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The effect of moral behavior and job satisfaction on the organizational commitment of secondary education employees of one Rasht district

Number of pages: 120 File Format: word File Code: 31278
Year: 2013 University Degree: Master's degree Category: Management
Tags/Keywords: Ethical behavior - job satisfaction - job satisfaction - Organizational commitment - Public administration
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  • Summary of The effect of moral behavior and job satisfaction on the organizational commitment of secondary education employees of one Rasht district

    Dissertation for Master's degree (M.A.)

    Treatment: Public Administration

    Abstract

    The present research was conducted with the aim of measuring the effect of ethical behavior and different aspects of job satisfaction on the organizational commitment of education and training employees of one Rasht district. are the independent variables of this research. In this research, a descriptive method has been used, and the method of collecting field information and the tool of collecting information is a questionnaire and the statistical population is the secondary level employees of the 1st district of Rasht and there are about 993 of them, the sample obtained is 127 people. The data analysis method is regression method and using SPSS 18 software.

    In this research, there are two main hypotheses and four sub-hypotheses, all of which were confirmed, and the results have shown that ethical behaviors and aspects of job satisfaction are effective on organizational commitment, and according to the obtained results, the variable of job satisfaction has a greater effect on organizational commitment than the variable of ethical behaviors. And also according to the results of multiple regression, we conclude that the salary variable has a greater effect on organizational commitment than other job satisfaction variables. Key words: moral behavior, job satisfaction, organizational commitment. Introduction

    Our world is the world of organizations, and the main elements of it are people, they are the ones who give life to the body of organizations and make it possible to achieve goals. Without people, the organization is meaningless and management is an illusion. There may be a doubt that in the future world, when robots and machines will fill the place of humans in organizations, the role of humans in the organization will be diminished, but it will not be like this at all, and with the automation and mechanization of work, the type of human activities in the organization will change, and according to the scientist named Peter Drucker, craftsmanship will give way to scientific work. But the decisive role of man, as an organizational ruler, will continue to be established and sustainable (Moorhead and Griffin [1], 2005); quoted by Elwani and Memarzadeh, 2014). Many scientists believe that the nature of current societies is established and organized by organizations in different ways and with different goals, but without a doubt, all of them are managed and guided based on the physical and mental efforts of their human resources. In general, it can be said that efficient human resources are the main indicator of the superiority of an organization compared to other organizations. The presence of human resources committed to the organization can, in addition to reducing absenteeism, tardiness and relocation, significantly increase the performance of the organization, the morale of employees, and the better manifestation of the organization's lofty goals, as well as the achievement of individual goals. Dad, therefore, schools need more and more committed human resources, and the realization of the goals of education should be considered dependent on the efforts and efforts of teachers. But currently, it can be seen that the unfavorable situation of the teaching job in many countries has caused teachers to leave their jobs or their orientation to second jobs. Some teachers do their work at a high level and conscientiously, while others do not have much efficiency and do the work to the extent of completing the task and do not express interest and commitment towards the organization. Therefore, in order to employ and maintain them, appropriate criteria and conditions should be established so that their abilities can be used in educational and training activities, because satisfactory effort leads to more and more continuous commitment and ultimately to a better life for people and the development and progress of societies. Organizational values ??and movement towards the realization of organizational goals are derived. Greenberg and Baron (2000) also believe that the lack of commitment and failure to research and investigate the organizational commitment of employees leads to an increase in huge costs due to employee turnover (Saki et al., 2019, 88).Organizational commitment is one of the factors that affects the behavior of employees in the organization and affects many organizational variables, including the intention of employees to move, the level of their absence, as well as the conflict and job stress of people, and it determines whether employees stay or leave. But currently, it can be seen that the unfavorable situation of the teaching job in many countries has caused teachers to leave their jobs and the lack of attractiveness of the teaching job prevents the recruitment of distinguished graduates or causes teachers to tend to second jobs, which according to many scientists is mainly due to the unfavorable working conditions, salaries and lack of commitment (ibid). Therefore, paying attention to organizational commitment [2] and increasing the commitment of employees of education and training in Rasht District 1 also seems necessary.

    Commitment An organization means that a person considers an organization to be his representative. In fact, the results of the research show that, by using organizational commitment, it is better to predict the level of absenteeism and turnover of employees.

    Kyotam, Disk and Wagner [3] (2004) define organizational commitment as follows: "Attitude or orientation towards the organization, which connects the individual's identity to the organization (Rajabi Pourmibdi and Dehghani, 2015, 2015)". And Herzkovitch [4] (2002) also defines commitment as the willingness of people to spend their energy and loyalty to the social system (Nadi and Hazeghi 2012). A number of studies have tested the relationship between organizational commitment and some behavioral manifestations. A large number of findings point to the theory that employees with high commitment should be interested in spending more effort in doing their jobs. They are close to values ??and are seen as a tool that transforms values ??into action. (Daft [5], 2008). Experts consider work ethic to be the limit or value and dignity that each person believes in work. A strong work ethic implies the belief that hard work is the key to success and happiness. Researchers have found that a strong work ethic is associated with productivity, innovation, the need to achieve success, job satisfaction, and more income. And it is accompanied by more conservative beliefs (Rezaian, 2015). Since organizational ethics is considered as one of the fields of management knowledge and the application of ethics management in organizations not only has good direct and internal results, but also managers and employees having ethics and good behavior can strengthen work conscience, productivity and create a sense of interest in people towards work and organization and reduce leaving the organization and reduce costs, the appropriate behavior model of the manager in any organization causes strong morale and motivation in the employees and their level of satisfaction with It increases their job. Schepker (2001) also believes that ethical behavior can play a role in increasing job satisfaction and organizational commitment and increase commitment and decrease the intention to leave. (David, 1387). If the employees perceive the behavior of their managers as unethical, it causes the level of job satisfaction and organizational commitment to decrease and the intention to leave increases (Nadi and Hazaghi, 2012). A person whose job satisfaction is high and has a positive attitude towards his job, on the contrary, a person who is not satisfied with his work, has a negative attitude towards his work (Robbins, 2008, 394).

