Examining the relationship between trust and organizational commitment and willingness to leave the job in brokerage companies active in the capital market of Iran

Dissertation for Master Degree (M.A)

Trend: International Business

Dissertation abstract (including summary, objectives, implementation methods and results obtained):

With the increase in global competition, organizations have become more competitive, and more reliance on employee knowledge for innovation, motivation and commitment has become important. Having the ability to predict employees' willingness to leave their jobs gives company managers the opportunity to reduce employee turnover and preserve institutional knowledge. In this study, a balanced structural model is presented to investigate the level of organizational commitment and trust among the employees of brokerage companies active in the Iranian capital market. Questionnaires were distributed among the employees of brokerages and 368 completed questionnaires were used for analysis purposes. This sample size was determined using spss 16 software, Cronbach's alpha coefficient was calculated according to Krejci and Morgan's table [1] (1970) and confirmatory factor analysis [2] and Smart PLS version 3 software were used to test the hypotheses. The results of the research show that there is a significant relationship between organizational trust and organizational commitment and the desire to leave the job in brokerage companies. Considering the effect of increasing organizational trust and organizational commitment on reducing the tendency to leave the job, the result of this research can be useful for capital market managers in strategic planning to maintain the company's key talents by focusing on organizational commitment and trust. Key words: organizational trust, organizational commitment, willingness to leave the job, service compensation, confirmatory factor analysis [1] Krejcie & Morgan

[2] Confirmatory factor analysis (CFA)

Chapter 1

Research Overview

Introduction

Attention to the issue of trust and organizational commitment is important for two reasons. First, increasing trust and creating and strengthening employee commitment has important and significant effects in organizations, the most important of which is to synchronize employees with organizational goals and increase productivity and improve performance. Absence, lateness, lack of work and most importantly leaving the organization. And considering that the policies and practices of human resource management play a decisive role in creating and strengthening the organizational commitment of employees in the brokerage companies of the Tehran Stock Exchange, it seems that the investigation of this issue will create tools to increase the efficiency of these companies. Statement of the research problem One of the important attitudes of people towards work that can affect their behavior in the organization and is important for managers of organizations is trust and organizational commitment. Organizational commitment is the state in which a person considers the organization in which he works as his representative (Gorji, 2016, p. 42) and organizational trust is defined as the positive expectations that people have, based on organizational roles, relationships, experiences, and mutual dependence on the intentions and behaviors of various members of the organization (Danai Fard et al., 2018, p. 63). Also, Mishra (1996) defined organizational trust in The title defines the tendency of one party to be vulnerable to the other party based on the expectation or belief that the other party is reliable, open and reliable.

Research indicates the relationship between organizational commitment and trust of employees with factors such as organizational attachment, motivation, satisfaction, job performance, social behavior of employees in the organization, absenteeism, job stress, effectiveness and productivity of the organization and employee turnover. Employee turnover and leaving the organization is one of the most important issues and problems faced by organizations, especially If these employees are among the specialized and experienced employees, they are a great capital for the organization. (Sajadi et al., 2018, p. 33) After the approval of the Securities Market Law in 2014 and the Development of Institutions and Financial Instruments Law in 2018, it became possible to develop more activities in the brokerage companies, and these companies needed human resources with expertise and high organizational commitment to develop their activities, but most of the stock exchange brokerage companies in Iran operate in a small size, and there is no job classification and human resource management in these companies.(Sajadi et al., 2018, p. 33) After the approval of the Securities Market Law in 2014 and the Development of Institutions and Financial Instruments Law in 2018, it became possible to develop more activities in the business companies, and these companies needed human resources with expertise and high organizational commitment to develop their activities, but most of the stock exchange brokerage companies in Iran operate in a small size, and there is no job classification and human resource management in these companies. And it is possible that the organizational commitment and trust in the specialized employees of the brokerage companies have not been paid attention to and ultimately resulted in an increase in the motivation of these specialized forces to leave these companies and to empty the brokerage industry of elite and highly specialized forces. Therefore, in this research, the researcher intends to examine the relationship between organizational trust and commitment and the motivation to leave the job in the brokerage companies of the Tehran Stock Exchange, so that the managers of the brokerage companies can reduce the possible departure of the specialized forces in the companies under their management. That this research in the field of organizational commitment and trust in order to provide a basis for the decisions of managers of brokerage companies of Tehran Stock Exchange in the field of planning and maintaining human resources and reducing the costs caused by leaving the service of employees is of particular importance. In this regard, the research will seek to answer this basic question: Is there a relationship between organizational trust and commitment (as an independent variable) and motivation to quit (as a dependent variable) in Tehran Stock Exchange brokerage companies?

In the past decade, organizational studies have focused on issues such as trust, job performance, organizational civil behavior, employee commitment, employee turnover, and motivation in such a way that today, the most important source of competitive advantage in organizations are committed, motivated, and conscientious employees) (Mowgli et al., 2018, p. 1) (Therefore, it can be said that human resources are the most important capital of organizations, and the more favorable this capital is, the more likely the success, survival, and promotion of the organization will be. Loyal manpower, compatible with organizational goals and values, and a member who is willing to work beyond the prescribed duties, can be an important factor in the effectiveness of the organization. The greats of management science such as Drucker, Handy and Kanter believe that the success of managers in the new era depends to a large extent on improving the commitment, motivation and good responsibility of employees, which also requires a change in the attitude of managers, a change in the way of management and organizational structures, organizational support and access to resources and information and job opportunities (Salari et al., 1388, p. 8) So, organizational commitment is an attitude about the loyalty of employees to the organization and a continuous process through which the members of the organization show their interest in the organization, its continuous success and efficiency, since for anything, having a goal without commitment is futile. Therefore, not only having a goal but also having a commitment leads to progress and success in order to achieve that goal (Roud Pushti and Mahmoodzadeh Guide, 2017, p. 5) de Groot and Cross (2000) say that maintaining a high level of effective organizational commitment is important for organizational prosperity and survival (Shams Ahmar et al., 2019, p. 152). Research has also shown that employees who are interested and loyal to the organization have higher performance and productivity and tend to stay. There are more of them in the organization, they are less absent, they have a higher motivation, and their agreement and cooperation with the changes of the organization is more. In this way, organizations can realize the organization's desired goals by knowing the level of organizational commitment of their employees and changing the factors affecting it (Madani and Zahedi, 2014, p. 4). A number of studies show that the problem of excessive employee turnover is influenced by organizational commitment and trust. Meyer and Allen (1997) concluded during a research that there is a significant negative relationship between organizational commitment and trust and employee turnover (leaving a job) based on According to Wyatt's surveys, less than 20% of employees have trust and confidence in their leaders. Also, in a study in 2009, Denton showed that things like outsourcing, downsizing, lack of open space for opinions and financial problems of organizations are one of the obstacles to creating a positive atmosphere of trust in organizations, and organizations in which there is a high degree of trust generally have less turnover and departure of employees and their customer satisfaction is higher, and the return of shareholders of companies with a low degree of trust It is about three times less (Denton, 2009). The hidden dimensions of the organizational trust variable include organizational competence, concern for employees, openness and honesty, reliability, and identification (Sinclair, 2013, p. 50). According to the studies of Zalabek et al. (2010), organizational competence and competence as the next level of organizational trust is related to the ability of the organization to face the challenges of the environment. Also, the mentioned study shows that it is related to the concern for the interests of employees and other stakeholders, to the communication and human resources management of the organization.