Dissertation for the degree of Master of Business Administration
Abstract
The present study was conducted with the aim of investigating the impact of organizational culture on the organizational commitment of employees. In the present study, the statistical population of the employees and managers of the Insurance Research Institute was selected, and their number was 110. To determine the sample size estimated by Cochran's formula, it is equal to 103 people with an error of 2.5%. In terms of the method of data collection, this research is a non-experimental type of research and is clearly "survey" and the researcher has used a questionnaire to collect data related to the research questions. In the data analysis, the normality of the distribution of the variables was done by using the Kolomogorov-Smirnov (K-S) test, and then by using the stepwise regression multiple regression to check the effect of the independent variables on the dependent and to check the research hypotheses, and the Pearson correlation test was used. To investigate the characteristics of organizational culture, the model of Cheong et al. (2011) was used, according to which organizational culture is divided into 7 factors (targeting, coordination and integration, emphasis on performance, employee participation, innovation orientation, reward and encouragement, and teamwork). Based on the obtained results, organizational culture has a positive and significant effect on organizational commitment. Keywords: organizational culture, organizational commitment, goal setting, coordination and integration, emphasis on performance, employee participation, innovation orientation, reward and encouragement, and teamwork. Introduction: Today, in organizations, human resources are viewed as the most important resources of the organization, and managers have well understood that the most important factor in gaining a competitive advantage is the organization's human resources. are, therefore, today, paying attention to the category of commitment and loyalty of human resources to the organization and performing as best as possible the roles assigned to them and even extra-role tasks by human resources is one of the serious concerns of the managers of organizations.
Organizational commitment is an attitude. It is a mental state that shows a kind of desire, need and obligation to continue working in an organization. Desire means the person's heart's desire to continue serving in the organization, need means that the person is forced to continue serving in the organization due to the investments he has made in the organization, and the obligation is the religion, responsibility, and duty that the person has towards the organization and sees himself bound to stay in it. From another point of view, organizational commitment is a kind of feeling of dependence and belonging to the organization.
Therefore, organizational commitment is "an attitude about the loyalty of employees to the organization, and it is a continuous process through which the members of the organization show their interest show to the organization and its continuous success and efficiency (Majidi, Abdullah. 2017).
Attention to this important resource helps the organization to achieve its goals. Therefore, it is the duty of managers, officials and specialists to try to maintain and develop employees and commit them to the organization. Manpower committed to the goals and values ??of the organization is the main indicator of the superiority of an organization over other organizations. Therefore, this important indicator increases the effectiveness and efficiency of the organization and will ultimately lead to the progress of the society. Committed human resources see themselves as belonging to the organization, understand the goals of the organization in the direction of their goals and strive to achieve them, become dependent on the organization and identify themselves with it. In this regard, any factor that increases the commitment and belonging of employees to the organization is important and worthy of attention. One of these factors is organizational culture. Because the cultural norms and values ??accepted by the employees shape their commitment to the organization.
Organizational culture is the way of life of an organization and considering that the main source of any organization is its human resources, the performance of people in the organization is affected by the culture of the organization. On the other hand, no organization can succeed unless the members and employees of the organization have some kind of commitment towards it and strive to achieve its goals. Therefore, organizational commitment is a kind of attitudinal-behavioral relationship to the goals and missions of the organization. Organizational commitment is considered as an expression of attitude and comes from the individual's value system.The effect of organizational culture on organizational commitment is a topic that has received a lot of attention in the last few decades, and this claim has been raised in the background of relevant discussions that the distinguishing feature of successful and unsuccessful organizations is their culture, in other words, the significant success of successful organizations lies in powerful intangible factors in their organizational culture, the values ??and beliefs of employees; Despite such a claim, few researches have examined this issue with the necessary accuracy and quantitatively. Therefore, it deserves further research. (Mir Sepasi and Zahedi, 2011).
So it is necessary for organizations to pay more attention to the organizational culture and to increase the commitment of employees and faith in the interests and demands of the organization, which are a reflection of the needs of the society, and to take measures to remove the alienation of employees from the organization and to arouse their enthusiasm and commitment towards the organization. The main reasons for organizational commitment are that organizations with members with high levels of organizational commitment usually have higher performance and less absenteeism, delay, and displacement. In this research, an attempt has been made to evaluate the relationship of some characteristics of organizational culture on the organizational commitment of the employees of the Institute of Insurance in order to provide a basis for discovering the necessary solutions to increase the organizational commitment of employees according to the culture that governs the organization. 1-1 Statement Problem
Increasing environmental complexities have made the importance and role of management in the success and failure of organizations undeniable. One of the topics that has been paid attention to in management knowledge in recent years is the category of organizational culture[1]. Paying attention to culture as the starting point of change is to base development on the identity and moral and spiritual values ??of nations. Organizational culture defines the way things are done in the organization for employees. Culture is the same perception of the organization, whose existence is observed in all the members of the organization, and it represents the usual and constant characteristics that distinguish an organization from other organizations. In other words, organizational culture defines the social identity[2] of every organization.
Allen and Meyer[3] (1991) believe that commitment is a psychological state that is a kind of desire, need and obligation to continue working in an organization. These scientists have divided commitment into the three dimensions of emotional commitment (expressing the emotional connection and determination of the employee's identity with the organization's values ??and goals), and continuous or rational commitment (expressing the costs of leaving the organization) and normative commitment (expressing the sense of duty and religion and the obligation to remain in the organization).
Organizational commitment is a type of emotional dependence on the organization. A person who is highly committed takes his identity from the organization, gets involved with it, participates in it, and enjoys being a member of it (Rood Pushti Guide, 2017).
Decreasing organizational commitment in today's organizations that are located in a dynamic environment is considered another problem of the organization. Among the factors influencing commitment, culture plays an important role in determining the commitment of employees. When employees are not satisfied in their workplace, they will be less committed and will look for opportunities to leave that job. If there are no such opportunities, they try to mentally or physically distance themselves from that place. Therefore, organizational commitment is an important attitude in evaluating the intention (intention) of employees to leave work and the level of overall participation of employees in the organization (Kanchana & Panchanatham, 2011).
A strong and innovative culture when faced with a dynamic environment becomes compatible with it and therefore must be able to guide the forces within the organization in the direction of accompanying the goals, therefore we should expect that a strong culture will increase the commitment of employees and reduce the possibility that they will resist organizational changes. And a weak culture will do the opposite.
Since its establishment, the Insurance Research Institute has reached an acceptable state in terms of resource growth and increasing scientific and research capacity, but it seems that, like many organizations, it is facing challenges in the optimal use of its human resources. Therefore, taking into account that one of the factors affecting the commitment of human resources can be the culture of the organization, this research seeks to investigate the impact of organizational culture on the organizational commitment of human resources in the insurance research institute affiliated to the central insurance of J.A.
According to the mentioned contents, it is tried in this research to help improve the organizational culture and also the organizational commitment of this organization by examining the impact of organizational culture on the organizational commitment of employees and providing suggested solutions.