    B. Worley and his colleagues found that first, organizational commitment has a relationship with job satisfaction, absenteeism and turnover, and secondly, this relationship is inverse, the more organizational commitment, the less absenteeism and turnover. (B. Worley, 2001) Career, applying ethical behavior in the workplace will definitely bring organizational success, because the existence of strong motivation and proper job satisfaction is considered the first condition of success for any organization. From the point of view of Cater and Armstrong, effective executive devices are devices that the satisfaction of their employees is as important to them as the satisfaction of their clients. In such devices, employee satisfaction increases organizational commitment and increases efficiency. So, in order to fulfill their duties, in addition to complying with organizational and legal standards and rules, organizations should pay attention to their job satisfaction in order to help them achieve their goals as much as possible.

  • Contents & References of The effect of moral behavior and job satisfaction on the organizational commitment of secondary education employees of one Rasht district

    List:

    Abstract

    Chapter 1 Generalities of the research

    1-1) Introduction 2

    1-2) Statement of the problem 3

    1-3) Importance and necessity of the research. 5

    1-4) research objectives. 6

    1-5) The theoretical framework of the research. 6

    1-6) research model. 7

    1-7) research assumptions. 7

    1-8) conceptual and operational definitions of variables 8

    1-8-1) dependent variable 8

    1-8-2) independent variables. 8

    1-9) research area. 9

    Chapter 2 theoretical foundations and research background

    1-2) Introduction 11

    2-2) First part: organizational commitment. 11

    2-2-1) Definitions and concepts of organizational commitment. 11

    2-2-2) The importance of commitment. 13

    2-2-3) Organizational commitment models. 14

    2-2-3-1) three-part model Alton and Meyer (1991) 14

    2-2-3-2) O'Reilly and Chatman model. 14

    2-2-3-3) Angel Veprey model. 15

    2-2-3-4) Model of five key obligations. 15

    2-2-4) Determining factors of dimensions of organizational commitment. 17

    2-2-4-1) emotional commitment. 17

    2-2-4-2) continuous obligation. 18

    2-2-4-3) normative obligation. 18

    2-2-5) Ways to improve commitment to the organization. 19

    2-2-6) Problems related to organizational commitment. 20

    2-2-7) Creating commitment strategy. 20

    2-2-8) Factors affecting organizational commitment. 21

    2-2-9) indicators of organizational commitment. 23

    2-2-10) The process of establishing organizational commitment. 24

    2-2-11) views on organizational commitment. 25

    2-2-12) Results of organizational commitment. 27

    2-3) Second part: Job satisfaction. 28

    2-3-1) Definitions of job satisfaction. 28

    2-3-2) The importance of job satisfaction. 30

    2-3-3) Factors affecting job satisfaction. 31

    2-3-5) job satisfaction measurement tools. 34

    2-4) Ethical behaviors. 36

    2-4-1) History 36

    2-4-2) Definitions and concepts of ethical behaviors. 36

    2-4-3) Importance of ethics. 37

    2-4-4) Ethics from the point of view of Islam 38

    2-4-5) Dimensions of ethics. 38

    2-4-6) The relationship between ethical standards and legal requirements. 38

    2-4-7) Methods of commitment to ethical behavior in organizations 39

    2-4-8) Ethics theories. 40

    2-4-9) Moral elements. 42

    2-4-10) levels of ethical behavior in the organizational field. 42

    2-4-11) organizational ethics models. 43

    2-4-12) Benefits and functions of ethics in the organization. 46

    2-4-13) Sources of moral values. 47

    2-4-14) Positive effects of observing moral principles. 48

    2-5) Part Three: Background 50

    Chapter Three Research Implementation Method

    3-1) Introduction 57

    3-2) Research Method. 57

    3-3) Statistical population and statistical sample. 57

    3-4) sampling method. 58

    3-5) Data and information collection tools. 58

    3-6) Validity of measurement tool. 59

    3-7) Reliability (reliability) 59

    3-8) Data and information analysis method. 60

    Chapter Four Data Analysis

    4-1) Introduction 62

    4-2) Description of demographic variables of respondents: 63

    4-3) Description of research variables. 67

    4-4) Klomogrov-Smirnov test. 74

    4-5) Research hypothesis test. 74

    Chapter Five Conclusions and Suggestions

    5-1) Introduction 81

    5-2) Results of inferential statistics. 81

    5-2-1) The results of the first hypothesis test. 81

    2-5-2) Second hypothesis test results 81

    5-2-3) Third hypothesis test results 81

    5-2-4) Fourth hypothesis test results 81

    5-2-5) Fifth hypothesis test results. 82

    5-2-6) The results of the sixth hypothesis test. 82

    5-3) Suggestions. 82

    5-3-1) Proposals based on research hypotheses. 82

    5-3-2) research limitations. 83

    5-4) Suggestions for future research. 84

    Attachments. 88

    Sources and sources. 98

     

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The effect of moral behavior and job satisfaction on the organizational commitment of secondary education employees of one Rasht district
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