Investigating the relationship between work ethic, job stress, and organizational commitment among the employees of the Department of Education in the first district of Bandar Abbas city

Master's Thesis in Educational Management (M.A)

Abstract

Variables of job stress and organizational commitment are among the important issues that are being considered in successful organizations today. One of the variables that has been associated with job stress and organizational commitment is work ethic. Therefore, the aim of the present study was to investigate the relationship between work ethic, organizational commitment and job stress among the employees of the Department of Education in the first district of Bandar Abbas city. A number of 111 employees of the Department of Education of one Bandar Abbas city were selected as the research sample by simple random sampling. Petty's (1990) work ethic questionnaires, Allen and Mayer's (1991) organizational commitment questionnaires, and occupational stress questionnaires were used to collect information. The tests of Pearson's correlation coefficient and multivariate regression were used simultaneously for experimenting and analyzing the research data. The results showed that the correlation coefficient between the components of work ethic and job stress was 0.32. The characteristics of the regression coefficients showed that among the four components of work ethics, the components of interest in work (?=0.23), and persistence in work (?=0.39) are significant predictors for overall job stress. The correlation coefficient between the components of work ethic and organizational commitment was 0.53. The characteristics of the regression coefficients showed that among the components of perseverance at work (?=0.24), human relations (?=0.21), and participation in work (?=0.19), they are considered significant predictors for organizational commitment. The correlation coefficient between the components of work ethic and emotional commitment was 0.52. The characteristics of the regression coefficients showed that among the components of work ethics, the components of human relations (?=0.30), and participation in work (?=0.25), are considered significant predictors for emotional commitment. The correlation coefficient between the components of work ethics and continuous commitment was obtained as 0.31. The characteristics of the regression coefficients showed that among the components of work ethics, none of the components separately based on the regression coefficients are considered significant predictors for continuous commitment. Also, the correlation coefficient between the components of work ethics and the component of direct responsibility (of job stress dimensions) was obtained as 0.31. The characteristics of the regression coefficients showed that among the components of work ethics, none of the components separately based on the regression coefficients are considered to be significant predictors for the directly responsible component (from the dimensions of occupational stress). The correlation coefficient between the components of work ethics and the colleague component (from the dimensions of occupational stress) was obtained as 0.51. The characteristics of the regression coefficients showed that among the components of work ethics, only the component of persistence at work (?=0.33) is a significant predictor for the colleague component (one of the occupational stress dimensions). The correlation coefficient between the components of work ethics and the promotion component (of job stress dimensions) was 0.21. The characteristics of the regression coefficients showed that among the components of work ethics, none of the components separately based on the regression coefficients are significant predictors for the promotion component (one of the job stress dimensions). The correlation coefficient between the components of work ethics and the components of salary and benefits (from the dimensions of job stress) was 0.29. The characteristics of the regression coefficients showed that among the components of work ethics, only the component of participation in work (?=0.22) is a significant predictor for the components of salary and benefits (one of the dimensions of occupational stress). The correlation coefficient between the components of work ethics and the component of work conditions (from the dimensions of occupational stress) was 0.28. The characteristics of the regression coefficients showed that among the components of work ethic, only the component of interest in work (?=0.32) is a significant predictor for the component of work conditions (from the dimensions of job stress).

The correlation coefficient between emotional commitment and components of job stress was 0.42. The characteristics of regression coefficients showed that among job stress components, promotion components (?=0.30), and salary and benefits (?=0.31) are significant predictors for emotional commitment.

The correlation coefficient between normative commitment and job stress components was 0.54. The characteristics of the regression coefficients showed that the components of your job (?=0.32), colleague (?=0.27), promotion (?=0.29), and salary (?=0.29), and benefits are considered significant predictors for normative commitment.

Key words: work ethic, job stress, organizational commitment and education personnel.

Introduction

In the current situation, some Ethical standards have caused many concerns in the governmental and non-governmental sectors.The fall of behavioral standards in the public sector has forced researchers to search for theoretical bases in this regard so that they can provide the appropriate implementation path. Therefore, one of the main concerns of efficient managers at different levels is how to create suitable platforms for human factors working in all professions so that they work with a sense of responsibility and full commitment to the issues in society and their profession and observe the ethical principles governing their jobs and professions. The first step in achieving these goals is a correct understanding of the concept of ethics and the identification of factors influencing the ethical behavior of employees in the organization, so that in the next steps, the necessary attention can be paid to these factors.

Given the complex and dynamic conditions of today's world and the entry into the age of communication and information, which has turned the world into a small village, and the tremendous progress of various human knowledge and technologies, and as a result, the rise in the standard of living and human expectations, as well as rapid cultural changes in traditional societies, we can conclude He realized that it is no longer possible to manage organizations that are an expression of society without considering the dynamic conditions of the internal and external environment. Rather, the people of the organizations will undergo changes and transformations as much, and most of the transformations include handing over decision-making power to the people in the organization, because the people who live in the age of information and communication and the scientific development of societies are knowledgeable and capable people who want authority. Although today, due to the fact that the employees are under a lot of financial pressure, their attention and desire is more on the economic issues of the work, but gradually the employees are interested in doing meaningful work and want more job independence in their work, so that in this way they will feel valued. One of the most important motivational issues that has been widely spread in industrial and organizational psychology studies in the West today is the issue of "organizational commitment" (Ismaili, 2013). Statement of the problem

One of the most important issues that have caused numerous problems for organizations worldwide is the problems caused by corruption and unethical actions in various societies. Non-observance of some ethical standards has caused many concerns in the government and non-government sectors. The fall of behavioral standards in the government sector has forced researchers to search for theoretical foundations in this regard and to provide the appropriate implementation path. In our society, despite the presence of many positive elements in the national and religious culture (where work is highly valued), in the general structure of society, there are values ??that dominate the work ethics and consequently weakens the work conscience. In this regard, Rezaei Menesh writes: The state of moralism in Iran in the public service sector is not favorable, and in order to achieve a favorable moral situation within the public sector organizations, due to the influence of the behavior of the people of the organizations on various factors, relying only on the system and Ethical management tasks within the organization are not enough. He adds: political, economic and management structures play the most important role in moral construction. The more the leaders support ethics with more material and spiritual determination, the more codified the ethical codes and standards of occupational and professional conduct, the more established control and disclosure systems, the more ethical trainings are given, the more efficient the salary, wage and motivation system, the more active the civil society and the more functioning non-governmental economic system; Ethics will improve in the country's public service sector.

Following a study titled work ethics and individual and social factors affecting it, it is believed that people who have the most hope for the future of their country, people who have more freedom of action in their work, people who are more confident about the future of their work in the workshop, and people whose work is in line with their position, observe work ethics more in the organization. The findings of this research also indicate that people who are closer to the social values ??of the traditional society and are more optimistic about the social environment around them, have a more favorable situation in terms of work ethics. On the other hand, people who are closer to the social values ??of today's urban society of the country, and as a result of that, he has found that they have a kind of pessimism towards the social environment around them, have a more inappropriate situation in terms of ethics. Social participation, social justice, harmony and cultural cohesion in the society with adherence to ethics have also shown in his research that work in organizations are related.