تعهد سازمانی

In today’s rapidly advancing world, attention to human resources from psychological and mental perspectives, as well as fostering organizational attachment to achieve organizational goals, is essential and necessary. Therefore, the aim of this study was to examine the relationship between the components of organizational commitment and happiness in the performance of employees of the Physical Education Department of Kerman Province. This study is applied in terms of its objective. The statistical population consisted of all employees of the Physical Education Department of Kerman Province, totaling 70 individuals. The sample size was determined using the Krejcie and Morgan table, resulting in a sample of 59 participants selected randomly. The data collection instruments in this study were the Organizational Commitment Questionnaire by Meyer and Allen (1990) and the Oxford Happiness Questionnaire developed by Argyle in 1990. Data analysis was conducted using SPSS version 22. Based on the obtained data, the effect size of the components of organizational commitment on happiness was 20%, which is statistically significant. The overall correlation between the research variables was 0.493, indicating a strong correlation among the study variables. Additionally, the coefficient of determination was 0.243, meaning that the dimensions of organizational commitment could explain approximately 24.3% of the variance in employees’ happiness. The research findings indicate that an increase in organizational commitment can enhance the level of happiness. Therefore, attention by organizational authorities and managers to the components of organizational commitment is necessary to elevate the level of commitment among employees.

This study examines servant leadership approaches and their impact on innovation and organizational transformation in creative industries. This research employed a qualitative approach using an interpretive phenomenological method. Data were collected through semi-structured interviews with 22 managers, experts, and employees from creative industries in Tehran. Participants were selected through purposive sampling, and interviews continued until theoretical saturation was reached. The data were analyzed using qualitative content analysis with NVivo software. The results indicated that servant leadership positively influences the creation of an innovation culture and the acceptance of organizational change through characteristics such as humility, active listening, employee empowerment, and commitment to others' growth. Moreover, this leadership style enhanced organizational commitment, job satisfaction, productivity, and organizational identity. The findings also showed that organizations with servant leaders demonstrate greater flexibility in adapting to change and fostering creativity among employees. Based on the findings, adopting a servant leadership style can play a significant role in improving innovation and facilitating organizational transformation in creative industries. It is recommended that organizations integrate servant leadership principles into their management practices to enhance innovation and strengthen employee commitment by fostering an environment conducive to growth and development.

This study aims to identify the components of servant leadership in improving organizational performance through employee development. This study employed a qualitative approach using semi-structured interviews. The participants included 26 managers and employees from various organizations in Tehran, selected through purposive sampling. Data collection continued until theoretical saturation was reached, and the data were analyzed using NVivo software. The data analysis process followed an inductive content analysis approach, including initial coding, theme identification, and conceptual pattern extraction. The results revealed that servant leadership influences organizational performance through three main categories: servant leaders’ personal characteristics, employee development, and organizational performance improvement. In terms of personal characteristics, humility, honesty, empathy, and commitment to employee growth were key elements. In employee development, career planning, employee empowerment, and soft skills enhancement played crucial roles. Finally, servant leadership contributed to increased organizational commitment, optimized work processes, and improved service and product quality. The findings indicate that servant leadership not only fosters employee growth and development but also has a direct impact on improving organizational performance. Therefore, organizations can enhance their productivity, employee commitment, and service quality by strengthening servant leadership.

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.

