جستجوی مقالات مرتبط با کلیدواژه « Emotional Commitment » در نشریات گروه « مدیریت »

This research is to investigate the effect of efficient human resource management practices on readiness for change, emotional commitment and employee performance with the moderating role of hierarchical culture in Tejarat Bank branches in North Tehran. The research is descriptive and survey in terms of practical purpose and in terms of how to collect information. Research data has been collected through five-choice Likert questions included in the research questionnaire. In this research, in order to analyze the data obtained from the questionnaire, in accordance with the statistical needs, SPSS.V24 statistical software and pls.V3 structural equation software were used in the form of descriptive and inferential statistics in the form of linear and multiple regression. The statistical population of this research is the employees of Tejarat Bank in the northern branches of Tehran, which totals 440 people. In order to calculate the required sample size for the research, using Cochran's formula, 5% confidence level equal to 205 people was obtained. The studied sample was collected by the available method. The results of the research show that effective human resource management methods affect employees' emotional commitment (0.269), effective human resource management methods affect employees' readiness for change (0.355), emotional commitment affects employees' readiness for change (0.523), readiness To change the performance of employees (0.479), efficient human resources management methods have a significant effect on the emotional commitment of employees with the role of adjusting the hierarchical culture (0.089) in Tejarat Bank branches in the north of Tehran.

The aim of this study was to investigate the effect of job entanglement on emotional commitment mediated by job satisfaction and job engagement .

The research method was descriptive-correlational. The data collection tool was a questionnaire, the validity of which was confirmed by content method. The validity of the questionnaire was calculated and confirmed using Cronbach's alpha. Sampling method by counting method and Standard questionnaire was distributed among 338 employees of Payame Noor universities in Hormozgan province and 306 were collected. The data obtained from the questionnaire were analyzed to test the research hypotheses using structural equation modeling with Smart PLS software.

The results of testing the hypotheses showed that job entanglement and job sacrifice dimension had a significant effect on emotional commitment but employee connections and Occupational fit did not have a significant direct effect on emotional commitment. Job satisfaction has a mediating role in the impact of job entanglement and its dimensions on emotional commitment and also the job engagement as a mediating role in the impact of job entanglement and its dimensions on emotional commitment.

Identifying the effects of job entanglement can help to direct the emotional commitments of individuals in the organization.

Nowadays, with the advancement of new technologies and the creation of dynamic, complex, and highly variable environment, organizations need to design and use strategies to win in the competitive environments, and among them, marketing capabilities as a factor. It is important along with the organizational and psychological obligations of employees. Therefore, in this research, we intend to investigate the impact of innovation and market-oriented ability on the level of emotional commitment of Bank Mellat employees in Tabriz. The statistical population of the research includes all employees of Bank Mellat in Tabriz. To determine the sample size, Cochran's sampling formula was used and 210 people were selected as a sample by simple random. So sampling was done from all branches. In this research, the data collection tool is a questionnaire. After collecting the data, it was analyzed using PLS and SPSS software. The results obtained from the hypothesis test show that the marketing capability, including innovation and market orientation, is effective on the emotional commitment of Bank Mellat employees in Tabriz city.

The main purpose of this research is to investigate the role of toxic leadership on leader-member exchange, the moderating effect of professional ethics and political skill on the aforementioned relationship, and the effect of leader-member exchange on work effort and emotional commitment. The present research is included in the category of correlational descriptive research. The statistical population of this research includes 300 employees of Isfahan University of Medical Sciences' Cultural Student Vice-Chancellor in 2019, and 169 people were selected as a sample through simple random sampling. The data collection tools are standard questionnaires whose validity was checked by academic experts and face validity by a number of respondents and the Cronbach's alpha value for all of them was higher than 7. Was. To test the assumptions and validity of the conceptual model of the research, the structural equation modeling method was used with the help of partial least squares method (Warp PLS). The results showed the significant effect of toxic leadership variable on leader-member exchange, leader-member exchange on emotional commitment and emotional commitment on work effort. On the other hand, the moderating role of professional ethics and political skill in the relationship between toxic leadership and leader-member exchange was confirmed. Finally, there is a (meaningful) relationship between leader-member exchange and work effort through emotional commitment.

