جستجوی مقالات مرتبط با کلیدواژه « organizational commitment » در نشریات گروه « مدیریت »

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.

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.

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.

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.​

The present study investigated the impact of talent management on organizational commitment with the mediating role of organizational justice among the employees of Farhangian University of West Azarbaijan Province. The present study is applied in terms of aim and descriptive of survey-causal type in terms of nature. The statistical population of the study included all 96 employees of Farhangian University of West Azarbaijan Province. They were selected using the census method. The field method was used for collecting data. Cunningham's standard talent management questionnaire (2007), Niehoff and Moorman's (1993) organizational justice questionnaire, and Dick and Metcalfe's (2001) organizational commitment questionnaire were used as research tools. The data were analyzed using partial least square structural equation modeling (SEM) in Smart PLS Software. The analysis of the collected data revealed that talent management affects organizational justice by 83% and employees' organizational commitment by 42% Organizational justice has a 48% effect on organizational commitment. Also, the Sobel test revealed that talent management with the mediating role of organizational justice affects employees' organizational commitment by 4.21. Thus, based on the statistical results, all research hypotheses were confirmed and it was concluded that organizational justice plays a mediating role in the relationship between talent management and the organizational commitment of employees.

Cyber-loafing, which refers to the use of the Internet for personal use at work is a serious challenge for organizations due to the disruption in achieving organizational goals. In recent months, with the COVID-19 conditions and the fluctuations of various economic markets in Iran, cyber-loafing is highly common among the employees of Iranian organizations. On the other hand, using Internet resources has become necessary for all organizations to do part of their business processes. Effective use of Internet resources can lead to various positive results, such as reduced operating costs, effective communication between employees, and better job performance (Anandarajan et al., 2004). Ideally, the Internet is expected to be a tool to facilitate the job performance of employees. However, the Internet can also be used as an inappropriate tool that leads to reduced performance (Moody & Siponen, 2013). According to Kwai and Su (2017), employees spend about 20-24% of their working time on the Internet (Koay & Soh, 2017). This organizational behavior has led to a i30-40% reduction in employee productivity and costs organizations $750 annually (Ugrin et al., 2018). Therefore, dealing with deviant behaviors in organizations is of considerable importance.Many researchers have addressed the causes and roots of cyber-loafing and paid attention to the antecedents of this behavior. A review of the background of cyber-loafing shows that most of the research in this field has mainly focused on organizational attitudes, behaviors and policies (Liberman et al., 2011; Pindek et al., 2018; Soral et al., 2020). But there is a theoretical gap to examine the mechanisms of supervision and especially abusive supervision in cyber-loafing (Lim et al., 2020).Abusive supervision is a type of destructive leadership that has attracted the attention of scholars and practitioners in recent years. According to Tepper et al. (2011), more than 13% of the workforce suffers abusive, insulting, or hostile behavior from theirsupervisors annually  (Lee et al., 2018). In addition, when employees in the organization spend online activities unrelated to their jobs or duties, it may be beneficial for them, but it is harmful to their organizations because avoiding the Internet is considered as an undesirable behavior and is in conflict with organizational productivity. Thus, while the hours spent on the Internet should be used to advance work responsibilities in line with organizational goals, it is spent on personal activities to compensate for emotional exhaustion caused by improper supervision (Koay & Soh,2017). In this research, we seek to investigate the effect of abusive supervision on cyber-loafing with the mediating role of emotional exhaustion. Emotional exhaustion can be explained as the mental exhaustion and fatigue caused by the pressure of one's private life or job demands or a combination of both. It gives signals of the beginning of physical or mental collapse (Lim et al., 2020).In summary, considering that the research on the mechanisms governing abusive supervision and organizational cyber-loafing has not been much developed, the present study aims to investigate the issue from the theoretical point of view of the social exchange theory (SET) and the conservation of resources (COR) theory. Also, the effect of abusive supervision on cyber-loafing is studied through the mediating role of emotional exhaustion in the context of oil companies.

The main paradigm of this research is descriptive and positivistic, and its statistical population included the administrative staff members of a company active in the oil industry. In terms of orientation, this study is an applied one with a comparative approach. The structural equation modeling method and the SmartPLS software were used to analyze the data.

The findings of this research showed that emotional exhaustion plays a mediating role in the relationship between abusive supervision and cyber-loafing. That is, abusive supervision causes emotional exhaustion in employees and leads to their cyber-loafing.