Universities and higher education institutions play a key role in advancing a society’s goals as they intend to educate and train skilled and expert forces. These organizations require committed and competent staff in order to accomplish their great mission. For this purpose, talent management strategy is considered one of the strategies which helps any organization increase work engagement and organizational commitment amongst the staff. The present research aimed at examining the effect of talent management strategy on organizational commitment with the mediating role of work engagement amongst the staff in Mazandaran University. The statistical population comprised all staff with high school diploma or higher degrees (n= 540) working in Mazandaran University out of whom 225 participants were randomly selected as the research sample size using Cochran’s formula. This is an applied research in terms of its aim and a descriptive survey with regard to methods used for data collection. The tools for data collection included three questionnaires: Swim’s Talent Management Strategy Questionnaire (2009), Allen & Meyer’s Organizational Commitment Scale (1990), and Work Engagement Scale by Schaufeli et al. (2003). Structural equation modeling technique and partial least squares regression were applied to analyze the data. The results indicated a good fit of conceptual model presented in which work engagement played a mediating role in the effect of talent management strategy on organizational commitment amongst the staff. Moreover, the results from hypotheses testing showed the positive effect of talent management strategy on organizational commitment and work engagement as well as positive effect of work engagement on organizational commitment amongst the staff.

The style of organizational leadership plays a crucial role in the performance and effectiveness of an organization. This research aimed to understand the impact of mindful leadership on job preference, with organizational commitment acting as a mediator among teachers.

This study was applied research with a descriptive-correlational approach. The statistical population consisted of primary school teachers in Malair city, with a sample size of 384 determined using Cochran's formula and selected through cluster sampling. Standard questionnaires on organizational commitment (Allen and Meyer, 1990), job preference (Amabail, 1994), and mindfulness (Pratcher et al., 2018) were used on a five-point Likert scale. The reliability of the questionnaires was calculated using Cronbach's alpha method, resulting in values of 0.84, 0.84, and 0.94, respectively. Data analysis included descriptive statistics such as percentages, frequencies, and averages, as well as confirmatory factor analysis, path analysis, and structural equation modeling.

The research revealed that mindful leadership had a direct and significant impact on job preference (beta=0.346) and organizational commitment (beta=0.332). Organizational commitment also had a direct and significant effect on job preference (beta=0.496). Additionally, the indirect effect of mindful leadership on job preference through organizational commitment was found to be significant (beta=0.125).

Organizational loyalty of school administrators is the most important factor affecting their performance. The aim of the current research is to determine the causal relationship between work ethics and organizational loyalty and the mediating role of organizational commitment of Miandoab school principals.

This research is of applied type, correlation based on structural equations. The statistical population is all principals of girls' and boys' schools in Miandoab in all academic years in the academic year 1401-1400, and 262 people were selected as a sample using the proportional stratification method. The tools of data collection were organizational loyalty questionnaires of Kumar and Shekhar (2012), organizational commitment of Balfour and Wechsler (1996) and work ethics of Petty (1995). The results of confirmatory factor analysis showed that all three questionnaires have good relative fit. Data were analyzed using Smart PLS 3.2.8 software.

Work ethic has a positive and significant effect on organizational loyalty (p<0.01), organizational commitment has a positive and significant effect on organizational loyalty (p<0.01), work ethic has a positive and significant effect on organizational commitment (p<0.01). has it. Also, the mediating effect of organizational commitment on the relationship between work ethic and organizational loyalty was confirmed (p<0.01).

Because the improvement and development of school performance requires good work ethics and the commitment and loyalty of school administrators towards education. It is necessary for the managers and experts of education regions to pay special attention to this issue in empowering school managers.

This research was conducted with the aim of investigating the effect of self-efficacy on organizational commitment and job performance of managers. The research was a survey type. The statistical population of the research is all principals of primary schools in Varamin city, using Morgan's formula, 113 people were selected as the sample size using Morgan's table. In order to collect data, the self-efficacy questionnaire of Scherer et al. (1982), Patterson's job performance questionnaire (1990) and Allen and Mir's organizational commitment questionnaire (1991) were used, and spss software was used to analyze the data and test the hypotheses. Descriptive statistics section focused on central and dispersion indicators, and in the statistical inference section, correlation coefficient and regression tests were used to test hypotheses. The final results of the hypotheses test showed that self-efficacy affects managers' organizational commitment. Also, selfefficacy affects managers' job performance.

