organizational commitment

This study aims to investigate the effect of strategic human resource management operations on organizational commitment of employees of the Hamedan City Fire Department.

In terms of method, it is a correlational research, in terms of purpose, it is an applied research, and in terms of data collection method, it is a quantitative research. The statistical population in the section of examining the relationship between research variables and testing hypotheses includes 176 personnel of the Hamadan Province Fire Department during 2023. The statistical sample was estimated to be 131 people using the Krejci and Morgan table with a simple random method. The strategic human resource management variable was measured with a 14-question questionnaire by Chang and Hong (2005) and organizational commitment with a 24-question questionnaire by Allen and Meyer (1996). Also, in relation to the evaluation of strategic human resource management operations and their ranking with a fuzzy analytic hierarchy process approach, the opinions of 30 experts from the organization under study were used.

The results of path analysis and structural equation modeling approach with Smart-PLS software indicate that strategic human resource management had a positive and significant effect on organizational commitment of employees of Hamedan Province Fire Department. Also, the variables of selection in the organization, training measures in the organization, human management performance evaluation measures, promotion opportunities, performance-based rewards, information sharing, and job security had a positive and significant effect on organizational commitment of employees. Finally, the output of the fuzzy analytic hierarchy process showed that the second factor (training measures in the organization) with the highest weight is ranked first, and the fourth factor (performance-based reward) is ranked second. Also, the seventh factor (human management performance evaluation measures) is ranked last (seventh) in terms of importance. Therefore, appropriate planning for effective employee training and planning a performance-based reward system in the organization will have a significant effect on the implementation of the strategic human resource management system and ultimately the organizational commitment of employees.

Although whistleblowing unethical behavior and wrongdoing in organizations offers numerous benefits, internal auditors may choose to remain silent despite having a sufficient intention to report such behavior. Consequently, examining the factors influencing internal auditors’ intention and final decision to whistleblow unethical behavior has become increasingly important. The purpose of this research is to investigate the effect of internal auditors’ intention to whistleblow unethical behavior on their judgment and decision-making in the context of whistleblowing, as well as to explore the influence of organizational factors such as organizational commitment and organizational culture on this relationship. In terms of its objective, this research is applied; in terms of data collection, it is a survey and field study; and in terms of analysis, it is a descriptive-correlational study. The study population consisted of all certified public accountants with internal audit experience. Using Cochran’s formula, a sample size of 385 individuals was determined. After distributing and collecting questionnaires both online and in person, 185 responses were analyzed. The research was conducted throughout 2023 and 2024, with its subject domain focused on audit studies. The structural equation modeling (SEM) method and PLS software were utilized to analyze the data and test the research hypotheses. The findings revealed that internal auditors’ intention to whistleblow unethical behavior has a positive and significant effect on their judgment and decision-making in the context of whistleblowing. However, the moderating effects of organizational commitment and organizational culture on the relationship between internal auditors’ motivation to disclose unethical behavior and their judgment and decision-making in this area were not supported.

This article explores the status of the organizational image of the University of Kurdistan from the perspective of stakeholders, and its relationship with the variables of identity, reputation, and organizational commitment. Various factors, such as employee behavior, services, and the organization's name, contribute to shaping organizational identity and creating a general image of the institution in people's minds. The research is descriptive and correlational, with a statistical population of 400 faculty members and 500 employees from Kurdistan University. A total of 289 individuals were selected as the sample. The data collection instruments included four questionnaires with appropriate validity and reliability. The results from the structural equation model indicate that the university's image has a direct and significant effect on reputation (β = 0.623), organizational commitment (β = 0.411), and a sense of identity (β = 0.220). Moreover, the effect of reputation on organizational commitment and sense of identity is also significant. The indirect role of reputation in the relationship between organizational image and sense of identity, as well as between organizational image and organizational commitment, has been confirmed. The findings highlight the importance of evaluating and cultivating organizational image within universities, emphasizing that the variables of reputation and perceived organizational identity can serve as mediators to enhance the organizational commitment of employees and faculty members, even in the presence of an unfavorable organizational image.The indirect role of organizational reputation in the relationship between university organizational image and sense of identity, the indirect role of organizational reputation in the relationship between university organizational image and organizational commitment, and the indirect role of organizational commitment in the relationship between university reputation and sense of identity were confirmed. The research highlights the necessity of evaluating the consequences and creating organizational image in universities.

Obstacles to the participation of women in tourism jobs, particularly in management positions, have been a persistent challenge for the industry worldwide, and especially in Iran. The aim of this study was to identify the challenges women face in career development within the tourism industry by examining the mediating role of organizational commitment. To conduct this research, the challenges hindering the advancement of women working in the tourism industry were investigated using a background study. These challenges were then transformed into a structured system using the Interpretive Structural Modeling (ISM) technique. To validate the resulting structural system, structural equation modeling was applied using SmartPLS3 software. The statistical population of this research consisted of experts, managers, and women working in the tourism sector in Iran, with data collected from a total of 117 participants. The study found that individual, social, and occupational-organizational factors indirectly affect women's career progression through the mediation of organizational commitment. The results indicated that the challenge of establishing a balance between work and personal life has the greatest impact on women's career advancement and should be prioritized in policies and programs related to gender. This research also proposes directions for future studies to enhance the methodological aspects and empirical evidence in this field. Notably, no study has been conducted in Iran focusing on career advancement and job promotion for women in the tourism and hospitality industry.

