Keywords : Organizational Commitment


Psychological Empowerment and Organizational Innovation: Mediating Role of Job Satisfaction and Organizational Commitment

Amin Nikpour

International Journal of Organizational Leadership, 2018, Volume 7, Issue 2, Pages 106-119
DOI: 10.33844/ijol.2018.60421

The aim of this study is to investigate the effect of employee’s psychological empowerment, employee’s job satisfaction, and employee’s organizational commitment on organizational innovation. The study is a kind of descriptive- correlational research that was conducted using a survey. Also, this study is in terms of the objective of the development-applied research. The statistical population of the study included all employees in Refah bank of Kerman city, and 244 employees were selected as the sample. The psychological empowerment, job satisfaction, organizational commitment, and organizational innovation questionnaires were used to collect the data, and descriptive and inferential statistics including structural equation modeling technique were used to analyze the gathered data. The findings confirmed the conceptual model of the study, and also found that employee’s psychological empowerment beyond its direct influence exerts indirect effect on organizational innovation through the mediations of employee’s job satisfaction and organizational commitment and the extent of indirect effect is significantly higher than that of direct one.

Research conducted in an international company with the aim to determine managers effect on employees’ stress levels, their intention to resign, and commitment to the organization

Fatma Ayanoglu Sisman; Arzuhan Cengiz Erbelgin; Emre Isci

International Journal of Organizational Leadership, 2017, Volume 6, Issue 3, Pages 409-415
DOI: 10.33844/ijol.2017.60396

The purpose of this study is to identify the extent of manager’s effect on employees’ stress levels, their intention to resign and commitment to the organization. The research is descriptive and correlation analysis has been used. Upon examination of 652 surveys, it becomes clear that managers have direct impact on employees’ various perceptions of the job. This research highlights the importance of correct managerial skills in shaping a positive business environment for employees.

The impact of organizational culture on organizational performance: The mediating role of employee’s organizational commitment

Amin Nikpour

International Journal of Organizational Leadership, 2017, Volume 6, Issue 1, Pages 65-72
DOI: 10.33844/ijol.2017.60432

The purpose of the present study was to investigate the mediating role of employee’s organizational commitment on the relationship between organizational culture and organizational performance. This study was descriptive and correlational research that was conducted through the survey method. The study population consisted of all employees in education office of Kerman province and 190 persons were selected as volume of sample by using Cochran’s formula. The data gathering tools were organizational culture, organizational commitment, and organizational performance questionnaires. Descriptive and inferential statistics (structural equation modeling through path analysis) were used to analyze the data. The data was analyzed using SPSS and AMOS softwares. The findings of the research indicated that suggested model had appropriate fit and organizational culture beyond its direct impact exerted indirect impact on organizational performance through the mediation of employee’s organizational commitment that the extent of indirect impact was significantly higher than direct impact. 

An analysis of the relationship between managers’ ethical leadership style with teachers’ organizational commitment and job burnout

Fatemeh Eslamieh; Amir Hossein Mohammad Davoudi

International Journal of Organizational Leadership, 2016, Volume 5, Issue 4, Pages 380-392
DOI: 10.33844/ijol.2016.60398

The present research was conducted with the aim of exposition of the relationship between managers’ ethical leadership style with teachers’ organizational commitment and burnout. The study was an applied and descriptive research. Statistical population included all teachers of guidance school in district four of Tehran which amounted 744 teachers of which 260 teachers (males=177 and females=83) were selected based on Morgan’s table. Sampling method was stratified random sampling based on their gender. For collecting data, three questionnaires, namely job burnout (Maslach & Jackson,1981), organizational commitment (Allen & Mayer, 1990), and ethical leadership which was developed by the researchers came into use. Reliability of  the three questionnaires were acceptable and for analyzing the obtained data, the statistical methods of Kolmogorov–Smirnov test, Pearson correlation coefficient, and  regression were used. The results showed that the managers’ ethical leadership style had a positive relationship with the teachers’ organizational commitment and a negative relationship with their burnout. Following this, the results of regression analysis indicated that 64.1 percent of the changes in teachers’ organizational commitment and 48.3 percent of the changes in their burnout could be explained by the managers’ ethical leadership style.