The aim of this study was to determine the relationship between personality and organizational commitment with organizational citizenship behavior of teachers in Hir district of Ardabil province. The present study is descriptive and survey in terms of applied purpose بر based on the data collection method and is correlated in terms of the relationship between independent and dependent variables. Of the 407 teachers in the Hir area, 198 were selected using the Cochran's formula as a sample. To collect data, the standard Oregon and Kanowski questionnaire was used to assess organizational citizenship behavior, the Big Five model personality questionnaire, and for organizational commitment, the Allen and Meyer questionnaire was used. Data analysis was performed using Pearson and Spearman correlation coefficient using SPSS software.The results showed that personality as a whole and the dimensions of extraversion, acceptance, conscience and acceptance of experience have a positive and significant relationship with organizational citizenship behavior. And there is no significant relationship between neurosis and organizational citizenship behavior. There is also a positive and significant relationship between organizational commitment and its dimensions with organizational citizenship behavior.

Human resources is the most important organizational resource. Usually, employees also prefer jobs where they can use existing opportunities to improve their abilities. Therefore, the research aims to determine the relationship between perceived organizational support and organizational commitment and job satisfaction of public library employees in Lorestan province.

The research method employed in this study is correlational research and structural equation modeling. The data collection tool was a standard questionnaire including Eisenberger et al.'s (1986) Perceived Organizational Support, Allen and Meyer's (1993) Organizational Commitment, and MinneSota Job Satisfaction (2009) scales. The Kolmogorov-Smirnov test was used to assess the normality of data distribution. Structural equation modeling and Sobel test were utilized to test the research hypotheses.

There is a significant relationship between perceived organizational support and organizational commitment. There is a significant relationship between perceived organizational support and job satisfaction of public library employees. Organizational support is directly related to organizational commitment, but it has no significant relationship with organizational commitment through job satisfaction.

The results indicated that improving employees' perceived organizational support leads to an increase in their organizational commitment. Furthermore, the findings demonstrated that organizational attention to perceived support is essential for enhancing employee job satisfaction. Job satisfaction does not mediate the relationship between organizational support and employees' organizational commitment in public libraries. In other words, the variable of organizational support directly influences organizational commitment, but it does not have an indirect effect through job satisfaction on organizational commitment.

This study aimed to investigate the relationship between emotional intelligence and organizational commitment among secondary school teachers in District 15 of Tehran during the 2023-2024 academic year. The research method was applied in terms of purpose and descriptive-correlational in terms of implementation. The statistical population of the research included all secondary school teachers in District 15 of Tehran, totaling 1248 individuals (485 men and 763 women). Based on Cochran's formula, 295 participants (115 men and 180 women) were selected based on simple random sampling method. To collect data, the standard questionnaires of Emotional Intelligence (EQ-i) by Shoring (1996) with a reliability of 0.94 and Organizational Commitment (OCQ) by Porter (1980) with a reliability of 0.90 were used. The validity of both questionnaires was also confirmed by several expert professors. For data analysis, two levels of descriptive and inferential statistics were used via SPSS software. In the descriptive level, frequency, percentage, mean, and standard deviation indices were used, and in the inferential level, Pearson's correlation coefficient, one-way ANOVA, and multiple regression were used. The results showed that the mean organizational commitment of teachers was higher than the average of the society, while the mean emotional intelligence of teachers was lower than the average of the society. There was a significant relationship between each of the components of emotional intelligence (self-awareness, self-control, self-motivation, social skills, and social awareness) and organizational commitment. Emotional intelligence, through the four components of self-control, empathy, motivation, and social skills, can predict the organizational commitment of teachers; Therefore, it is recommended that the ground for strengthening all components of emotional intelligence of teachers be provided.