This study investigates the relationship between organizational apathy and job plateauing with the mediating role of organizational commitment. The research is applied in purpose and descriptivesurvey in methodology, utilizing a correlational approach. The statistical population includes the headquarters employees of the Water and Wastewater Organization of Khorasan Razavi Province. Using Cochran's formula, a sample size of 244 participants was determined, and simple random sampling was employed. Data were collected using validated questionnaires: Organizational apathy: Danaeefard et al.  Job plateauing: Milliman  Organizational commitment: Allen and Meyer (2007). The reliability of the questionnaires was confirmed with Cronbach's alpha coefficients of 0.88 for organizational apathy, 0.79 for job plateauing, and 0.87 for organizational commitment. Content and face validity were also verified. Data were analyzed using SPSS 24 and Amos 22 software. The findings reveal a positive and significant relationship between workplace apathy and job plateauing, indicating that increased levels of apathy contribute to higher job plateauing among employees. Organizational commitment partially mediates the positive relationship between organizational apathy and job plateauing.

The aim of this study was to model structural equations of professional ethics based on social responsibility, organizational transparency, and organizational commitment, with the mediating role of social cynicism. This research was fundamental, non-experimental, descriptive-survey, and correlational in terms of examining relationships through structural equations. The statistical population included high school teachers in Urmia during the 2021–2022 academic year (N = 2,670). Using a multistage cluster random sampling method, the sample size was determined to be 400 participants based on Cochran's formula. The research data were collected through the following questionnaires: Professional Ethics (Qanbarpour et al., 2019), Social Responsibility (Carroll, 1991), Organizational Transparency (Rawlins, 2008), Organizational Commitment (Allen & Meyer, 1990), and Social Cynicism (Afshani & Kobraei, 2020). The data were analyzed using SPSS V. 28 and Lisrel V. 10 software. Results indicated that social responsibility, organizational transparency, and organizational commitment have a direct, negative, and significant effect on social cynicism. Additionally, social responsibility, organizational transparency, and organizational commitment have a direct, positive, and significant effect on professional ethics. Social cynicism has a direct, negative, and significant effect on professional ethics. Moreover, social responsibility, organizational transparency, and organizational commitment have an indirect, positive, and significant effect on professional ethics through the mediating role of social cynicism. Authorities should address the legitimate demands of teachers by fostering a transparent environment, which could enhance teachers' commitment and responsibility in teaching. This, in turn, could contribute to their professional success while also advancing societal scientific success.

Choosing an appropriate leadership style can significantly improve employee performance, increase job satisfaction, and strengthen organizational commitment. This study aimed to investigate the role of humble leadership style in enhancing the organizational commitment of women employees in the city of Tabriz. The research was fundamental in nature and employed a descriptive-correlational approach (path analysis). The sample consisted of 150 women employed in private organizations in Tabriz, selected using a convenience sampling method in 2023. Data were collected using the humble leadership style questionnaire by Evans et al. (2013) and the organizational commitment questionnaire by Allen and Meyer (1990). Data analysis revealed that humble leadership style has a positive and significant impact on organizational commitment. These findings highlight the importance of adopting humble leadership style in private organizations, which often face challenges such as high competition, retention of talented human resources, and increased productivity. Humble leadership style can serve as an effective approach to enhancing employee motivation and job commitment, especially for women employees. Given that women in the workplace may encounter additional barriers, fostering their organizational commitment through the humble support and guidance of managers can significantly contribute to improving organizational performance. This approach not only boosts employee motivation but also facilitates the long-term retention and development of human capital.

This study investigates the effect of human resource management functions on job performance of Farhangian University professors with the mediating role of organizational commitment.

The type of research was descriptive and its method was correlational. The statistical population included all professors of Farhangian University of Tehran Province, 269 people. Data were collected from a sample of 120 professors of Farhangian University of Tehran Province in a simple random manner and analyzed through structural equation modeling (SEM), path analysis, and confirmatory factor analysis (CFA). The data measurement tool for all three variables was a questionnaire that was sent electronically to the statistical sample and the data were collected in this way.

The results, considering the path coefficients, indicate a good and appropriate fit of the research model. According to the proposed model, human resource management functions positively and significantly affect organizational commitment and job performance. The model also confirms the role of organizational commitment as a mediating factor.

This study highlights the perception of executive managers of human resource management functions and its importance. Human resource development professionals will gain new insights into the relationship between organizational commitment, job performance, and human resource management functions, with practical applications in the academic environment.