The relationship between job rotation and duty commitment of employees: A case study among employees of Islamic Azad University, District 13

Davar Abouzari Arasi; Mohammad Bagher Alizadeh Aghdam

International Journal of Organizational Leadership, 2016, Volume 5, Issue 2, Pages 87-95
DOI: 10.33844/ijol.2016.60356

Organizational commitment is very important, as it can lead to competitive advantage and financial success and it is considered a key of competitive advantage. Duty commitment is a dimension of organizational commitment and it refers to the employee’s sense of obligation to remain in the organization. In this dimension of commitment, individuals consider their responsibility to continue working in organization and thereby, discharge their duties to organization. An approach to improve duty commitment is job rotation, because an individual will work with interest, the gap between individual objectives and organizational objectives will be narrowed and organizational commitment will be increased. The main subject in this study is to answer the question that how is the relationship between job rotation and duty commitment of employees of Islamic Azad University, district 13? This study is applied and descriptive in terms of objective and is conducted by surveying. The statistical population of this study includes non-academic staff members of Islamic Azad University. Pearson correlation coefficient is used in data analysis and results indicated that there is a significant correlation between job rotation and affective duty commitment.

Effects of stress on auditors organizational commitment, job satisfaction, and job performance

Abolghasem Masihabadi; Alireza Rajaei; Amir Shams Koloukhi; Hossein Parsian

International Journal of Organizational Leadership, 2015, Volume 4, Issue 3, Pages 303-314
DOI: 10.33844/ijol.2015.60353

This study was designed to measure the effects of job stress on organizational commitment, job satisfaction, and job performance. A total of 170 questionnaires were distributed among auditors in the audit institutions in Tehran and Mashhad. To test the hypotheses, path analysis and structural equation and regression were employed. The results showed that the job stress had a negative effect on organizational  commitment and job satisfaction and there was not a negative correlation between job stress and job performance. Job stress via organizational commitment and job satisfaction affected job performance negatively. Also, job stress had a negative impact on job satisfaction via organizational commitment.

The effect of intellectual capital on organizational commitment: A case study of the ministry of economic affairs and finance of Kermanshah province

Shirzad Zeinoddini; Saeid Aibaghi Esfahani; Hossein Soleimani

International Journal of Organizational Leadership, 2015, Volume 4, Issue 3, Pages 324-341
DOI: 10.33844/ijol.2015.60200

This study was an attempt to investigate the effect of intellectual capital on organizational commitment of the staff of the Ministry of Economic Affairs and Finance of Kermanshah province, Iran. The statistical population of the Ministry of Economic Affairs and Finance of Kermanshah was 140 people. Using Morgan Table, a sample of 103 personnel was randomly selected from the population. For gathering data, two researcher-made questionnaires of intellectual capital and organizational commitment were used. The validity of the questionnaires was proved by the favorable opinion of the advisor of the research, and the reliability of the questionnaires was tested using Cronbach’s alpha (α). The estimated values of alpha for the questionnaires of intellectual capital and organizational commitment were 0.969 and 0.935, respectively which clearly demonstrated the reliability of the questionnaires. Also the data were analyzed using statistical software of SPSS 15.0 and LISREL. The results of the study demonstrated that there was a significant and positive relationship between intellectual capital and its components (i.e., human capital, structural capital, and customer capital) and organizational commitment. 

Designing a Model of Organizational Agility: A Case Study of Ardabil Gas Company

Behrooz Razmi; Hussein Mohammad Ghasemi

International Journal of Organizational Leadership, 2015, Volume 4, Issue 2, Pages 100-117
DOI: 10.33844/ijol.2015.60224

