the national company for distribution of oil products in East Azerbaijan. The research method was descriptive-correlational and the data was collected through a questionnaire and an interview with experts in this field. The statistical population of the study consisted of all employees of the National Iranian Oil Distribution Company of East Azerbaijan (350 people). A total of 184 members of the community were selected using the Morgan table as the sample. Cronbach's alpha technique was used to ensure reliability of the questionnaire and content validity was used to ensure its validity. Pearson correlation coefficient and SPSS software were used to analyze the data. According to the results of research hypotheses, there is a significant relationship between job and social factors with organizational commitment, while there is no significant relationship between organizational commitment and organizational commitment in the AYP distribution company. Also, the results of applying MADM techniques such as AHP and TOPSIS show that among the five factors affecting job satisfaction (personal, occupational, managerial, organizational and social factors), individual factors have the greatest impact on organizational commitment and further options related to these factors were ranked by TOPSIS Technique, so that among the individual factors (job title), job factors (job promotion), management factors (employee empowerment), organizational factors (how to work in the workplace) and among Social factors (social attitude toward occupation) had the highest rank.

This study aims to investigate the paradoxical influence of job satisfaction on destructive employees’ voice behavior considering the mediating role of using social networking sites (SNSs) and organizational commitment.
240 employees of Asia-tech Company have been surveyed in this regard. PLS algorithm has been used to evaluate the validity of the hypothesis. To do so, the WarpPls software has been used.
The results of the study showed that employee's social networking sites utilization can lead to an increase in destructive employees’ voice. The employees with higher level of job satisfaction and organizational commitment take more advantage of SNSs in order to keep in touch with their colleagues. Job satisfaction leads to an increase in level of both employees’ voice and organizational commitment. The employees with higher level of organizational commitment show less destructive voice than others.
The main contribution of this study is to show the fact that in spite of many advantages that can be considered for SNSs in the workplace, they can have some detrimental effects such as increasing destructive voice among employees.

The purpose of this study is to investigate the effects of Islamic work ethics on individual’s job performance, taking into account the mediating roles of organizational commitment and job satisfaction among employees of the Civil Registration Organization of Hamedan Province. Regarding the aim, the research was applied and in terms of the methodology, it was a survey and in particular, it was of a correlational type. The statistical population consisted of all the employees of the C.R.O. of the province. Using Cochran's formula, the sample size amounted to 241, and simple random sampling method was used to distribute the questionnaires among them and finally 235 fully completed questionnaires were collected and analyzed. In order to test the research hypotheses, structural equation modeling and Amoss22 software were used. Findings show that Islamic work ethics has an impact on job performance and job satisfaction of employees. Job satisfaction affects organizational commitment and both of them have an impact on job performance. Also, Islamic work ethics affects job performance through the mediation of job satisfaction. This means that the institutionalization of the Islamic work ethics in organizations and aligning ethical principles with organizational strategies can help to improve job performance of the employees. The results of other hypotheses and levels of fit of the research model, along with detailed conclusions, limitations and executive suggestions are also presented.

Entrepreneurial behavior in the public sector is attractive for experts because of its prominent role in achieving competitive advantage. Talent management is among the variables affecting on entrepreneurial behavior directly and by mediating role of job satisfaction and organizational commitment. The objective of recent research is to determine the mediating role of job satisfaction and organizational commitment on the relationship between talent management and entrepreneurial behavior in public sector. This research is a kind of correlation- descriptive research that has been conducted through a survey. The population has consisted of employees in public organizations of Kerman city. They are all graduates and have organizational positions and 286 persons have been selected as of sample using Cochran’s formula. The data gathering tool has been 4 questionnaires that the validity and reliability of the questionnaires approved. Descriptive and inferential statistical (structural equation modeling) have been used to analyze the data. The results of this research confirmed the conceptual model, also showed that talent management beyond its direct impact, exerts indirect impact on entrepreneurial behavior through the mediators of job satisfaction and organizational commitment that the extent of indirect impact is significantly higher than direct impact. Also the mediating role of job satisfaction and organizational commitment on the relationship between talent management and entrepreneurial behavior has confirmed.

