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  3. Investigating the relationship between organizational socialization and organizational commitment among the employees of the department of industry, mining and trade in Kermanshah province

Investigating the relationship between organizational socialization and organizational commitment among the employees of the department of industry, mining and trade in Kermanshah province

Number of pages: 125 File Format: word File Code: 31220
Year: 2013 University Degree: Master's degree Category: Management
Tags/Keywords: Business management - Commerce - Contemporary management - Domestic trade - Effectiveness of management - Organizational commitment - Organizational socialization
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  • Summary of Investigating the relationship between organizational socialization and organizational commitment among the employees of the department of industry, mining and trade in Kermanshah province

    Dissertation to receive a master's degree in business management - domestic business orientation

    Abstract

    The present study was conducted with the aim of investigating the relationship between organizational socialization and organizational commitment among employees of the Department of Industry, Mining and Trade of Kermanshah province. Using a descriptive correlational research method, 155 employees were selected for the study using a simple random sampling method. To collect research data, two standard questionnaires of organizational socialization based on the Taormina model and organizational commitment based on the Allen and Meyer model were used. To measure the reliability of Cronbach's alpha coefficient, organizational socialization questionnaire ? = 0.87 and organizational commitment ? = 0.82 were obtained. The research data after collection were analyzed based on research hypotheses and using Pearson correlation coefficient analysis and multiple regression analysis. The results indicate that: 1- There is a positive and meaningful relationship between organizational socialization and its components (receiving training, understanding, support of employees, vision of the future of the organization) and organizational commitment. 2- The dimensions of receiving education and understanding can positively and meaningfully predict the dimensions of organizational socialization.

    Key words: organizational socialization, organizational commitment, employees, Department of Industry, Mining and Trade, Kermanshah

    Chapter First

    Generalities of the research

    Introduction

    In today's world, the ability, economic strength and prosperity of any country depends on the optimal use of its facilities, industries and human resources. In this regard, the more competent and efficient the workforce is, the more progress and success that country will have in various economic and social fields. The results of many researches about the role and importance of human resources in the development of organizations and sometimes the growth of human societies focus on the point that no society is developed unless it has developed its human resources. Today, human resource researchers have realized that qualified and skilled human resources are a valuable factor and an endless capital for the growth and development of organizations and countries, and are the biggest capital of a country and the main factor of its progress. If in the past work, capital and land were considered the main factors of production, today technological changes, human power and increased productivity are considered as factors of growth and development (Mirkamali, 2013). Human is the most important capital of the organization. If we remove the human factor from the organization, what remains is the factors and facilities such as buildings, machines, equipment, tools, materials, etc., by themselves, will not be usable and will have no value. Human is the biggest and most valuable asset of the organization. which is never reflected in the balance sheet and profit and loss statements of companies. While the profitability of the organization depends on people and people are the backbone of the success of an organization (Abtahi and Montazeri, 2017). Meanwhile, in the new economy, the way, structure and management of organizations have changed and reformed the relations of the organization's employees, how their professional development, career stimulation has been proposed as an indicator in organizations (Wong et al., 2010). Nininger and his colleagues (2010) state that keeping qualified employees in the organization is a priority and a challenge for contemporary management, and organizational commitment can be a suitable solution to overcome this challenge. Loyal and compatible human resources with the organization's goals and values, who are willing to work beyond the duties stipulated in their job description, is considered an important factor in the organization's effectiveness. The presence of such a workforce in the organization not only increases the level of performance and decreases the rate of absenteeism, delay, and desertion, but also makes the organization's image and credibility appear favorable in the community and provides the basis for its growth and development. Instead, the human force with a low sense of loyalty, belonging and commitment, not only does not move towards the goals of the organization, but by creating a culture of indifference to the issues and problems of the organization, it weakens the spirit of cooperation and cooperation among other colleagues and ultimately delays or prevents the success of the organization (Qalavandi and Sultanzadeh, 2013). In this chapter, firstly, the description and explanation of the research problem and then the importance and necessity of the research, research objectives, research hypotheses, research method, theoretical and operational definitions of words and a look at the next chapters have been discussed.