This study aims to identify factors promoting organizational commitment of human resources working at Farhangian University. In the qualitative part, through grounded theory research method and Glaser emerging design, factors promoting organizational commitment of human resources working at Farhangian University were identified. Twenty-five faculty members of Farhangian University were selected by purposive sampling. Semi-structured interview was used to collect data. Inter-coder reliability was 0.78, and intra-coder reliability was 0.80. Thematic analysis was used to identify themes and categories of organizational commitment of human resources working at the university. Finally, after the researcher’s coding, six components of individual, behavioral, psychological, managerial, organizational, and motivational factors were recognized as components effective for promoting organizational commitment of human resources. The psychological component with a standard coefficient of 91% had the most effective role and the individual component with a standard coefficient of 59% had the least effective role in explaining promotion of organizational commitment of human resources. In the quantitative part, 260 individuals (149 males and 111 females) were selected as the research sample using purposeful sampling from among the faculty and staff of FarhangianUniversity. The research tool was a researcher-made questionnaire based on the interviews. Based on the results of factor analysis,

The present study was conducted with the aim of structural analysis of personality traits, organizational commitment and job motivation with the mediating role of self-control in teachers and principals of elementary schools for girls.
This research, in terms of purpose, was applied; In terms of data collection method, was descriptive, of the survey type; and in terms of the nature of the data, was quantitative. Statistical population, have been including all teachers and principals of elementary schools for girls in the academic year 2022-2023 to the number of 369 people. The sampling method was multi-method sampling. The sample size, according to Krejcie and Morgan table (1970), there were 225 people. The data collection tool, was HEXACO Traits Personality (2013), Allen and Mayer organizational commitment questionnaire (1990), Herzberg job motivation questionnaire (2004) and Tangney, Baumeister & Boone self-control questionnaire (2004). To analyze the data, in addition to descriptive statistical techniques, the following inferential statistics techniques were used Step by Step Regression and Structural Equation Modeling.
The research findings showed, relationship between personality traits, organizational commitment, job motivation and self-control of teachers and principals was positive and significant (P<0/01). Furthermore, the mediating role of self-control in the effect on personality traits, organizational commitment and job motivation of teachers and principals was confirmed.
It is concluded that, to improve the professional performance of teachers and school administrators; the institution of education must take steps in order to strengthen personality traits and setting the stage for an organizational commitment and job motivation; and also optimizing self-control.

Introduction and goal: 

With the emergence of moral and identity crises all over the world, emphasis on spirituality has become more apparent. It seems that today's mankind needs spirituality more than in the past. The aim of the present study is to investigate the relationship between self-compassion, organizational commitment and job resilience with spirituality in the work environment among primary school teachers.

The method of carrying out this descriptive research and the research design is correlational. The statistical population was made up of all the elementary school teachers of Miandoab city in the academic year of 2021-2022, and 278 people (115 men and 163 women) were selected as a statistical sample based on the table of Karjesi and Morgan with available sampling method. In order to collect data, the self-compassion questionnaires of Neff et al. (2003), Porter's organizational commitment (1974), Morgan-Lyon's job resilience (2001) and spirituality in the workplace were used by Milliman et al. (2003). . Data analysis was done using Pearson's correlation coefficient and multivariate regression analysis by step-by-step method.

The findings showed that there is a positive correlation between self-compassion and its components (except isolation) and spirituality in the workplace. Also, there is a significant positive relationship between organizational commitment and job resilience and spirituality in the workplace. The results of regression analysis showed that predictor variables are able to predict 34% of the variance of spirituality in the workplace.

Based on the results of the research, it can be said that self-compassion, organizational commitment and job resilience play an important role in spirituality in the work environment of primary school teachers.

Teacher performance is the main thing that determines the merits of education in schools. Good teacher performance will produce a good quality and can help the quality of schools to achieve the goals set. The aim of this study was to investigate the effect of spirituality in the workplace on teachers' job performance mediated by organizational commitment to provide a structural equation model among first grade high school teachers in District 4 of Karaj.