The current research was conducted with the aim of finding the relationship between the variables of spiritual intelligence with organizational resilience and emotional commitment. This issue is important from the point of view that spiritual intelligence has abilities in problem solving behavior that helps a person to adapt to the surrounding phenomena. and achieve internal and external integration. The type of research is applied in terms of purpose and descriptive and correlational in terms of nature and method. The statistical population includes all 370 employees of the Ministry of Communications and Information Technology. To select the sample size, the Kokoran formula was used and 186 questionnaires were completed and collected. To measure the constructs, King's standard questionnaire was used, and for the validity of the questionnaire, descriptive statistics and inferential statistics were used for data analysis. The findings of the structural equations in the research indicate that spiritual intelligence is directly related to organizational resilience with the path coefficient (β=0.79) and with T coefficient (T=1.96>5.76) and spiritual intelligence is related to emotional commitment with (0.42) (β=β) and with T-score (T=1.96>2.51) and emotional commitment also had an effect on organizational resilience with path coefficient (β=0.37) and with T-score (T=1.96>2.31). Finally, according to the test of the hypotheses, some suggestions were presented.

 Based on theories of social exchange and leadership substitutions, if there are necessary infrastructures, human resource management strategies can be replaced by servant leadership in promoting employees' emotional commitment and psychological empowerment. The present research seeks to examine the possibility of the replacement of servant leadership with the high-commitment human resource management system in the Fars Governorate Organization.

 THEORETICAL FRAMEWORK:

To achieve a competitive advantage, managers are constantly looking for ways to increase employees' commitment and empower them. In this regard, the question is how human resource management and leadership interact. Previous research suggests that, in certain conditions, human resource management and leadership can substitute and complement each other. Therefore, the current research seeks to investigate how servant leadership can be replaced by high-commitment human resource management to affect employees' emotional commitment and psychological empowerment. If the socio-emotional needs of employees are met by human resource management practices, organizational leaders need less ability and effort to meet them. For this reason, it is proposed that the high-commitment human resource management system and servant leadership can moderate the effect of each other on employees' emotional commitment and psychological empowerment.

This research was a correlational survey with a statistical population of 1200 employees in the Fars Governorate Organization. A sample size of 320 people was investigated by conducting stratified random sampling. The data collection tool was a pre-made questionnaire with 35 items. To analyze the gathered data, a partial least square approach to structural equation modeling was utilized in SmartPLS software.

Employees’ opinions indicated that the use of high-commitment human resource management practices is less than average in the Fars Goveronate Organization (2.72 out of 5). It was determined that about 23 percent of the variance in emotional commitment was explained by servant leadership and high-commitment human resource management practices. Additionally, servant leadership was able to explain about 12 percent of the variance in psychological empowerment. Examining the moderating hypotheses indicated that none of the servant leadership and high-commitment human resource management can moderate each other's effect on outcome variables. Moreover, Comparing the two groups of male and female employees revealed that women feel less influence in the workplace.

CONCLUSIONS & SUGGESTIONS:

The low level of high-commitment human resource management practices determined that the conditions are not available for the replacement of servant leadership with the high-commitment human resource management system in the Fars Governorate Organization. Therefore, first of all, this organization needs to develop high-commitment practices. In terms of moderating hypotheses, non-significant effects can be attributed to the low levels of moderators and employees' maturity. Future researchers, of course, are recommended to investigate these issues. As the results indicated, the relationship between the high-commitment human resource management system and psychological empowerment was not statistically significant. Based on this, it can be said that servant leadership cannot be replaced by the high-commitment human resource management system in the Fars Governorate Organization due to the lack of necessary infrastructure.

The purpose of this research is to investigate the increase in customer satisfaction and trust and its relationship with the quality of superior services provided by the organization based on the role of emotional commitment. The current research is of an applied type from the point of view of the goal and descriptive-survey from the point of view of the method. The statistical population studied are the owners of modern heavy commercial vehicles of Iran Khodro Diesel Company, who go to authorized dealers of that company in the country to receive after-sales services. A questionnaire tool was used to collect information, and 196 owners of the mentioned cars answered the questions, and the results of statistical analyzes and tests indicate that there is a significant gap between the expectations of customers and their perception of quality. services, and this gap indicates that the quality of services received by customers was lower than their expectations. That is, the mentioned company has not been able to satisfy the customers in any aspect of service quality. Also, the priority of service quality factors is not the same on the Swedish satisfaction indicators from the customers' point of view, and respectively, the factors of reliability, responsiveness, assurance, sensations and emotional commitment have priority from the customers' point of view.