    1-1 statement of the research problem

    Human resource management as a sub-branch of the field of management received serious attention from the 1980s onwards and was given the title of human capital, so that in the advanced industrial world, among the three wealth-generating factors including: natural resources, physical resources and human resources, human resources have received the most attention, utilization and profitability (Farohi Bozjani and colleagues, 1387). Today's organizations are characterized by dynamism, complexity, ambiguity and aversion to tradition, and they are constantly influenced by their surroundings, and they accept change as an inevitable necessity. It will be difficult to predict changes with a relatively reasonable time. With the understanding that change has become an integral part and the essence of organizations of the third millennium, the ability to adapt and adapt to recent developments in various economic, social and educational fields increases. In order to overcome the uncertain, complex and dynamic conditions, the only way facing the managers is, therefore, having capable and efficient human resources, which are considered the foundation of the national wealth and the vital assets of the organization, will bring many benefits to organizations. One of the concepts raised in management studies in recent years in relation to human resource management is organizational socialization [1], organizational socialization is an efficient and effective key in integrating new employees in the organization and aligning experienced employees with the changes that occur in the organization (Antonakoulou and Gotel [2], 2010). And it plays a very important role in building people's values ??and attitudes as well as their social biases about many social issues (Mohved and Abbasi, 2015). Adjusting to a new job can be a daunting proposition. Newcomers in the organization need to learn how to perform tasks and also achieve normal and acceptable behavior from colleagues. In fact, newcomers must learn how to understand the new environment and adapt to it (Shaemi Barzeki and Asghari, 2019). Socialization includes change, new skills, knowledge, abilities, attitudes, values ??and relationships and correct understanding and work frameworks. Through this process, the person learns knowledge and social skills, the culture and gets to know the ways of acting and learns what is expected in the organization, as a result, the uncertainty and anxiety of the person at the beginning of entering the organization is reduced. On the one hand, it is a learning process through which people learn values, norms, informal networks, and organizational skills. And on the other hand, it is a management process through which the organization requires employees to obey and follow the expected values, laws and behaviors. Organizational socialization refers to the content through which the individual adapts to their specific role in the organization (Soltanzadeh and Qalavandi, 2013). Taormina [3] (1997) places organizational socialization in four generalized and large constructs: receiving training, understanding, support of employees and vision of the future of the organization, which are explained below: They include the improvement of employee compatibility in organizations that are designed and implemented.

    Understanding [5]: This dimension includes the understanding of one's own and the organization's roles, which is very important because it reduces the errors and mistakes of employees within the organization, which ultimately leads to higher employee satisfaction and self-efficacy.

    Employee support [6]: This dimension deals with employee evaluation of the cooperation and support of organization members. This dimension includes positive and supportive collaborative interactions within the organization.

    Vision of the future of the organization[7]: This dimension includes employees' perceptions of their job prospects and their acceptance in the organization they work for (Nadi et al., 2018; Taormina, 2007).

    On the other hand, organizations need committed employees for their management. The employees' lack of feeling of belonging to the organization and insufficient accuracy to perform their duties are one of the big problems of executive bodies. Absenteeism, lateness, lack of active involvement of the workforce and low level of human performance are among the most obvious examples of this problem. To solve this problem, improving commitment is one of the best ways.

  • Contents & References of Investigating the relationship between organizational socialization and organizational commitment among the employees of the department of industry, mining and trade in Kermanshah province

    List:

    Abstract..

