Analyzing the relationship between empowerment (based on the inspiration model) and employee commitment "Study: Qom Province Commercial Organization"

Dissertation for Master's Degree

(M.A)

Public Financial Management Orientation

Summer 2011

Abstract

  The purpose of this research is to determine the relationship between empowerment factors and the organizational commitment of the employees of the commercial organization of Qom province. The research method was a correlational description and empowerment questionnaire and organizational commitment questionnaire were used to collect information. The statistical population of the research was made up of the employees of Qom Commercial Organization, who were 100 people  And to increase the confidence factor in the research, the entire statistical population was selected as the sample size. The results were obtained at two levels of descriptive statistics (central tendency, dispersion) and inferential statistics (Pearson's correlation coefficient) using SSPS software.  The research results showed that there is a significant relationship between commitment and capability at the 95% confidence level, the intensity of the relationship is at a strong level. There is a significant relationship between commitment and ability in the trust dimension at the 95% confidence level, the intensity of the relationship is at a moderate level. There is a significant relationship between commitment and ability in the dimension of knowledge and skill at the 95% confidence level, the intensity of the relationship is at a strong level. There is a significant relationship between commitment and ability in the communication dimension at the 95% confidence level, the intensity of the relationship is at a strong level. There is a significant relationship between commitment and empowerment in the dimension of motivations at the 95% confidence level, the intensity of the relationship is strong.

Key words:

Empowerment, trust, communication, motivation, skill, commitment, commitment to customers, commitment to the organization, commitment to oneself, commitment to individuals and work groups, commitment to the task

Chapter One

General Research

1-1) Introduction

Empowerment is a new method for the survival of leading organizations in a competitive environment. In a situation where organizations are affected by economic competition, the need to pay attention to work quality and organizational productivity is of special importance. In order to be able to improve the performance of its respective organization, the management should look at the organization with a qualitative view and try as much as possible to maintain the quality of the work performance of its organization at the desired level by providing implementation strategies. This means that in principle, any program based on empowerment can lead to productivity and bring more production, more suitable services, attracting customers, and finally taking over a larger share of domestic and foreign markets. This continuous improvement is not only necessary to face the threats and opportunities in today's complex environment, but it is also important that the organization does not accept the fact that the employees are different from each other, but also invests in the differences and assigns them to work that fits their capabilities.

In this chapter, the general description of the research and the goals, questions, and assumptions are discussed. are raised.

 1-2) statement of the problem

  Considering that empowerment  It is a dynamic process and one of its effective dimensions is trust, motivation, communication, skill and knowledge in employees, in this research, an effort was made to investigate the relationship between the dimensions of inspiring ability (trust, motivation, communication, skill and knowledge) with organizational commitment. Empowerment[1] is a new concept that has attracted the attention of many researchers, academics, experts and practitioners of management and organizational psychology in the 1990s. Managing modern organizations, which are known as human organizations, is very complicated and difficult, and the principles and rules that were used in the past are not very effective at the present time. In such a situation, organizations are successful if their managers have new approaches and ideas to human capital. Today, managers do not have much time to control their employees, and they should spend most of their time and energy on identifying the external and internal environment of the organization and leave other daily tasks to the employees. Employees can handle assigned tasks well when they have the necessary skills, knowledge and ability and know the goals of the organization well. A tool that can help managers in this field is the empowerment process. Empowerment is the process of empowering people.In this process, we help our employees to improve their sense of self-confidence and overcome their feelings of helplessness and helplessness. Organizational commitment [2] is an important occupational and organizational attitude that has been the interest of many researchers in the fields of organizational behavior over the past years. A person who is highly committed takes his identity from the organization, participates in the organization and mingles with it and enjoys being a member of it. A committed person is someone who is loyal to his covenant and protects the goals he made for them and to keep the covenant.

In this research, the relationship between capability (based on the inspiration model) and commitment in the commercial organization of Qom province is examined. are accompanied, they need flexible, entrepreneurial, responsible, high-trust human resources, seeking initiative and participation. In such organizations, organizational structures and management styles and methods should be such that the organization's human resources are involved and involved in the process of decision-making and implementation and achieving organizational goals by forming self-governing work groups and teams and delegating authority and executive power to subordinates; Form a dynamic, developed and flexible organization, and in this way the relationship between upstream and downstream can be improved, and conditions combined with organizational trust and, as a result, useful participation in the organization will be obtained. This is due to the fact that they are not able to recognize the abilities of the employees, or in the environment of the organization, they do not provide the necessary conditions for the creativity, initiative and activity of the employees. In order to solve these problems and provide a situation for the maximum productivity of the organization from the knowledge, skills, experience and talents of people, a new discussion called empowerment was raised, which quickly became the most important and promising issue in the field of human resources management.

In short, it is of vital importance that human resource managers, today, find that empowerment is an essential tool for increasing employee satisfaction and causes greater productivity and effectiveness. (Staver-Casty, 2005, p. 113)

  As soon as employees feel self-controlled and self-organized, it leads to their commitment and motivation and they become trustworthy and committed people. (Claydon and Doyle, 1996, p. 15)

  Research has shown that organizational commitment has consequences such as job satisfaction, attendance, trans-organizational behavior. Social and occupational performance have a positive relationship and a negative relationship with the desire to leave the job. (Shiyan Chenj et al., 2003, p. 313)

  People who have a higher sense of commitment have a lower rate of absenteeism and job leaving, they look for another job less and their efforts to do things are more. (Alin and Bacon, 1990)

  According to the above-mentioned materials and with the investigations carried out in the commercial organization of Qom province,   which shows that the level of employees' ability is somewhat low, and as a result, it has reduced their commitment to the organization;  According to the research about the analysis of the relationship between the ability and commitment of employees in this organization, it seems necessary. 1-4) research objectives 1-4-1 (the main goal) determining the relationship between ability (based on the inspiration model) and commitment in the Qom commercial organization. in the Qom Trading Organization. 1-4-2-2 (Determining the relationship between communication and commitment in the Qom Trading Organization. 1-4-2-3 (Determining the relationship between motivations and commitment in the Qom Trading Organization. 1-4-2-4 (Determining the relationship between knowledge and skills of employees with commitment in the Qom Trading Organization. 1-5) Assumptions) 1-5-1 (Main hypothesis)

There is a positive and meaningful relationship between empowerment (based on the inspirational model) and commitment in the Qom commercial organization.

1-5-2 (sub-hypotheses

1-5-2-1) There is a positive and meaningful relationship between trust and commitment in the Qom commercial organization.

1-5-2-2) There is a positive and meaningful relationship between communication and commitment in the Qom commercial organization.

1-5-2-3) There is a positive and meaningful relationship between motivation and commitment in Qom Trading Organization.

1-5-2-4) There is a positive and meaningful relationship between knowledge and skills of employees and commitment in Qom Trading Organization.