The purpose of this study was to investigate the effect of authentic leadership on individual performance with respect to job characteristics and emotional commitments of staff in the education department of Guilan province. The research is applied in terms of purpose and descriptive. The statistical population of the study is the staff of the Guilan Education Organization, which was selected as a sample by cluster sampling method based on Cochran's formula. The data collection tool was a questionnaire that was used to measure authentic leadership from Avolio et al. (2007), Moody et al. (1990), Hockman & Oldham (1980), Job Performance of Staple et al. (1999). In order to analyze the data, the structural equation modeling method based on the partial least squares approach was used by Smart PLS3 statistical software. Findings showed that authentic leadership has a significant effect on emotional commitment and individual performance of employees of the Guilan Education Organization. The effect of emotional commitment on the individual performance of the staff of the Guilan Education Organization was also confirmed. It was also found that emotional commitment has a mediating role in the impact of authentic leadership on individual performance of employees and the moderating role of job characteristics variable in the impact of authentic leadership on individual performance of employees of Guilan Education Organization was also confirmed.

Organizations need cooperation and teamwork to succeed in the current situation. On the other hand, lack of resources, the existence of inconsistent goals and individual and group conflicts have turned organizations into political arenas. In this regard, the present study aimed to investigate the effect of perceived political atmosphere on emotional commitment by considering the moderating role of teamwork and political skill. The present study is applied in terms of purpose and descriptive (survey) in terms of how to collect data and is specifically based on the structural equation model (SEM). The statistical population of the present study is all employees of the governorate and program and budget management of Yazd (248 people). According to Morgan's table, the minimum number of samples can be selected 148 people. Data were collected through a questionnaire. The validity and reliability of the questionnaire were confirmed using content validity and Cronbach's alpha, respectively. The questionnaires were distributed by convenience sampling and the data were analyzed using PLS software. The results showed that there is a negative and significant relationship between perceived political atmosphere and emotional commitment. In addition, political skill modulates the effect of perceived political climate on emotional commitment. In other words, the amount and use of political skills in the organization affects the intensity of the relationship between the two variables, but the transformative role of teamwork in the relationship between perceived political space and emotional commitment was not confirmed.

The present study examines the effects of consumer-based commercial branding of private banking brands on customers' emotional commitment. The results were obtained by examining the customer opinions of six private banks: Pasargad, Parsian, Eghtesad Novin, Karafarin, Saman and Sarmayeh. The research method was descriptive which was performed by survey method. The sample size of the research was 384 people, which was obtained by means of Cochran's formula based on an unknown statistical population. Sampling method was available. Data analysis was performed based on standard questionnaires. The validity of the questionnaires was evaluated based on content validity using experts' opinions, formally based on the views of a number of statistical and structural communities by factor analysis method, and validity was confirmed. The reliability of the questionnaires was estimated by Crunbach Alpha, respectively branding was 0.849, consumer behavior was 0.851 and emotional commitment was 0.733. Data analysis was performed at two levels of descriptive statistics and inferential statistics including structural equation modeling. The results showed that bank branding had an effect on consumer behavior with an impact factor of 0.67, consumer behavior had an effect on customer emotional commitment with an impact factor of 0.76, bank branding had an impact on customer emotional commitment with an impact factor of 0.48. On the other hand, bank branding indirectly had an effect on the customer emotional commitment with an impact factor of 0.50. In other words, consumer behavior has played a mediating role in the impact of bank branding on customer emotional commitment. Ultimately, it can be said that the dimensions of branding according to the power of effect on the consumer behavior are: perceived value, brand loyalty, brand image, brand performance, brand trust, brand compatibility.

Capable human resources are highly important because they are rare and irreplaceable. Hence, organizations do their best to maintain the skillful members and to improve their commitment. The purpose of this article is to study the impact of perceived social responsibility on emotional commitment on the basis of mediating role of employee-organization compatibility, organizational identity and perceived organizational support. Data were collected from a sample size of 177 employees of Anzali Port Free Zone Organization and the structural equations method was applied to analyze the acquired data. Results show that the impact of perceived social responsibility on perceived employee-organization compatibility is positively significant. The same is true with the impact of employee-organization compatibility on organizational identity and perceived organizational support. Moreover, findings show that organizational identity and perceived organizational support have positive and significant impact on employees’ emotional commitment. Finally, the impact of organizational identity and perceived organizational support as a mediating variable between employee-organization compatibility and employees’ emotional commitment is positively significant.

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.