    Chapter One: Generalities of the research

    Introduction .. 3

    1-1 statement of the research problem. 4

    1-2 Importance and necessity of research. 8

    1-3 research objectives. 9

    1-3-1 The main objectives of the research. 9

    1-3-2- Sub-goals of the research. 9

    1-4 research assumptions. 10

    1-5 definitions of terms and variables. 10

    1-5-1 conceptual or theoretical definitions of variables. 10

    1-5-2 Practical definitions of variables. 11

    Chapter Two: Theoretical Foundations and Research Background

    Introduction .. 14

    2-1- Part One: Organizational Socialization. 14

    2-1-1 The concept of organizational socialization. 14

    2-1-2 The importance and necessity of organizational socialization. 17

    2-1-3 dimensions of organizational socialization. 18

    2-1-4 Objectives of organizational socialization. 20

    2-1-5 functions of organizational socialization. 20

    2-1-6 Content of organizational socialization. 21

    2-1-7 stages of organizational socialization. 21

    2-1-8 organizational socialization tactics. 22

    2-2 Part Two: Organizational commitment. 26

    2-2-1 The concept of organizational commitment. 26

    2-2-2 three-part model of organizational commitment. 28

    2-2-3 The importance of organizational commitment. 29

    2-2-4 types of organizational commitment. 29

    2-2-5 The need to pay attention to organizational commitment. 31

    2-2-6 Perspectives on organizational commitment centers. 32

    2-2-7 Organizational commitment, one-dimensional or multi-dimensional concept? 33

    2-2-8 Multidimensional patterns. 33

    2-2-9- Organizational commitment as a dependent variable. 37

    2-2-10 Two new perspectives on organizational commitment. 43

    2-2-11- Is organizational commitment really important? 45

    2-2-12- Factors affecting organizational commitment. 45

    2-2-13- Conditions for establishing organizational commitment. 48

    2-2-14- Preconditions of organizational commitment. 49

    2-2-15- Results and consequences of organizational commitment. 50

    2-2-16- Organizational commitment process. 52

    2-2-17- Behavioral and attitudinal consequences of commitment. 53

    2-3 The third part: the relationship between organizational socialization and organizational commitment. 53

    2-4- The fourth part: Research related to the research topic. 54

    2-4-1- Similar research in the field of organizational socialization. 54

    2-4-1-1- Research conducted abroad. 54

    2-4-1-2- The research done inside the country. 59

    2-4-2 similar research in the field of organizational commitment. 61

    2-4-2-1- Research conducted abroad. 61

    2-4-2-2 The research done inside the country. 65

    2-5- Summary of the second chapter. 75

    Chapter Three: Research Method

    Introduction.. 77

    3-1 Research Method. 77

    3-2 Statistical population. 77

    3-3 Estimating the sample size. 78

    3-4 sampling methods. 79

    3-5 measuring tools. 79

    3-6 Determining the reliability and validity of the measurement tool. 80

    3-6-1 Reliability estimation of the questionnaire. 80

    3-6-2 Estimating the reliability of questionnaires. 82

    3-7 information collection methods. 82

    3-8 statistical analysis methods. 83

    Chapter Four: Analysis of Research Findings

    Introduction .. 85

    4-1 Description of the demographic characteristics of the statistical sample. 86

    4-2- Kalmogorov Smirnoff test. 89

    4-3 Examining research hypotheses. 90

     

     

     

     

     

     

    Chapter five: summary, discussion and conclusion

    Introduction .. 94

    5-1 Summary of the topic and methods. 94

    5-2 Research limitations. 99

    3-5 practical suggestions. 99

    5-3-2 Suggestions for future research. 100

    List of sources

    Persian sources.. 102

    Foreign sources.. 108

    Appendices

    Appendices.. 113

    Source:

    Persian sources

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    Ansari, M; Bagheri Koljahi, A. and Salehi, M. (1389). "Organizational commitment from the point of view of theorists and the strategic role of human resource management in its improvement". Bimonthly Journal of Police Human Development, 7th year, No. 31, pp. 72-35.

    Bagherzadeh, M. and Pravehi, M. (2007) "Investigating the relationship between productivity and quality of work life using the MCP/MPT technique", Management Science Quarterly, Islamic Azad University Faculty of Management, Economics and Accounting, Tabriz Branch, first year, number 4, pp. 65-83. Bagheri, Moslem; Tolai, Ruholah, (2009), "Investigation of the impact of organizational commitment on the performance of organizations", Do Manama Police Development, Year 7, Number 30, pp. 73-96.

