Examining the relationship between social responsibility and organizational commitment among the employees of Agricultural Bank

Dissertation for receiving the master's degree in social sciences (M.A)

Researcher orientation

Abstract

The main purpose of this research was to investigate the relationship between social responsibility and organizational commitment in the employees of the Agricultural Bank of Ardabil province. The statistical population of this research consists of all the employees of the Agricultural Bank of Ardabil province who were working in the management and branches of the Agricultural Bank in 2013. For this purpose, 125 people were selected by stratified random sampling and answered the necessary questionnaires. The research results showed that there is a significant relationship between social responsibility and organizational commitment at the 0.001 level; Also, a statistically significant relationship was obtained between the components of social responsibility with organizational commitment and the components of organizational commitment with the scale of social responsibility, as well as between the components in two variables. A significant relationship was obtained between job satisfaction variables and gender. A significant relationship was found between organizational commitment and demographic variables such as gender, education, marital status, age, history and employment status of employees, as well as between gender, education, employment status and age of employees with social responsibility; However, no statistical relationship was observed between marital status and work experience with social responsibility of employees.

Keywords: sociological, social responsibility, organizational commitment, employees of Agricultural Bank.

Statement of the problem

In order to achieve their goals, economic units need a mechanism that can create a balance between the interests of the company and the stakeholders. As a result, the concept of social responsibility of the company is raised. During the last two decades, the social responsibility of the company has been significantly noticed by economic units. The social responsibility of the company on important issues such as ethics, environment, security, education, human rights and so on. . . Emphasizes Although the implementation of corporate social responsibility has initial costs for the company, but ultimately due to improving the company's reputation, reducing costs in the long term and increasing demand, it will increase sales and profits and lead to the improvement of the company's performance in the long term.

In summarizing the definitions of social responsibility, it can be said that social responsibility is: a set of values, beliefs and shared human and environmental knowledge among employees in performing activities aimed at production or creating added value to Another meaning is that what values ??and attitudes have been internalized and accepted by the organization in the existence of employees, social responsibility connects these components together; and organizes activities around a specific framework to support business, strengthen dialogue, with the main stakeholders, and in return for its performance in front of the community in such a way that both the interests of the internal groups of the company and the interests of the external groups of the company are provided; and finally to improve the society. In the end, the meaning of social responsibility is that because organizations have a major impact on the social system, the way they operate must be such that there is no harm to the society, and in case of harm, the relevant organizations are required to compensate it (Irannejad, 2011). The research on the relationship between organizational commitment and social responsibility among employees is quite extraordinary and sensitive. Knowing this is very important in designing the macro strategies of specialists in related matters. The social responsibility of employees helps to reduce the complexity of social relations by regulating the executive relations of each system and makes the behavior of others predictable. This helps to increase social trust and, as a result, to increase the sense of security of the members of the society and reduce their cognitive dissonance (Fenger, 1959) and ultimately causes the behavioral stability of the members of the society. Therefore, the social responsibility of employees becomes a factor to satisfy the needs of society members and as a result of solidarity and social cohesion (Durkheim, 1938).

One of the hidden but influential factors in the work behavior of employees is their level of commitment to the organization. Paying attention to the commitment of human resources is very important and knowing the status of organizational commitment of employees can help managers in the progress and improvement of employees (Rajabeigi, 2017). Organizational commitment is a kind of attitude, feeling of dependence and belonging to the organization. Organizational commitment is a psychological state that expresses a kind of desire, need and obligation to continue working in an organization. Ellen and Mir's model of organizational commitment, by separating emotional commitment, normative commitment and continuous commitment, has reminded the role of each one in organizational commitment.Organizational commitment is a mental state that expresses a kind of desire, need and obligation to continue working in an organization. Ellen and Mir's organizational commitment model, by distinguishing emotional commitment, normative commitment and continuous commitment, has reminded the role of each in organizational commitment. According to them, emotional commitment is a set of belonging to an organization that arises through the acceptance of organizational values ??and the desire to permanence. Normative commitment is the feeling of religion and the obligation to stay in the organization, and continuous commitment is based on activity in the organization and the unwillingness to leave it due to the costs and losses that the individual receives from leaving the organization (Allen and Mir, 1990). In organizational commitment, a person has a strong sense of loyalty to the organization, and through it, the organization identifies and evaluates itself, so the commitment connects the individual to the organization based on its own nature, and this link reduces the possibility of leaving the job. Leaving one's job is one of the things that are associated with lack of organizational commitment (Zand, 2013).

According to the research carried out in the field of research variables, it seems that there is a relationship between social responsibility and organizational commitment of individuals. Therefore, in the current research, we seek to answer the question whether there is a meaningful relationship between social responsibility and organizational commitment of the employees of Agricultural Bank of Ardabil Province?

12 Importance and Necessity Subject

Social responsibility is known as one of the most important elements of the existential philosophy of organizations, in such a way that giving importance to its compliance by organizations in the framework of social identity theory, not only brings the possibility of improving organizational commitment, but also strengthens the satisfaction of stakeholders outside the organization to legitimize the organization. This article explains the moderating role of this variable in the four dimensions of social responsibility. In this regard, the food industry was selected as the studied community, which was carried out with the participation of 105 members in the form of a statistical sample and the use of a questionnaire to collect data. The processing of the data using the hierarchical regression model indicates that the moderating role of the studied variable on the relationship between the four dimensions of social responsibility (employees, customers, government and social and non-social stakeholders) is confirmed. This finding means that emphasizing the importance of social responsibility and its compliance by organizations can have a positive effect on the performance of organizations in a way that significantly affects the organizational commitment of employees.

Luthans states that in recent research literature, the general attitude of organizational commitment is an important factor for understanding organizational behavior and a good predictor for the desire to remain in the job. Commitment and adherence, like satisfaction, are two closely related attitudes that affect important behaviors such as moving and absenteeism (Iraqi, 2013). Also, commitment and adherence can have many positive consequences. Employees who have commitment and adherence are more disciplined in their work, stay longer in the organization and work more. Managers must maintain the commitment and adherence of employees to the organization, and for this they must be able to increase commitment and adherence by using employees' participation in decision-making and providing an acceptable level of job security for them (Moorhad, translated by Elwani and Mimarzadeh, 2014).

The idea of ??commitment is a main topic in management writings. This idea is one of the basic values ??that the organization relies on and employees are evaluated based on the criteria of commitment. There are often questions about an employee, such as will they work overtime? Will the days off work? Does it come late or leave early? Most managers believe that this commitment is absolutely necessary for the effectiveness of the organization. If a person has the worthiness, competence and commitment to maximize the use of facilities and capital, he deserves to be a manager, and if he does not have the commitment and competence, he should not be given such responsibility.

In order to achieve their goals, economic units need a mechanism that can create a balance between the interests of the company and the stakeholders. As a result, the concept of corporate social responsibility is raised. During the last two decades, the social responsibility of the company has been significantly noticed by economic units. The social responsibility of the company on important issues such as ethics, environment, security, education, human rights and so on. . . It is emphasized. Although the implementation of corporate social responsibility has initial costs for the company, but ultimately due to the improvement of the company's reputation, the reduction of costs in the long term and the increase in demand will increase sales and profits and lead to the improvement of the company's performance in the long term. Social responsibility is a set of duties and obligations that the organization must perform in order to maintain and care for and help the society in which it operates.