The relationship between spiritual intelligence and happiness with organizational citizenship behavior of Euclid sugar factory employees

Dissertation for Master's degree (.M.A)

Treatment: industrial and organizational

Relationship between spiritual intelligence and happiness with organizational citizenship behavior of Euclid sugar factory employees

Abstract

The purpose of this research was to investigate the relationship between spiritual intelligence and happiness with organizational citizenship behavior in Euclid sugar factory employees. The sample of this research consisted of 170 employees who were selected by simple random from among all employees and evaluated using relevant questionnaires. The research design is correlation type and simple correlation coefficient and multiple regression were used to analyze the data. Based on the hypotheses of the research, the results showed that, among the five dimensions of happiness, for predicting the variance of conscientiousness and masculinity, only after self-esteem, for altruism and masculinity, only general happiness, as well as for positive creation, only the honor of citizenship have a significant role, and other dimensions of happiness did not have a significant role in predicting the variance of citizenship behavior. Among the dimensions of happiness, in order to explain the variance of conscientiousness, none; For humility, altruism and masculinity, only after understanding the source of existence, and for the honor of citizenship, only general spiritual intelligence has a significant role. None of the components of spiritual intelligence had a significant role in predicting the variance of "duty science". Also, among the components of spiritual intelligence, in order to predict the variance of other dimensions of citizenship behavior (humility, altruism and masculinity), only the component of understanding the source of existence has played a significant role. Finally, regarding the prediction of the other variance dimension of citizenship behavior, i.e., citizenship honor, only overall spiritual intelligence has played a significant role.

Key words: spiritual intelligence, happiness, organizational citizenship behavior

Introduction

For more than a century, the dominant thinking of management has revolved around this axis and it revolves that all the efforts of the organization should be in the direction of continuous improvement. At the same time as the rise of the customer-oriented movement and the emergence of new angles in management studies, the concept of organizational citizenship behavior has also been considered in studies related to the organization; Based on the fact that employees' attitudes and behaviors can have a positive or negative effect on service quality. In the early schools of management, people were evaluated with behaviors that were expected from the employee in the job description and qualification conditions, but nowadays, behaviors beyond those are considered. These behaviors have been considered with the concepts of pre-social behaviors, trans-role behaviors, contextual performance, spontaneous behaviors, or organizational citizenship behavior. Today, these behaviors are considered an integral part of performance management and have been included in various organizational aspects (Brief [1], 2010). Therefore, the current research is conducted with the aim of investigating the relationship between spiritual intelligence and happiness with organizational citizenship behavior. 1-2-Statement of the problem In the bureaucratic system, all the efforts of managers have been to gain more efficiency by maintaining the pyramidal hierarchy of the organization. For this reason, there are superficial and unreliable relationships between people. But in the humane and democratic value system, correct and reliable relationships are created among people. In such an environment, the organization and its members are given the opportunity to advance as much as possible. Based on this, attention to citizens in the democratic value system is increasing. Now that the importance of citizens is understood as one of the most important resources of the organization, their behavior can be considered very important, and this is why many researchers have analyzed citizenship behavior (Islami and Sayar, 2016).

One of the concepts that has become very important in today's organizational world and has a special role in organizational progress and improvement is the discussion of organizational citizenship behavior. The concept of organizational citizenship behavior[2] was first presented to the world of science by Bateman and Organ[3] (1980; cited by Islami and Sayar, 2016). The initial research that was conducted in the field of organizational citizenship behavior was mostly to identify the responsibilities or behaviors that employees had in the organization, but it was often ignored. Although these behaviors were incompletely measured or sometimes neglected in traditional job performance evaluations, they were effective in improving organizational effectiveness. These actions that happen in the workplace are defined as follows: "a set of voluntary and optional behaviors that are not part of the official duties of the individual, but are nevertheless performed by him and effectively improve the tasks and roles of the organization".. According to this definition, a human being as an organizational citizen is expected to serve the goals of the organization beyond the requirements of his role and beyond the official duties. In other words, the structure of organizational citizenship behavior seeks to identify, manage and evaluate the extra-role behaviors of employees who work in the organization, and as a result of these behaviors, organizational effectiveness is improved (Appelbaum et al. [4], 2004; quoted by Eslami and Sayar, 2016). The results of the research have shown that several factors can play a role in the occurrence of these behaviors. Therefore, in this research, the possible role of two factors, spiritual intelligence[5] (SQ) and happiness[6] is discussed. Today, the importance of using people with special mental and skill characteristics has become much more prominent. The effort of organizations has always been to select and hire successful, intelligent, high-potential and capable people. For this reason, when the concept of intelligence quotient [7] (IQ) was proposed in the early 20th century, it attracted many opinions. But in organizations, some people who had a higher IQ faced problems when establishing social relations with customers or when working in groups, while some people who had a lower IQ not only performed better in such situations, but were also very successful in life and business. The researchers' search for this superiority led to the presentation of emotional intelligence [8] (EQ). Emotional intelligence helps people to be more successful in their social and family relationships and to have the best behavior and reaction in any situation, but there were still ambiguities and uncompleted spaces in the set of human intelligence, behaviors that IQ and emotional intelligence have not been able to respond to. Therefore, today's organizations are looking for people who have skills and abilities beyond IQ and emotional intelligence, who have insatiable curiosity and are always looking for answers to basic questions in their lives. Those who don't worry about changes but look for new opportunities in every change. An attitude that has been raised today, along with intelligence and emotional intelligence, is the topic of spiritual intelligence, which is considered in the case of organizational employees and in the field of management and personal development (Kamkar, 2016). Spiritual intelligence is the intelligence that helps a person achieve the deepest meanings, values, goals, and highest motivations. Spiritual intelligence is actually a person's moral intelligence that gives him the inner ability to distinguish right from wrong. In other words, with its help, goodness, truth, beauty and altruism are used in life (Zohar and Marshall [9], 2000).

What is remarkable in the set of human intelligences is that spiritual intelligence not only completes the image of human intelligence, but also manages a person's intelligence and emotional intelligence and helps him to make the best use of his intelligence and emotional intelligence. Therefore, it seems that in the business world, an organization whose forces have high spiritual intelligence has a positive and constructive atmosphere, and despite the discussions that take place in the exchange of thoughts and desires, there is a high sense of respect between people, and everyone is ready to help others in needed situations. It is obvious that such an organization will go straight to success, a success that will not only benefit the shareholders, but each person in the organization will benefit from it as they play a role in achieving this success (Kamkar, 2016).

On the other hand, it is expected that happiness, which expresses psychological health, can play a significant role in the emergence of organizational citizenship behaviors on the part of employees. Rapid advances in technology and information, despite many benefits, have created gaps for contemporary man. The growing wave of depression, the lowering of the age of suicide, the increase in divorce and delinquency, many other social psychological problems are undeniable facts that show that happiness has disappeared from human societies (Argyle [10], 1987; translation: Gohari Narki et al., 2012) Happiness and vitality as one of the most important psychological needs of human beings, due to the major effects on the formation of human personality and in a word, the whole of human life. Yes, it has always occupied the human mind. One of the most important points in this field is how to achieve happiness, strengthen it, and the factors influencing the achievement of this vital need.