Organizational agility means the ability of every organization in sensation, perception, and prediction of available changes in the business environment. The importance of organizational agility in a competitive environment is nowadays widely recognized and accepted. The aim of this research was to design a unified theoretical model of organizational agility for Ardabil Gas Company based upon the theoretical principles of organizational agility proposed by Goldman (1995). Organizational intelligence, organizational commitment, and organizational trust were considered as mediator variable and other four essential components of organizational agility such as forming of virtual participation valorize to humanistic knowledge and skills, change readiness, and customers answering were known as dependent variables of research. This is an applied, descriptive-correlation research, conducted by survey methodology. In this study, 568 employees, contractors, and subscribers of Ardabil Gas Company were chosen as the statistical population of the study. For the purpose of the study a questionnaire for data collection was used. Using Structural Equation Modeling (SEM), it is straightforward to test hypotheses of the equality of various correlation coefficients with any number of covariates across multiple groups. The gathered data was analyzed by using SPSS and LISREL software packages. The results of statistical analysis indicate that organizational trust has a significant positive relationship with organizational agility and organizational trust is the moderator of the relationship between technology intelligence and organizational agility and the relationship between organizational commitment and organizational agility.

Does organizational culture mediate the relationship between transformational leadership and organizational commitment

Nor Hazana Abdullah; Alina Shamsuddin; Eta Wahab

International Journal of Organizational Leadership, 2015, Volume 4, Issue 1, Pages 18-32
DOI: 10.33844/ijol.2015.60344

To date, the relationships among organizational culture, transformational leadership and
organizational commitment have been empirically investigated. However, majority of these
studies have been focusing on direct effects of either transformational leadership or
organizational culture on organizational commitment in large organizations. This approach
might not only hinder our understanding on real predictors of organizational commitment but also obscure the presence of spurious relationships. Therefore, this study aims to determine the mediating effect of organizational culture on the relationship between transformational leadership and organizational commitment among small business employees. An explanatory research design was used with cross-sectional survey as data collection technique. Once the composite reliability, construct, and convergent and discriminant validity of the measurement constructs were established, a Partial Least Square Structural Equation Modeling (PLS-SEM) was run to analyze the structural model and the mediating effect of organizational culture. The results showed that organizational culture mediates the effect of transformational leadership on organizational commitment among small business. This study cautions the generalization of findings obtained from large organizations to be extended to small organizations.

The mediating role of organizational commitment and political skills in occupational self-efficacy and citizenship behavior of employees

Marefat Khodabandeh; Farzad Sattari Ardabili

International Journal of Organizational Leadership, 2015, Volume 4, Issue 1, Pages 47-59
DOI: 10.33844/ijol.2015.60377

Customers perception of service quality presentation is becoming an increasingly important issue in preservation of exclusive strong-tie relationships between organization and customer. The quality of service is assessed according to the customers expectation about the perceived service quality. Due to this, promoting the quality of presented services, with appearance of voluntary and willingly behaviors that are known as Organizational Citizenship Behavior (OCB), provides employees with behaviors in order to go above and beyond the call of duty. This study investigates the features of employees OCB and the relationship of these features with variables, namely occupational self-efficacy, political skills, and organizational commitment. For this end, a questionnaire was distributed among the employees of Ardabil Gas Company. The data analysis revealed that it is important to improve employees OCB, which would result in their remarkable ability in meeting peoples demands and providing high quality services for customers. It can be argued that for improving the organizational commitment and political skills of employees, managers can take steps to create motivation among employees by rewarding and encouraging them to become highly involved in their work.

Pathological Approach to Human Resource Management: Strategic Approach to Maintenance Human Resource and Organizational Commitment

Akram Ahmadnia Chenijani; Nour Mohammad Yaghoubi

International Journal of Organizational Leadership, 2013, Volume 2, Issue 1, Pages 38-44
DOI: 10.33844/ijol.2013.60283

The aim of the present study is the pathological status of strategic approach to maintenance human resource and organizational commitment with checking the status of mediator variables impact on organizational commitment among organizational support, organizational justice, organizational culture and needs of Excellence. The   research type is descriptive. In order to realize this, Zahedan Municipal employees, up to  2032 were considered as a statistical population,  so  Morgan table has been applied and 234 employees were considered as the statistical sample. In order to gather data, a questionnaire with Cronbach’s Alpha 0.89 has been arranged . For the purpose of data analysis SPSS software, Friedman Test, t-Test and Gap Analysis have been applied. The results showed that the state of organizational support, organizational justice and the strategic approach for maintaining human resources are  faced with injury.