Urban social and cultural welfare
F. Forootan Eghlidi; F. Karimi
Abstract
The aim of the present study was to determine the relationship between the dimensions of glass ceiling and the organizational commitment of women employees at University of Isfahan, which was conducted by a correlational-type descriptive method. The study population consisted of the women employees working ...
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The aim of the present study was to determine the relationship between the dimensions of glass ceiling and the organizational commitment of women employees at University of Isfahan, which was conducted by a correlational-type descriptive method. The study population consisted of the women employees working at University of Isfahan, whose number stood at 428 individual and 202 individuals of them were selected using a stratified random sampling fit for the size. In order to collect data, two questionnaires glass ceiling and organizational commitment were utilized. For data analysis, Pearson correlation coefficient, stepwise regression, and multivariate variance analysis test were used. The findings of the research indicated that correlation coefficient between glass ceiling) r=-0.215, p<0.01) and family barrier dimension )r=-0.174, p<0.05) and social barriers )r=-0.183, p<0.05), as dimensions of glass ceiling, and organizational commitment is negative and significant. Among the dimensions of glass ceiling, social barrier was the best predictor of organizational commitment (β=21.9).
Human capital in urban management
Z. Mehran
Abstract
Spirituality by creating an atmosphere of trust in the workplace increases the commitment. This commitment includes an employee’s commitment to the organization and the organization's commitment to its employees and customers. In organizations with high levels of spirituality, employees have more ...
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Spirituality by creating an atmosphere of trust in the workplace increases the commitment. This commitment includes an employee’s commitment to the organization and the organization's commitment to its employees and customers. In organizations with high levels of spirituality, employees have more positive attitudes and organizational commitment compared to organizations lacking the same values. The present study tries to investigate the relationship of spirituality in the workplace with the organizational commitment and the organizational citizenship behavior among the employees. Structured questionnaire is used for data collection and significance of the relationship between the research variables and the hypothesis are determined through LISREL software and the Structural Equation Modeling. The sample size, using the formula of sampling from a limited society, is 166 employees from total of 472workers. The results of this study revealed that there is a significant and positive relationship between workplace spirituality and organizational commitment and organizational citizenship behavior. Moreover the Organizational Commitment has a positive impact on organizational Citizenship Bbehavior too. This study has been performed in District 9 of Tehran Municipality in 2015.
Human capital in urban management
A.R. Dabir; M. Azarpira
Abstract
Organizational commitment is one of the most widely researched topics in the field of organizational behavior. The main objective of this study was to investigate the impact of organizational commitment on individual interactions which was conducted in Municipality of Karaj. To achieve this objective, ...
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Organizational commitment is one of the most widely researched topics in the field of organizational behavior. The main objective of this study was to investigate the impact of organizational commitment on individual interactions which was conducted in Municipality of Karaj. To achieve this objective, the data was collected using the Standard questionnaires applying descriptive statistics and inferential statistical methods within the population consisted of 400 employees of Karaj municipality. The present research is a descriptive and co relational study and is of applied type. The results indicated that there is a significant relationship between the dimensions of employees’ individual interaction and organizational commitment in Karaj Municipality. Besides, correlation with other variables of individual engagement and commitment were not verified. At the end, it is suggested to Karaj Municipality that regarding human force as human capital and before recruiting and employment and maintenance, make attempt to identify internal and personality features of them to design required plans in the promotion of organization commitment and drive tomore exploitation.
Human capital in urban management
B. Movahedi; M. Azarpira
Abstract
In today’s leading organizations, employees’ empowerment is considered as a significant issue in human resource management cycle and it has become a central theme of management functions and practices. The present study aimed to investigate the relationship between empowerment of staffs and ...
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In today’s leading organizations, employees’ empowerment is considered as a significant issue in human resource management cycle and it has become a central theme of management functions and practices. The present study aimed to investigate the relationship between empowerment of staffs and organizational commitment with organizational health mediation. The results showed that there is a relationship between staffs empowerment and organizational commitment, and the aspects of empowerment (competence, effectiveness, autonomy, trust, choice right) are also associated with organizational commitment and that the variable of organizational health plays a mediation role in the relationship between staffs’ empowerment and organizational commitment in the office of revenue recognition and collection in Tehran Municipality. This research is of descriptive type. To analyze the data, initially the normality of data was examined by using Kolmogorov-Smirnov test, and then assumptions were evaluated by using the model of structural equations and LISREL software.
