Predicting the Organizational Commitment and their Components from Seven Personel and Organizational Variables
Subject Areas : Educationalمحسن گلپرور 1 , ـ سید حمیدرضا عریضی سامانی 2
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Keywords: identificational Commitment, confidence in supervisor, Exchage commitment, participation in decision making, Organizational Commitment, promotion opportunity, job perspective, Pay satisfaction, organizational citizenship behaviors, affiliation commitment,
Abstract :
The aim of this study was to predict the organizational commitment and their components (i.e Identificational, Exchange, and Affiliation commitment) from seventeen variables including participation to decision making, organizational citizenship behaviors, job perspective, confidence in supervisor, pay satisfaction, promotion opportunity, internal motivation, supervising quality, desire to remain turnover intention, job attachment, work attachment and satisfaction with supervisor and coworkers. In order to reach the goals of the research, participants (male and female) were randomly selected from a public organization's personnel. Balfor and Wechsler's ( ) scale were used for measurement of the organizationa commitment and their components. The validity and reliability of the research instruments were investigated and verified. Stepwise regression analysis was used for data analysis. The results showed that in six steps: job attachment, participation in decision making, pay satisfaction, job perspective, promotion opportunity, and turnover intention were multiple correlation coefficient with identificational commitment and they are able to explain percent of this variable variance. The exchange commitment results showed that in six steps: supervision quality, job perspective, job attachment, pay satisfaction, satisfaction with coworkers and desire to remain have multiple correlation coefficient with exchange commitment and they are able to explain percent of this variable variance. For affiliation commitment, the results showed that in six steps: supervision quality, promotion opportunity, participation decision-making, pay satisfaction, desire to remain and satisfaction with coworkers had multiple correlation coefficient with affiliation commitment and were able to explain percent of this variable variance. For general organizational commitment, the results in eight steps: supervision quality, desire to remain, promotion opportunity, pay satisfaction, job perspective, satisfaction with coworkers, participation in decision making and job attachment had multiple correlation with general organization commitment and they were able to explain percent of this variable variance. Regression equations were also presented for predicting the indentificationa, exchange, affiliation and general organizational commitment.