The present research aims at investigating the mediating role of organizational commitment components (emotional, normative, and continuous) in relation to job satisfaction and employee transactional behaviors of one of the army's educational centers. The data of this study were analyzed through library studies (books, articles, etc.), and field studies by using a researcher-made questionnaire whose validity was estimated through content validity and its reliability was gained through Cronbach's alpha and was estimated as 0.7.The statistical sample of this study included 196 people who were selected by simple random sampling method using Karjesi and Morgan tables. Structural equation modeling was used to analyze the data. The results of the data analysis showed that the model is fitted with the data of this research. In other words, job satisfaction has a direct and meaningful effect on the components of organizational commitment including emotional commitment, normative and continuous engagement. Also, the components of organizational commitment have a direct effect on employees at a significant level of 95%. Also, the components of organizational commitment in the relationship between job satisfaction and employee transactional behaviors have a mediator role, which indicates the importance of utilizing these concepts in improving the staff's transactional behaviors.

Lifestyle of employees and their effect on job attitudes and their components such as job satisfaction, occupational affiliation and organizational commitment, are vitally important issues in the quality of work life. This becomes much more important when it refers to examining the effect of Islamic lifestyle on job attitude. In this research, the effect of Islamic lifestyle on attitude is generally assessed, and its effect on the components of job attitudes, job satisfaction, occupational affiliation and organizational commitment are discussed. Moreover, the effect of the components of inter-organizational values relating to the influence of Islamic lifestyle on job attitude is assessed. The data were collected through a questionnaire from a stratified random sample, distributed among 430 employees in 12 selected organizations in Lurestan and Zanjan provinces. The results were analyzed by structural equation modeling with the SPSS and PLS2 software. In this phase, three questionnaires were designed to assess the employee's job attitude. Islamic lifestyle and explanation of internal values. The validity of these three questionnaires was confirmed by the internal consistency coefficient of Cronbach's alpha as much as 0.966, 0.49 and 0.447 respectively. Meanwhile, the reliability of the questionnaires and the model were confirmed by the PLS2 software. Eight of nine hypotheses of this research were confirmed. The results indicated that Islamic lifestyle can have a positive effect on employee's attitudes toward work and organization.

There is a continuous emergence of new technologies in modern society, and the most widely adopted are information technology. Today organizations perform business in a global and information enriched environment. They benefit from the existence of networks, such as the internet, that not only enable access to information, but are also a great means of communication. Relationships are one of the most important factors for the success of an organization. Expanding the use of social networks and social media has had a huge impact on both personal and professional aspects of life, so it is not surprising that organizations are sensitive to employees’ use of social media. In recent years a lot of research has been done on this subject, some of which has shown an improvement in job performance, while others imply a more negative impact. It is believed that employee's use of social media and its impact on job performance is affected by other factors that should be considered.
This research tries to prepare a comprehensive model to show both primary and secondary factors in the relationship between the use of social media and job performance. A questionnaire was used to gather the required information. The statistical population's sample of this study included 227 employees of Tarbiat Modares University. The results show a significant correlation between personal factors and use of social media, social media and social capital, job satisfaction, organizational commitment and job performance.

The main purpose this study is to investigate the effect of organizational leadership on organizational agility through mediation role of job satisfaction and organizational commitment in administration and management of national Iranian drilling company. Present research method is empirical based on the target, and is a descriptive-causal research; and specifically, it is based on structural equation modeling statistical. Statistical population of is 325 of employees of administration and management of national Iranian drilling company, that 176 were chosen with random sampling method by using krerjcie and Morgan table. In order to collect data, four questionnaires were used: organizational leadership, job satisfaction, organizational commitment and organizational agility. Data analysis done with using statistical software spss and lisrel. research findings show that organizational leadership have positive and significant effect on organizational agility through mediation job satisfaction and organizational commitment and organizational leadership have a significant positive impact on job satisfaction, organizational commitment and organizational agility in the administration and management of the national iranian drilling company. Also the job satisfaction and organizational commitment have positive and significant effect on organizational agility in the administration and management of the national Iranian drilling company.

Nowadays the paradigm of manager-as-coach or coaching managinrail has been raised as a new discourse in the sphere of human resources management. Given the privileges that manager's coaching has for employee's job and behavior attitudes, many organizations and companies have tried to institutionalize this style of management in their organization. On this basis, the aim of this article is to examine the relationship between manager-as-coach's behavior and employee's inclination for turnover, directly or indirectly, through employee's job attitudes including job satisfaction, organizational commitment and organizational identity. Statistical population is staff one of them Industrial –Defense organization, 500 persons were selected as sample by using simple Random Sampling. For this purpose, the structural equation modeling has been used for testing the hypotheses. The results of data analysis showed that manager-as-coach's behavior has a direct impact on job attitudes and reducing inclination for turnover. Also Research result indicated that there is a nagative relationship between organizational identity and organizational commitment with tented employee's turnover, but job satisfaction lock relationship with turnover.