The results indicate that abusive supervision has a positive effect on cyber-loafing, and the mediating effect of emotional exhaustion on the relationship between abusive supervision and cyber-loafing is moderated by commitment. Therefore, the employees who are mistreated in the organization suffer emotional exhaustion, pay less attention to their work, and spend more time in the cyberspace and the Internet. Also, the results show that employees who have higher commitment are less likely to experience mismanagement-induced emotional exhaustion and show less avoidance.

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 presence of Islamic work ethics in any organization improves the performance of employees and ultimately improves the performance and excellence of the organization; Therefore, this research aims to investigate the effect of Islamic work ethics on organizational commitment using a quantitative meta-analytical program and to answer the main question of how much Islamic work ethics affects organizational commitment. The present research is of meta-analysis type. The present article is applied in terms of purpose and due to the use of meta-analysis method and according to the nature of the data, it is included in the category of quantitative research. In this method, the results of quantitative studies are used for statistical analysis and the findings of multiple studies are combined. The statistical population of this research is all the studies conducted inside and outside in the years 1380 to 1401 related to the research subject. Internal indexed Among 56 research and descriptive studies in the field of Islamic work ethics and organizational commitment, 24 research documents that had quantitative meta-analysis criteria were selected, and each of the studies was coded and entered into CMA 3 software. The results of 24 studies show that the overall size of the effect of Elami work ethic on organizational commitment is 0.45 and it can predict a total of 45% of changes in organizational commitment. According to Cohen's principle, the intensity of the influence of Islamic work ethics on organizational commitment can be considered moderate to high. Also, to measure the publication bias, if the funnel plot method, Bug correlation method and linear regression were used, the results in all three showed that this relationship is not significant and the null hypothesis that the funnel plot is symmetrical and the publication bias is not confirmed.

The Aim of the Present Research is to Investigate the Role of Cultural Intelligence of Education Instructors in an Organization and to Improve the Job Attitudes of Employees. In Terms of Practical Purpose, it is a Descriptive-Surveillance Method and Correlation Type. The Statistical Population Included Managers and Teachers of Education in Gilan, and the Sample Size of 92 People was Calculated Using Kerjesi-Morgan. In Order to Collect Data in this Research, a Researcher's Questionnaire Was Made. The Validity of the Questionnaire has Been Confirmed by Professors and Experts and its Reliability has Been Obtained by Measuring Cronbach's Alpha Coefficient for all Changes Above 0.7. Descriptive Statistical Methods (Prevalence, Percentage, Mean, Standard Deviation) and Inferential Statistical Tests have Been Used to Analyze the Data. All the Mentioned Calculations Were Analyzed by Software (SPSS). The Results of the Research Indicate that Cultural Intelligence and its Dimensions (Cognitive Intelligence, Motivational intelligence, behavioral intelligence) have a positive and meaningful relationship with improving organizational commitment and improving the job attitudes of employees.

This research was conducted with the aim of investigating the effect of perceived organizational support and organizational culture on organizational citizenship behavior with the mediating role of perceived organizational commitment. The statistical population of this study consisted of all the teachers in Tehran, whose number was 45,000, and according to Cochran's formula, 384 teachers and administrators were selected as a statistical sample based on the multi-stage cluster sampling method. The measurement tool in this research is a researcher-made questionnaire, the first part of which is to examine demographic characteristics and the other three parts of a modified standard questionnaire, which include Sharma and Jain's organizational citizenship behavior questionnaires, Dension's organizational culture and commitment, and Eddy's organizational support questionnaire. have been. After checking the validity and reliability, the questionnaires were provided to the selected statistical samples and the obtained data were analyzed using SPSS26 and SmartPLS software. The research findings showed that perceived organizational support and organizational culture have a positive and significant effect on organizational citizenship behavior with a mediating role of perceived organizational commitment. It is recommended to increase the organizational commitment of teachers in the educational organization with organizational support and create a suitable organizational culture, and then the emergence of organizational citizenship behavior in them.