    Barati, H. Arizi Samani, H.R. , (2008), "The relationship between commitment and work centrality according to the variables that moderate psychological health and adaptation to retirement and the effect of preparing employees for retirement in improving their commitment and psychological health", Iran Work Quarterly, Volume 6, Number 4, pp. 35-43.

    Bahari Far, A. and Javaheri Kamel, M. (2009), "Investigating the consequences of organizational moral values ??by studying organizational justice, organizational commitment and organizational citizenship behavior", Police Human Development Bimonthly, 7th year, No. 28, pp. 118-95.

    Behrvan, H. and Saidi, R. (2008), "Effective factors on the level of organizational commitment of gas company employees, a case study: Central Administration of Khorasan Razavi Province, Mashhad city", Journal of Social Sciences, Faculty of Literature and Humanities, Ferdowsi University of Mashhad, pp. 181-199. Abedi, M. and Salehnia, M. (1388). "Investigating the effect of organizational citizenship behavior training on increasing organizational commitment". Management Perspective, No. 33, pp. 124-105. Jabarzadeh Gangerloi, S. and Baizidi, A. (1389), "Examination of the relationship between social responsibility and organizational commitment with conservatism in the financial reporting of companies admitted to the Tehran Stock Exchange", Stock Exchange Quarterly, No. 9, 3rd year, pp. 77-96.

    Hafez Nia, M.R. (1384). "Introduction to Research Methodology in Humanities", Tehran: Samt Publications.

    Hosseini, M; Amirtash, A. and Mozafari, A. (1384). "Description and comparison of different leadership styles with organizational commitment and its dimensions from the point of view of academic staff members of the country's universities". Movement Sciences and Sports Journal, Volume 1, Number 6, pp. 94-83. Hosseini, M.; Naderian, M.; Homai, R. and Mousavi, Z. (1388). "The relationship between the quality of work life and the organizational commitment of the employees of the General Department of Physical Education of Isfahan province". Sports Management, No. 2, pp. 181-167. Hosseini, M. and Mehdizadeh Ashrafi, A. (2009) "Identification of factors affecting organizational commitment". (Researcher), Management Quarterly, Year 7, Number 18.

    Al-Hosseini, S.H. (2008), "Organizational Growth". Tehran: Baharieh Publications.

    Khosrovizadeh, A. ; Khalji, H. and Khajovi, D. (1387). "The relationship between organizational commitment and the performance of physical education managers in central province organizations". Harak Magazine, No. 37, pp. 5-17.

    Khenifar, H; Jandaghi, G; Shariati, F and Zarondi, N. (1388). "Investigation of the communication role of effective listening and organizational commitment". Human resource management research quarterly of Imam Hossein University (AS), first year, number 3, pp. 147-170.

    Khonifar, H. Moghimi, M.; Jandaghi, Gha and Zarandi, N (1388). "Investigation of the relationship between the components of trust and organizational commitment of employees (in Jihad agriculture and education organizations of Qom province)". Journal of State Administration, Volume 1, Number 2, pp. 18-3.

    Delavar, A. (2004), "Research Methodology in Psychology and Educational Sciences", twenty-seventh edition, Tehran Nash Ravan.

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    Rezaian, A.  and Zalughar, A.A. (2007) "Investigation of the relationship between emotional intelligence and organizational commitment", Management Message, 7th year, number 27, pp. 27-39

    Raisi, Z. (1389), "

    Raisi, Z.; Salimian, F.; Najari, R. and Amirkhani, A.H. (1390), "The relationship between organizational socialization and organizational commitment in the nurses of Shariati Hospital in Isfahan", Health Information Management, Volume 8, Special Journal of Health Care Management, pp. 104-111.

    Zare Metin, H. (1390).

Investigating the relationship between organizational socialization and organizational commitment among the employees of the department of industry, mining and trade in Kermanshah province
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