Employees as internal stakeholders play an important role in creating and providing hotel services. Using the stakeholder theory, this study investigated the impact of Tehran hotel employees' perception of organizational social responsibility on organizational commitment. In this study, intrinsic motivation is considered as a mediating variable and job level as a moderating variable. The required data were collected through a questionnaire (in both electronic and printed versions). A total of 310 hotel employees participated in this survey-oriented study. Validity and reliability of the questionnaire were confirmed through Cronbach's alpha coefficient and composite reliability. The findings of the research show that hotel employees' perception of organizational social responsibility (in the two dimensions of employee social responsibility and customer social responsibility) has a significant impact on their organizational commitment. Also, intrinsic motivation increases organizational commitment, and its mediating role in the relationship between employees' perception of organizational social responsibility and organizational commitment, and the moderating role of job level in the relationship between employees' perception of organizational social responsibility and intrinsic motivation have been confirmed. The results of this study emphasize the importance of paying attention to corporate responsibility activities in the hotel industry. Therefore, hotel human resource managers can use it as a tool to improve the internal motivation of employees and improve their organizational commitment by explaining and institutionalizing the hotel's organizational responsibility measures.

Taha Ashayeri Tahereh Jahanparvar Elham Abbasi Fatima Hasani Abstract Job satisfaction means being satisfied with the organizational and job conditions of a person, social capital plays an important role in their job satisfaction. Social capital is a set of formal values, moral and emotional commitments, and norms that lead group members to collectivism, creativity, and entrepreneurship, and this job-organizational entrepreneurship occurs through the level of job satisfaction. The stronger the organizational communication, trust, participation and organizational commitment, the higher the level of job satisfaction. The main purpose of the research is to study the effect of social capital and its components on job satisfaction. The research method is a quantitative meta-analysis using a reverse questionnaire (conducted research). The population size of 24 survey research documents were selected during 1401-1385. The criteria for entering the articles into the software were correlation coefficient, significance level, sample size and the year of conducting the research; Based on the Cohen and Fisher model, its effect size is estimated. The results show that social capital has been able to explain 0.35% of job satisfaction changes. The results show that the components of social capital include organizational cohesion (0.38); organizational participation (0.40); religious affiliation (0.33); organizational support (0.41); Organizational commitment (0.20) had a significant effect on employee job satisfaction.

The purpose of this study is investigation of the effect of ethical climate on auditors' whistle-blowing whit the mediating role of job satisfaction and organizational commitment. Whistle-blowing is an important mechanism for predicting and preventing unethical behavior that, influenced by individual and organizational variables, helps to establish and improve the quality of work in companies. In this context, the ethical climate facilitates the identification and prediction of ethical lapses, and the factors of job satisfaction and organizational commitment of auditors help to prevent the occurrence of these errors and support the reports. Statistical society of this survey contains 427 auditors working in auditing profession in 2022 which have been selected by random sampling method. The present survey is functional in purpose and descriptive correlation in method. The survey’s data has been collected by questionnaire tool and for investigate the effects of factors on whistle-blowing and also the structural equation modeling method by smart PLS3&SPSS 22 software was used to present the recommended pattern. The outcomes of the survey revealed that the ethical climate whit the mediating role of job satisfaction and organizational commitment have positive and meaningful effects on auditors' whistle-blowing.

Senior managers play an essential role in organizations. They shape organizational strategy and culture, define missions including opportunities for new markets, and business models. Their commitment to the organization is critical to organizational performance, but research on the personality traits of top managers and their commitment to organizations is limited.Therefore, this research has been conducted with the aim of the role and position of multiple personality components in fulfilling the organizational obligations of senior financial managers in companies listed on the Tehran Stock Exchange. Where relying on self-affirmation theory, the implications of the "dark triad traits" of top managers (narcissism, psychopathy, and Machiavellianism) for their organizational commitment and the mediating role of role clarity and the moderating role of resource availability are examined. In this regard, In this research, the three-component conceptual model developed by Allen and Mayer (1990) has been used to distinguish affective, continuance and normative commitment. A research model was developed from the literature review and the three-component model developed by Allen and Mayer, and then it was developed using the structural equation method on a sample of 384 respondents from all activists, brokers, investors, experts. Seniors and specialists of the companies admitted to the Tehran Stock Exchange were evaluated. The results of this study show that psychosis has a significant effect on organizational normative commitment, narcissism an organizational normative commitment, and Machiavellian personality approach on emotional organizational commitment in companies listed to the Tehran Stock Exchange. Also, the availability of resources as a moderating variable has a significant effect on the relationship between multiple personality components of senior financial managers and organizational commitments in companies listed on the stock exchange. Finally, the results showed that the multiple personality components of senior financial managers have a significant effect on the transparency of the role in the companies.

This study set out to investigate the influence of organizational commitment and job satisfaction on staff performance in Pars El-Goli and Shahryar Hotels in Tabriz. The statistical population of this descriptive correlational study comprised all the staff working in Pars El-Goli and Shahryar Hotels in Tabriz, out of whom 164 individuals were selected through random sampling. Moreover, the required data were collected through the questionnaires administered to the selected staff. Finally, the collected data were analyzed via Smart PLS software using Structural equation modeling (SEM). The results of the study indicated that organizational commitment and job satisfaction exerted a significant positive influence on staff performance. Furthermore, it was found that job satisfaction enjoyed the largest path coefficient, suggesting its greater influence on staff performance than that of organizational commitment.

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.