MBA master thesis
Summer 2013
Abstract:
The purpose of this research is to investigate the relationship between spiritual intelligence, job satisfaction and organizational commitment among the employees of National Bank of Mazandaran province. The statistical population of this research is made up of all employees working in this bank in Mazandaran province, which is more than 1834 people. Out of 550 questionnaires that were distributed among the employees, 323 questionnaires were usable and the rest were excluded from the analysis. This survey was conducted in a descriptive, correlational way, and to collect data, the standard questionnaires of Wolman[105] for spiritual intelligence, Stamps and Pedimont[95] for job satisfaction, and Allen and Meier[26] for organizational commitment were used. Data analysis has been done using mean test, correlation coefficient, structural equation model and Friedman variance analysis. The findings of the research show that spiritual intelligence has a positive and significant relationship with job satisfaction, but spiritual intelligence does not have a significant relationship with organizational commitment, and only by considering job satisfaction as a mediating variable, it can be said that if spiritual intelligence leads to job satisfaction, it can influence organizational commitment. In addition, job satisfaction also has a positive and significant relationship with organizational commitment. Keywords: spiritual intelligence, job satisfaction, and organizational commitment. Chapter 1. Generalities of the research. It is worth mentioning that among the many resources that an organization has, human resources are mentioned as one of the most important. Therefore, now that the importance of employees as a precious resource for organizations is understood, it is appropriate to address the factors that lead to the increase of the human resources performance of organizations. Therefore, several studies have investigated organizational commitment. Organizational commitment, like other concepts of organizational behavior, has been defined in different ways. The most common way of dealing with organizational commitment is that they consider organizational commitment as a kind of emotional attachment to the organization. According to this method, a person who is strongly committed takes his identity from the organization, participates in the organization, blends with it, and enjoys being a member of it. In the current competitive environment, organizations want to hire employees who not only perform the defined tasks in the best way, but also willingly perform tasks that are not part of their official job duties, but are useful in improving the organization's performance. It shows what factors play an effective role in the emergence of this phenomenon in organizations. Therefore, identifying and using the factors related to organizational commitment will help organizations to achieve their goals. Statement of the problem These days, we are witnessing intermittent technological progress and an unprecedented increase in welfare facilities all over the world. Unfortunately, the result of these developments is the dimming of values ??in people's lives, which can be a brief explanation of why many people in our society are depressed and disturbed [107]. Howard and his colleagues[55] quoting Edwards[1], Emmons[2], Fry and Cohen[3], Hyde[4] and Mayer[5] say that recently the idea of ??spirituality is increasing in various publications. Due to the fact that people inherently have spiritual capacity [105], it seems that people who integrate their spirituality and their profession, see their profession not as a simple job but as a mission. According to Iransi[29], the spirituality of the work environment increases the performance of employees. Employees who work in a positive spiritual environment show higher work performance[56]. In addition, there is an opinion that the spirituality of the work environment increases organizational competitiveness[78], profitability[68] and increases the organization's performance[32 and 43].In addition, in various publications, there are other factors that influence organizational performance. In the service industry, evidence indicates a positive relationship between job satisfaction and employee performance, as well as a positive relationship between employee job satisfaction and customers' perception of service quality[50 and 109]. It is accepted that more satisfied employees will provide better services to customers[90] and thus increase customer loyalty. Therefore, having loyal customers in this competitive environment will increase the profitability of the organization and increase the market share[74]. Job satisfaction is an important issue for managers because the decrease in job satisfaction of people increases absenteeism [81 and 92] and also increases the rate of withdrawal and displacement [86 and 99]. Lincoln and Kaliberg[6], Moody et al.[7], Mueller et al.[8], Price and Mueller[9], Wallace[10] indicate that job satisfaction leads to organizational commitment, and Zainababadi[110], citing Gartner[11] and Testa[12], says that job satisfaction precedes organizational commitment. Kim and his colleagues [62] believe that employees with job satisfaction have higher levels of organizational commitment than employees with job dissatisfaction. Therefore, Mobley[70] states that if employees' dissatisfaction with their jobs increases, their desire to leave their jobs increases.
Organizational commitment has a positive relationship with employee motivation, job performance, and satisfaction, and has a negative relationship with absenteeism, displacement, and stress[65].
The National Bank of Iran, as the largest bank in the Islamic world, with more than 40,000 employees, is a relatively large service organization. It is considered that, like any other service organization, its human force is its greatest asset in terms of having the power of thought, creativity and innovation. Human power, unlike other resources, does not decrease or wear out with use, but the more his thoughts and ideas are used, the more his ability improves. On the other hand, participation is one of the highest needs of humans, which is rooted in human nature. People who participate in the affairs and activities of the organization and use their thoughts and ideas, in addition to the progress of the organization, have also taken steps towards their own excellence and growth. In other words, a loyal human force, compatible with organizational goals and values ??and inclined to maintain organizational membership, who is willing to work beyond the prescribed duties, with high organizational commitment and love for the organization, can be an important factor in his success and effectiveness in the path of excellence of the organization and its goals.
On this basis, and considering the influence and sensitivity of the human factor in the actions of this organization, we are looking for, in addition to calculating the level of organizational commitment of the employees of National Bank branches in Mazandaran province, to identify the effective factors Let's talk about organizational commitment - job satisfaction and spiritual intelligence - and the existence of a meaningful relationship between them.
The need to conduct research
Organizational commitment is an important factor in the behavior of employees of an organization and one of the important factors in the efficiency and effectiveness of organizations. A person with organizational commitment has a very strong sense of loyalty towards his organization, and therefore he always and in all circumstances tries to achieve organizational goals with great seriousness and puts the correct performance of his duties at the top of his work. He also tries to stimulate others to work and work harder and be more useful for the organization and have organizational commitment. Organization has been mentioned as an important factor for understanding, understanding and predicting organizational behavior and a good predictor for the desire to remain in the job. Commitment and adherence, like satisfaction, are two closely related attitudes that affect important behaviors such as turnover and absenteeism. Also, commitment and adherence can have many positive consequences.
The idea of ??commitment is a main topic in management writings. This idea is one of the basic values ??that the organization relies on and employees are evaluated based on the criteria of commitment. Most managers believe that this commitment is absolutely necessary for organizational effectiveness.