The statistical population of the study was all high school teachers in District 4 of Karaj, which numbered 485 people, of which 215 people were selected as a sample through random sampling table of Krejcie and Morgan. Research tools included Milliman et al. (2003) Spirituality in the Workplace Questionnaire, Allen and Meyer (1991) Organizational Commitment Questionnaire, and Patterson (1999) Job Performance Questionnaire. to collect the data questionnaire was used. The reliability of the questionnaires was calculated using Cronbach's alpha coefficient for the questionnaires of spirituality at work, organizational commitment, and job performance, (a = / 92), (a / 91), (a = / 92), respectively. The validity of the questionnaires was verified using confirmatory factor analysis. to analyze the hypotheses and examine the relationships between variables was used Pearson correlation coefficient and structural equation modeling method.The results of Pearson correlation coefficient showed that there is a positive and significant relationship between spirituality in the workplace and commitment (p <0.01, 0.59). From the analysis of correlation between variables, it can be concluded that any increase in the spirituality of the workplace is accompanied by an increase in the score of organizational commitment. Based on the significance of the path coefficient, there is a positive relationship between spirituality in the workplace and organizational commitment. There is also a positive and significant relationship between spirituality in the workplace and job performance (p <0.01, 0.51). At the same time, commitment is a mediator (p <0.01 - 0.19) in the relationship between spirituality in the workplace and job performance. Therefore organizational commitment to Significantly modulates the effect of spirituality in the workplace on employees' job performance.

The main purpose of this research was to investigate the effect of organizational justice and freedom of action on the job performance and organizational commitment of employees of  the first education district of Urmia. In terms of purpose, this research was practical and descriptive correlation and structural equation research.The statistical population of  this research was made up of 110 employees of  the 1st education district of Urmia, which due to the smallness of the statistical population, sampling was not done and the enumeration method was used. To collect information, Niehoff and Moor man's organizational justice questionnaire, Short and Reinhart's standard freedom of action questionnaire, Moody et al.'s organizational commitment questionnaire, and Greenhouse's job performance questionnaire were used. In the present study, the validity of the tools was checked by respondents, professors and confirmatory factor analysis. as well as Cronbach's alpha test was used to measure the reliability, and the reliability of the questionnaires was 0.929, 0.953, 0.767 and 0.887, respectively. Descriptive and inferential statistics (structural equation model) were used to SPSS25 and Smart PLS3 analyze the data. The results of this research indicate the impact of organizational justice and freedom of action on job performance and organizational commitment, the impact of all components of justice. organizational on organizational commitment and the effect of two components of procedural and relational justice on job performance and the effect of all freedom of action components on job performance and organizational commitment.

The purpose of the present study was to investigate the relationship between authentic leadership and organizational commitment of employees with the mediating variable of job satisfaction in the 4th education and training region of Tehran.In terms of the basic purpose, this research was a method of collecting field data and in terms of the implementation method, it was a descriptive correlation type. The statistical population included all the employees of the Department of Education and Culture of the fourth education and culture region of Tehran, numbering 420 people, using the Karjesi and Morgan table and the relative stratified random sampling method, 201 people as the volume The sample was selected.The data collection tools were the standard questionnaires of Asil Aliu et al.'s leadership style (2007), organizational commitment by Allen and Mayer (2007), and job satisfaction by Smith and Hevlin (1969). The validity of these questionnaires was confirmed by experts, and reliability was calculated through Cronbach's alpha coefficient (0.90, 0.88, 0.86 percent) respectively.The results showed that the explanatory model of organizational commitment based on authentic leadership and job satisfaction is suitable based on the experimental data obtained. Also, the results showed that there is a significant relationship between authentic leadership and the organizational commitment of employees and job satisfaction with the organizational commitment of employees of the 4th district of Tehran.It also showed that there is a significant relationship between authentic leadership and organizational commitment with the mediation of job satisfaction of the employees of the Department of Education,.