The main purpose of this study is to investigate the relationship between the dimensions of reward and knowledge sharing according to the role of employees' emotional commitment and perceived cost and relationship among reward and knowledge sharing with team performance in the General Department of Taxation of Guilan Province. The research method is descriptive and its purpose is practical. The method of collecting field data and its tools is a questionnaire. In the present study, the statistical population of the study is the staff of the Tax Affairs Organization in Gilan province with 1040 people, of which 296 people were selected as the statistical sample using simple random sampling method. Finally, the questionnaires were collected and the data were analyzed using SPSS 22 and smart pls 2 software. By analyzing the data, it was found that at the level of 95%, external and internal rewards have a significant relationship with emotional commitment. Emotional commitment mediates the relationship between external and internal reward and knowledge sharing, and the perceived organizational cost moderates the relationship between emotional commitment and knowledge sharing. It was also found that there is a significant relationship between external reward and internal reward with team performance. Knowledge sharing also has a significant relationship with team performance.

The main objective of this research is to determine the effect of manager's power resources (Legitimate, Reward, Coercion, Referent and Expertise) on the emotional commitment of the employees considering the mediating role of personality characteristics of entrepreneurship among the employees of government departments in West Azarbaijan Province. The standard questionnaire was the measurement tool and Structural equation modeling with partial least squares and Smart pls2 software were used to analyze the data and propose the structural model. The results showed that the power of referent, reward and expertise of managers and personality characteristics of entrepreneurship of employees have a positive and significant effect on emotional commitment of employees. Also, results indicated that personality characteristics of entrepreneurship have a mediating role in the relationship between the power of managers (Referent and Expertise) and emotional commitment of employees. In addition, the proposed model is apt enough and can be used to increase the emotional commitment of manpower in governmental departments. Other results showed that manager's power and personality traits of entrepreneurship can predict employee's emotional commitment at the appropriate level.

The presented research has been done with the aim of investigating the effect of organization empowerment on the customer-centered behavior. Considering the aforementioned factors and regarding the point of view of the Hamedan’s telecommunications company, the mentioned effect has been examined. Considering the mentioned aim, this research is practical and it is descriptional, when the method and nature are concerned. A questionnaire has been used for gathering the required data. The statistical community of the research is 420 employees of the Hamedan’s telecommunication company. And, 201 persons of them, as the statistical sample, have been chosen from the Morgan table in a relative classification. SPSS and LISREL software were used to analyze the data. Moreover, to insure the mutual correlation among the variables, at the first step, the correlation test was employed. Then, the analytical model has been utilized. Results obtained from the analysis show that: the organization empowerment has positive and meaningful effect on psychological empowerment, emotional commitment, job satisfaction and client centered behavior, whereas on the appropriate and modest attitude of the employees it has not. In other words, considering all 9 assumptions, 8 ones have been confirmed and the other has been rejected.

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.

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.

There are numerous approaches related to occupational activities that can be referred to as job satisfaction, organizational commitment, and job involvement. QWL represents the kind of organizational culture and management style based on the employee's sense of ownership and self-esteem. This study has identified the relationship between the quality of work life and organizational commitment of employees. The type of research used in the study is descriptive, and the method is survey and it has applied purpose. Data collection has been carried out using questionnaire. The population under study is the Communications and Infrastructure Company in which a stratified random sampling method has been employed. Questionnaires have been distributed among administrative and departmental managers at Communications and Infrastructure Company. The content validity of the questionnaire has been confirmed by the university teachers. The reliability of the questionnaire has been calculated using Cronbach's alpha estimated to be α=0. 92%. Pearson Correlation Coefficient Test has been employed to calculate the intensity of degree of significance relationship between the components; also to rank the research components, the Friedman test has been used. Research findings revealed that the variable of health security, working conditions and the development of human capabilities have the highest impact on employee's organizational commitment; however, the variable of balance between work and other areas of life, salaries and grants have the least amount of impact on organizational commitment.

Nowadays, in order to achieve sustainable development regarding management and human resources, such considerations as increasing efficiency, reducing waste material, winning the competitions and the like, proper and successful contribution of the staff in the organization’s affairs and decision-makings seem necessary. The purpose of the present research is to study the rate of participation index and its relationship with organizational commitment in Islamic Azad University. The main hypothesis of the research is that there is a significant relationship between the rate of participation and organizational commitment. The statistical population includes all the staff and faculty members of Izeh Branch, Islamic Azad University. The research sample consists of 114 subjects, chosen by stratified random sampling. For data collection, a researcher-made questionnaire of total quality management with the reliability of 0.955 and Alen–Mayer questionnaire of organizational commitment with the reliability of 0.91 have been used. For data analysis, T-test of independent groups, One-sample T-test, and correlation coefficient have been applied. The results indicated that regarding the rate of contribution, the Izeh Branch of Islamic Azad University is in a favorable state. Also, the results showed a significant relationship between the rate of participation and emotional commitment, between the rate of participation and rational commitment, and the rate of participation and norm commitment of the staff and faculty members in the university under study.