Economic transactions and events are documented and recorded in accounts through the collection of evidence by accountants. The result of the transactions will be made available to the interested parties within the framework of the financial reports.However, directional, misleading, irrelevant or incomplete information can lead to incorrect decisions. Auditors as trustworthy shareholders with a professional skepticism can play an effective role in this direction and prevent incorrect presentation of information.The purpose of this study was to investigate the effect of professional commitment and organizational commitment on the relationship between job attachment and professional skepticism in the audit profession. The statistical sample of this study included 392 auditors working in the auditing profession in 2019 which was selected by random sampling method.The present study is applied in terms of purpose and descriptive-correlational in terms of method and research data were collected using a questionnaire. The structural equation modeling method was used to evaluate the effect of research variables on professional skepticism and also to fit the proposed model using pls software.The results show that professional commitment and organizational commitment have an intervening effect on the relationship between job attachment and professional skepticism

Procedural justice refers to employees' perceptions of fairness in the processes adopted within organizational procedures. Interactional justice pertains to employees' perceptions of fairness in interpersonal or procedural aspects, divided into two categories: informational and interpersonal. Informational justice refers to the explanations provided to employees. Interpersonal justice relates to the degree of goodwill, dignity, and respect with which superiors interact. The use of multiple performance scales influences organizational commitment as well as distributive and procedural justice. In other words, managers believe that the use of multiple scales increases the likelihood of more accurate performance assessments. Consequently, the aim of this research is to investigate the impact of behavioral accounting components on the development of perceptions of justice and organizational commitment.

The target population of this research comprised accountants in the private and public sectors, selected through random sampling and examined over a six-month period. The research tool was standardized questionnaires, and Partial Least Squares (PLS) analysis was employed for fitting and testing research hypotheses.

The results of this study demonstrate that the impact of behavioral accounting characteristics on social responsibility and the principle of controllability has a significant positive effect. Decision-making is a managerial duty and the core of management. Managerial decision-making indicates the necessary work and supports accounting information in a specific organization. Performance issues are a classic problem in companies and should be addressed by economists to determine performance.

Originality / Value:

 The integration of behavioral sciences into accounting significantly enhances the profession's growth and brings new insights for accountants. Awareness of the relationship between individual behavior and accounting equips accountants with new tools for evaluating and solving problems in business units. This research, for the first time, examines the impact of behavioral accounting components on the development of justice perception and organizational commitment.

The concept of internal branding emerges from the internal orientation of the organization in line with brand management. brand enactment by employees can be considered one of the outstanding possible results of the internal market orientation process.The aim of this study was to investigate the effect of IMO on brand enactment by considering the mediating role of employee job satisfaction, employee commitment, brand knowledge, and identity. This paper was designed as a non-experimental survey, using an anonymous self-report questionnaire. In this study, a pre-test was conducted among 30 people. In total, 300 employees of Bank Melli branches in Isfahan were invited to participate in the study. Because of the excessive missing data, 42 questionnaires were eliminated, and the final sample size for testing was 258. The response rate was at least 86%. The results revealed that IMO has a positive effect on brand enactment (0.170). The effect of IMO on brand enactment was also confirmed through the mediating role of employees’ brand knowledge, job satisfaction, and commitment, but the mediating role of brand identity was not confirmed. The findings of this study have important practical insights. This study provides a framework that describes the mediating mechanisms of the impact of IMO on brand enactment. In general, the results indicate that brand knowledge is the main determinant of employees’ brand enactment.

The aim of the current research is to determine the effect of human resources competencies on organizational commitment and employee empowerment in government organizations of Shahindej city.

The current research is applied in terms of purpose and descriptive in terms of data collection. The statistical population of this research includes all employees of government organizations in Shahindej city, which is 599 people. The sampling method in this research is proportional stratified random according to government organizations and 235 people were determined using Cochran's formula. The data collection tool in this research is a standard questionnaire. In order to investigate and explain the research hypotheses, Allen and Mayer's organizational commitment questionnaire (1992), Spritzer's employee empowerment questionnaire (1995) and Wau et al.'s (2015) employee competence were used. To analyze data from descriptive statistics and inferential statistics according to the level of data measurement and from spss and pls smart software to calculate Cronbach's alpha, mean and frequency table, to calculate confirmatory factor analysis and path analysis and estimate the relationships between the hidden variables of the problem and fitness model was used.

The research results showed that all research hypotheses are confirmed. Based on this, human resource competencies have a significant effect on the dimensions of organizational commitment and the dimensions of employee empowerment in the government.

The results of the research indicate that competent employees have high organizational commitment and have a high ability to perform their duties, and as a result, organizational goals are achieved.