Investigating the effect of job satisfaction on the commitment of employees of the Ministry of Industry, Mining and Trade of Tehran Province

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

Strategy: "Strategic"

Abstract:

One of the most important and key issues that has caught the attention and the foundation of the organizational society in this period of time is the organizational commitment of the employees of an organization. This issue can have many factors and roots in wide and numerous dimensions, and based on this thinking and attitude in the above research, by studying and researching about job satisfaction, we achieve and identify its different effects on the commitment of employees of the Ministry of Industry, Mines and Trade. In this research, we have used Allen and Meier's commitment model and Smith's job satisfaction model because these two models have been used as outstanding, practical and scientific models.

This research is considered a descriptive survey and the number of samples in this research in the field of employees has been extracted and estimated according to the Cochran formula of 361 people. Considering the hypotheses of the research, which are of the type of effective measurement, two standard questionnaires were used to collect data in the inferential part, the validity of which was confirmed by the opinion of the elite and the reliability of which was confirmed by obtaining Cronbach's alpha of 0.91, and it was used. In addition, considering that the data is non-parametric and we have used Friedman's test for the purpose of data analysis, the results extracted from the above research emphasize the existence of a strong effect of job satisfaction on the commitment of the organization's employees. And it seems that the managers of all levels of this ministry can have sufficient and accurate knowledge of the individual differences among their employees, they can know them better and more accurately and completely. And as a result, by taking actions that best match the heart desires of the employees and increase their desire and motivation, satisfaction and commitment in the direction of development and moving intelligently towards the goals of the organization. Key words: organizational commitment, job satisfaction, continuous commitment, task commitment, emotional commitment. There is an increasing trend towards the specialization of work. This has led to actions by educated people and thinkers of different societies, in order to make the modern man proud of the problems he faces. It is possible to solve these problems in any society through the creation of dynamic, strong and growing organizations, so that it can take effective steps while separating social functions towards specific goals in order to respond to social needs, and wherever there is talk of organizations and working groups in formal and informal formats to fulfill social needs, management and leadership are at the center of its activities, because unless there are expert human resources and competent and efficient managers, material, human and financial resources will not be properly used. (Qaraei Moghadam, 1385, 11). Among these resources, human power is the most important factor that is very effective in the survival of organizations and is always considered by the managers and managers of organizations. The study and review of the history of industrial development and transformation shows that skilled, committed and highly satisfied manpower has had an undeniable impact on the transformation process of traditional to industrial society, in such a way that manpower has been considered the most important and main factor in the development of societies and organizations. (Rezaian, 1381, 25)

Since human power, in addition to its prominent role as the main body of today's organizations, is also considered as the most important source of sustainable competitive advantage, the need to pay attention to its related issues is one of the key and important organizational categories. Surely committed employees can determine the future success of the organization. These forces, relying on the commitment of the heart towards the movement towards the strategic goals of the organization, pave the path of growth and improvement of the organization. Nowadays, many researchers are looking for factors influencing the phenomenon of organizational commitment, but this research is in search of how the different dimensions of employee job satisfaction affect the phenomenon of organizations in the present era. 1-2-Statement of the problem Since human resources are the most valuable factor of production and the most important capital and the main source of competitive advantage and creator of the basic capabilities of any organization, one of the most effective ways to achieve competitive advantage in current conditions is to increase the level of satisfaction. and the commitment of the employees of organizations (Taghipour, 1387, 12).

In today's organizational world, where phenomena such as fierce competition, unstable atmosphere and many risks have overshadowed the long-term life of organizations, the need to pay attention to important issues that affect the organization is completely obvious for all managers (Ahmadi, 2019, 22). The Ministry of Industry, Mines and Trade, considering the important and key role it plays in the body of the government of the Islamic Republic of Iran, is ready to solve the problems scientifically and scientifically. The organizational entity must strive to be able to move towards the lofty goals of the organization and the 20-year vision document regardless of the problems. One of the most important issues of this organization today is the lack of work commitment of its employees. Despite the many efforts that have been made to discover the root causes and solve this problem, the low level of productivity of the personnel of this organization shows the inefficiency of the solutions used. By rooting out the causes of this problem, the low level of job satisfaction of the employees of this organization is revealed.

Evidences such as the use of consecutive sick leaves, the use of administrative property for personal use, the expression of disinterest in the organization and related occupations in conversations between personnel, all indicate the lack of attachment and disinterest of the employees of this organization to move in the direction of the strategies of this ministry. It should be noted that organizational commitment represents the tendency and state of loyalty of employees to the organization, which leads to a strong desire to perform effective service in line with the goal of the organization and the survival of its members. Deficiency in some variables can be introduced as the reason for decreasing this tendency and loyalty towards the organization. In fact, it can be said that many factors have reduced the commitment of the personnel of this organization; Among the factors, the roots of job dissatisfaction can be clearly seen. It seems that since the personnel of this ministry do not have sufficient satisfaction with their respective jobs, they have lost their commitment to the organization to some extent, since the truth or falsity of this claim requires the use of positivist scientific methods, this research is in search of the effects of employee satisfaction on their commitment, for this reason, the basic question in front of this research is how the job satisfaction of personnel affects their commitment.

1-3- The importance and necessity of research

Considering that people have different needs, expectations, motivations, expectations, attitudes, and goals, and organizations satisfy certain needs, expectations, and expectations according to their goals, tasks, and current activities, therefore, the greater the compatibility of the above factors with people's jobs, the more job satisfaction and loyalty to the organization will follow (Irannejad Parisi, 2012, 6).

Every organization has In order to survive and achieve success, it must have a series of logical principles that will be the basis of all its policies and actions. But more important than that is loyalty and sincere commitment to principles. Because the committed human force considers itself to belong to its organization and will not hesitate to make any efforts to achieve them, it becomes dependent on its organization and in this way the organization becomes closer to its mission and philosophy.

Committed people are a source of energy and power that go towards their goal with strength and do not rely on existing laws and structures and do not limit themselves within its framework. If they see a law or a structure in front of their goal, they try to change it and remove existing obstacles.

A group of committed people can create a force that makes every impossible possible. Therefore, the organization needs employees who work and work beyond the description of their assigned and normal duties, employees who are willing and able to perform their duties more than the usual amount to achieve organizational goals. Therefore, commitment and adherence are two closely related attitudes that affect important behaviors such as turnover and absenteeism and specific attitudes such as job satisfaction.

Employees who have commitment and adherence are more disciplined in their work, stay and work longer in the organization, and are more efficient. In addition to this, organizational commitment reduces the need for huge costs to create precise and complex monitoring and control systems and can reduce the replacement of forces, complaints and protests, psychological pressure, theft and robbery and increase adherence to the organization.