Mohsen Shafaee; Hossein-Ali Bahramzadeh
Abstract
The present research sets out to answer the question if there is any significant relationship between organizational commitment, organizational culture and employee performance in the courts of the east Golestan Province. The method of research was descriptive, i.e. survey kind, and there was a correlation ...
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The present research sets out to answer the question if there is any significant relationship between organizational commitment, organizational culture and employee performance in the courts of the east Golestan Province. The method of research was descriptive, i.e. survey kind, and there was a correlation with the statistical population of the employees of the east Golestan Courts with 200 personnel. The method of the sampling of this research is simple random. The data were collected through library and field method and the instruments used were a standard questionnaire on organizational commitment (Allen and Meyer), a questionnaire about organizational culture (Hofsted) and a questionnaire on employee performance (Hersigold Smith). The reliability of the questionnaire was obtained by Cronbach’s Alpha as 0.949, 0.945 and 0.946 respectively for organizational commitment, organizational culture and employee performance. The establishment and validity of the instrument were confirmed by content method. Moreover, as for analyzing the data of the courts of the east Golestan province, there was a significant relationship. The research method involved the correlation test of Spearman and Kolmogorov-Smirnov (Ks) was used for examining the normal distribution of the data using SPSS software. The results show that there is a significant relationship between organizational commitment, organizational culture and the employee performance of the courts of the east Golestan Province.
Amin Zohdi; Ali Maghool; Yousef Ramezani; Seyed Ebrahim Hosseini
Volume 5, Issue 3 , July 2016, , Pages 214-223
Abstract
Existence of committed and professional manpower in any organization will reduce absenteeism, delays and displacements; moreover, it will lead to a significant increase in organizational performance, employee mental vitality, achieving organizational and individual goals. Considering the importance of ...
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Existence of committed and professional manpower in any organization will reduce absenteeism, delays and displacements; moreover, it will lead to a significant increase in organizational performance, employee mental vitality, achieving organizational and individual goals. Considering the importance of this issue in organizations, the aim of this study is to investigate the impact of professional commitment on organizational commitment dimensions of Qavamin bank employees in Khorasan Razavi province. In the present study, the required information was collected through a questionnaire. Statistical sample of study is Qavamin bank employees in the cities of Mashhad and Neyshabour that are selected randomly. The reliability of the questionnaire was assessed by Cronbach's alpha coefficient. In the present study, structural equations are used to examine the research hypotheses; furthermore, LISREL and SPSS software were used to analyze data. The results indicate that there is a positive relationship between professional commitment and organizational commitment.
Khaled Dodman; Mohammad Rahim Najaf Zadeh
Volume 3, Issue 3 , July 2014, , Pages 220-229
Abstract
The purpose of this study is to evaluate the relationship between perceived organizational justice and organizational commitment of physical education teachers in West Azerbaijan province. Research method is descriptive-correlation conducted using the field method. Statistical population includes physical ...
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The purpose of this study is to evaluate the relationship between perceived organizational justice and organizational commitment of physical education teachers in West Azerbaijan province. Research method is descriptive-correlation conducted using the field method. Statistical population includes physical education teachers in West Azerbaijan which are 1091 persons. The sample number according to Morgan table is calculated as 285 persons. Stratified random sampling method is used. Data collection tool is perceived organizational justice questionnaire and organizational commitment questionnaire. The perceived organizational justice questionnaire by Niehoff and Moorman contains 22 close-end questions. To measure organizational commitment, Meyer and Allen model containing 24 questions is used. Reliability coefficient of the perceived organizational justice and work ethics questionnaires through Cronbach's alpha is respectively, 0.834 and 0.896. The results showed that there is a significant relationship between dimensions of organizational justice (including distributive justice, procedural justice, interactive justice and interpersonal justice) except for distributive justice, and organizational commitment at level of P≤0.05, based on the F coefficient respectively with participation rates of 20%, 15% and 0.7%. Among the demographic variables (gender, marital status, employment history, education level), the level of education affected relationship between perceived organizational justice and organizational commitment and there was no significant difference between the elements of justice (distributive, procedural and interactive and interpersonal) in terms of gender, work experience, education, type of employment and working field.
Mohammad Reza Mohammadi
Volume 1, Issue 3 , July 2012, , Pages 163-176
Abstract
The present study investigates the effect and relationship between organizational promotion system and organizational commitment among the HRM staff of; thus, the main purpose of this paper is to determine the relation among the variables of employees’ job satisfaction or organizational commitment ...
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The present study investigates the effect and relationship between organizational promotion system and organizational commitment among the HRM staff of; thus, the main purpose of this paper is to determine the relation among the variables of employees’ job satisfaction or organizational commitment as well as providing scientific suggestions for improving the employees’ job satisfaction and as a result, increasing their organizational commitment. Hence, the present paper investigates the objectives such as relationship between the employees’ job promotion and satisfaction and their organizational commitment in human resource management and relationship between the employees’ satisfaction with salary and their organizational commitment.