One of the desirable mechanisms for organizations to respond quickly and appropriately to increasing environmental changes is the creation of entrepreneurial organizations. The purpose of this study is to determine the effect of job motivation on organizational entrepreneurship mediated by organizational commitment. The present study is descriptive-correlational in nature of the type of structural equation model and applied in terms of purpose. The statistical population of this study consists of 1340 teachers in the elementary period of 1401-1400 urban and rural areas. The sampling method used is multi-stage cluster sampling method. Also, due to the heterogeneity of the statistical population, the stratified sampling method was used. From the aforementioned statistical population, a sample of 310 people (223 females and 87 males) were selected based on Morgan's table. Data were collected using the Salanova and Shuffley (2004) Job Achievement Questionnaire, Allen and Meyer (1990) Organizational Commitment Questionnaire, and the Baringer & Bleudern (1999) Organizational Entrepreneurship Questionnaire. The collected data were analyzed by Spss, lisrel software. The results show that the direct effect of job motivation and organizational commitment on organizational entrepreneurship is 0.18 and 0.82, respectively. Also, the indirect effect of job motivation on organizational entrepreneurship mediated by organizational commitment was 0.47. Given the role of organizational entrepreneurship in achieving the goals of the organization and its impact on job motivation and organizational commitment, managers in organizations should support the field to promote entrepreneurial culture in the organization.

The present research was carried out by the purpose of determining the relationship among organizational loyalty and social undermining by mediating of organizational commitment of school managers in Miandoab. It is applied research considering its purpose and regarding the method of data collection descriptive of correlational kind using modeling structural equations. The statistical population of the present study included all the managers of Miandoab schools in all grades of elementary, first period of high school, second period of high school, technical –professional instruction, vocational training in the educational year of 2021-2022 among them 262 people were selected by using relative class method. In order to collect the needed data, questionnaire of organizational loyalty of (Kumar & Shekhar, 2012) questionnaire of organizational commitment of (Belfor & Wechsler, 1996) questionnaire of social undermining of (Duffy et al, 2002) were used. In order to analyze data and examine causal relations among the variables, modeling structural equations were used. The results showed that organizational loyalty has significant negative relationship effect on social undermining (p<.01) and organizational commitment has significant negative relationship effect on social undermining (p<.01). Also, the mediating effect of organizational commitment in relationship between organizational loyalty and social undermining was confirmed (p<.01). Regarding the findings, it could be indicated that in order to control and decrease social undermining of school managers and avoid disruptive behaviors, considering the organizational commitment and organizational loyalty seems necessary.

The present research was carried out by the purpose of determining the causal relationship among organizational loyalty and work morality with social undermining by mediating of organizational commitment of school managers in Miandoab. It is applied research considering its purpose and regarding the method of data collection, it is descriptive of correlational kind using modeling structural equations. The statistical population of the present study includes all the independent managers in male and female schools of Miandoab city in all the educational grades (elementary, first period of high school, second period of high school, technical –professional instruction, vocational training) in the educational year of 2021-2022 who were 380 people that by using relative class method, the sample volume was determined as 262 people. In order to collect the needed data, questionnaire of organizational loyalty, questionnaire of work morality, questionnaire of organizational commitment, questionnaire of social undermining was used. The results of confirmatory factor analysis showed that all four questionnaires have relatively good of fitness. Then, in order to analyze data, modeling structural equations was used. Examination of the relationships among the research variables was done through Pearson torque correlation. The obtained results show that organizational commitment has significant negative relationship with social undermining. There is significant positive relationship between work morality and organizational commitment and between organizational loyalty and organizational commitment, there is significant positive relationship, between organizational loyalty with social undermining, and also between work moral with social undermining relationship there are significant negative relationship. Regarding the findings, it could be concluded that in order to decrease social undermining and control its outcomes in the schools, considering the organizational loyalty, work morality and organizational commitment has utmost importance.