The relationship between spiritual leadership and moral intelligence with organizational commitment among the employees of the Islamic Azad University of Maroodasht branch in 2012

Dissertation for Master's Degree

Tension: Industrial and Organizational

Abstract

The aim of the current research is to explain the relationship between spiritual leadership and moral intelligence with organizational commitment among the employees of Islamic Azad University, Maroodasht branch in 2013. The descriptive research method is correlation type. The studied population includes all the employees of the Islamic Azad University of Maroodasht branch in 2012. Considering that the total number of employees is 200, the sample size was 132 people selected using simple random sampling method. The measurement tools in this research included three questionnaires: moral intelligence by Keil and Jordan (2011), organizational commitment by Allen and Mayer (1991) and spiritual leadership by Fry et al. (2005). For analysis, descriptive statistics methods (mean and standard deviation) and correlation and regression tests were used at the level of inferential statistics. The results showed that there is a relationship between the dimensions of spiritual leadership and moral intelligence with organizational commitment. The dimensions of spiritual leadership and the dimensions of moral intelligence. They are able to predict organizational commitment. Besides, among the variables of spiritual leadership dimensions and dimensions of moral intelligence, the variable of ability to forgive others' mistakes is a stronger predictor of organizational commitment than other variables. Keywords: moral intelligence, spiritual leadership, organizational commitment. The issue of commitment has attracted considerable attention in organization studies in the last two decades. Managers should act in such a way that employees work with enthusiasm and are committed to their organization (Keshavarz, 2017). Various studies in industrial, military, educational and work organizations show that in order for employees to be more efficient and have a stronger desire to stay in their jobs, in addition to being highly satisfied with their jobs, they must also have attachment and feel a high commitment to performing their duties, which in itself causes a sense of responsibility, a deep understanding of the job, and self-sacrifice (Jamshidian, 2016). Chatman and O'Reilly[1] (1986) define organizational commitment as meaning support and emotional connection with the goals and values ??of an organization, for the sake of the organization itself and away from its instrumental values ??(that is, a means to achieve other goals) (Keshavarz, 1387).

Organizational commitment plays an important role in the effectiveness and efficiency of the organization and in the short term it causes the achievement of its goals and in the long term it causes the growth and development of the organization and its preservation and survival. becomes Job performance is very effective in expanding and competing with other organizations in the competitive market. No organization can succeed unless the members and employees of the organization have some kind of commitment to it and strive to research its goals. Organizational commitment [2] is a type of attitudinal-behavioral relationship to the organization's goals and missions. Organizational commitment requires the existence of various personal, organizational, and environmental factors that are sometimes under the control of managers. Creating organizational commitment is a systematic process that transforms various aspects of the organization, including the business plan, the leadership style (leader's relationship with the members of the organization), and the structure of the organization (Sarukhani, 2016). Today, it can be said that various factors play a role in organizational commitment, and these factors include: leadership, structure, intelligence, and one of these factors is spiritual leadership[3]. With the entry of spirituality into the field of organization and management as a challenge of the 21st century, managers and leaders of organizations, especially educational institutions, must necessarily deal with this nascent phenomenon. The role of spiritual leaders is to motivate employees by using the spiritual perspective and create cultural contexts based on human values ??in order to train and cultivate capable, highly productive, committed and motivated employees. The purpose of spiritual leadership is to realize the spiritual needs of the leader and followers for the survival of spirituality and spiritual happiness through a sense of membership and meaning in work to create insight and insight and value harmony at the individual, team and organizational levels (Fray [4], 2005).

On the other hand, moral intelligence also plays a significant role in organizational commitment. Moral intelligence [5] is defined as the capacity and ability to understand right from wrong, having strong moral beliefs and acting on them, and correct and correct behavior does Moral intelligence is a vital intelligence for all humans (it is considered a turning point for all intelligences), because moral intelligence directs other forms of intelligence to do valuable work.Ethical and valuable actions and behaviors of managers, such as fair, honest and respectful behaviors, through mechanisms in the field of influence and social influence, affect feelings and attitudes such as satisfaction, commitment and loyalty, as well as perceptions such as trust and perceived justice of employees. These behaviors are actually the principles of moral intelligence, and managers, by following these principles, which create trust in the organization's employees, take a big step towards achieving the goals of their organization. The purpose of moral intelligence is that it preserves one's identity, and supports not only individual identity but also group identity and social identity. Moral intelligence gives a purpose to a person's life and strengthens appropriate behavior. This research can lead to a better understanding of the concept, dimensions, and other factors related to organizational commitment. At the same time, the framework used and the findings of this research can be used to solve many problems and dilemmas that in today's competitive and turbulent era can only be solved with organizational commitment as competitive advantages in modern organizations (Qansuri, 2013). Paying attention to the importance and necessity of moral intelligence and spiritual leadership, the researcher intends to investigate the relationship between spiritual leadership and moral intelligence with organizational commitment among the employees of Islamic Azad University of Maroodasht branch.

1-2-Statement of the problem

Organizational commitment is an attitude and a mental state that shows the desire, need and obligation to continue working in an organization, also organizational commitment is related to many employee behaviors. Collerson believes that in recent years, the commitment of employees is considered the success force of an organization. Therefore, the attitudes of employees in the field of work and organization seem necessary for managers. And in the meantime, organizational commitment has attracted a lot of attention, which has been the focus of researchers' attention and has been the subject of many meta-analyses (Homan 1381). At this point in time, the advantage that organizations have to surpass each other is not only in the use of new technology, but in raising self-confidence and the level of commitment and dependence of employees to organizational goals, which effective communication is the key. According to Steers [6] (1977), organizational commitment is a variable that can be considered both as an independent variable and as a dependent variable at the same time. In fact, organizational commitment is influenced by variables as it affects variables. Leadership is a title with universal application, and despite the abundance of writings about leadership, researchers still invite people to make a serious effort to understand it. Spiritual leadership is a developed motivational model that combines vision, hope, faith and love for altruism and shared vision in the workplace and spiritual survival. The meaning of spiritual leadership is to create and realize a vision and the sameness of values ??beyond strategic leadership. Spiritual leadership by providing platforms and ideologies leads to the creation of conditions that other positive organizational characteristics such as learning organization, entrepreneurial organization, knowledge organization and so on. Spiritual leadership includes the values, attitudes and behaviors needed to create internal motivation in oneself and others in a way that awakens spirituality through the meaning and purpose of membership in followers. Spirituality in the work environment and spiritual leadership can be considered as a partial and preliminary part of the organizational development process. In fact, recent research has shown that before establishing the validity of the theory of spiritual leadership, it should be widely used as a career/organizational development model in creating systemic changes and transformations. (Fray [7], 2005).  In fact, supporters of spirituality in the workplace say that all people who enter the organization have unique characteristics and spirits, but they are all in search of spiritual excellence and solidarity in the workplace. Meanwhile, the role of spiritual leaders is to motivate employees by using a spiritual perspective and creating cultural contexts based on human values ??in order to train active, highly productive, committed and motivated employees. Followers feel meaning and purpose in life.