Investigating the relationship between organizational health and managers' commitment (a case study of Mehr housing cooperative companies in Shushtar city)

Public administration

Master thesis

Abstract

Human resource management is one of the management and support processes[1] in all large organizations. It is expected from this process, like other management and support processes, to provide the necessary support for strategic plans and support the queue units. (Abul Alaei and Ghaffari, 2015: 2)

One of the factors of achieving the strategic goals of the organization is the commitment of the employees towards the organization. The commitment of employees to the organization is a producer of intangible assets, in a sense, the commitment of employees can be considered as a goal (not a means). (Abul Ala'i and Ghaffari, 2015: 79)

When the organization is healthy, employees and managers feel the same as when their commitment is high. On the other hand, a healthy organization can only be created with a strong, wise and passionate management and leadership. The role of managers in organizational health becomes more clear when it turns out that they are the key agents for creating changes in organizations in order to move the organization towards greater health, and for this reason, in recent years, there has been a tremendous dynamic to understand, identify and rebuild organizations (Kets, de varies, 2004).

One of the main goals of this research is to investigate the relationship between organizational health and the commitment of managers in Mehr Shushtar cooperative companies. The analysis of statistical data obtained from the statistical sample of managers and experts of Mehr Shushtar cooperative companies shows a significant and positive correlation with the correlation coefficient, and a significant number of 0.00 between organizational health and managers' commitment, which indicates that organizational health is one of the important and influential factors on managers' commitment, and special attention should be paid to it in order to increase managers' commitment to the organization.

Key words: managers' commitment - organizational health - components of organizational health - components of managers' commitment

Chapter One

Research Overview

1-1- Introduction

Human resource management is one of the management and support processes in all large organizations. It is expected from this process, like other management and support processes, to provide the necessary support for strategic plans and support the queue units. (Abul-Alai and Ghaffari, 2015: 2)

The role of support means that all efforts and actions under the management of human resources are designed and implemented in a way that directly or indirectly helps the organization to achieve its strategic goals.

One of the factors to achieve the strategic goals of the organization is organizational commitment. Organizational commitment is a generator of intangible assets, in a sense, organizational commitment can be considered a goal (not a means). An organization that has higher levels of commitment is a better place to work compared to an organization that has lower levels of commitment, because employees help each other more, are happier, and have more excitement, enthusiasm, and collaboration when they come to the organization. (Abul Ala'i and Ghaffari, 2015: 79)

When the organization is healthy, employees and managers feel the same as when their commitment is high. On the other hand, a healthy organization can only be created with a strong, wise and passionate management and leadership. The role of managers in organizational health becomes more clear when it becomes clear that they are the key agents for creating changes in organizations in order to move the organization towards greater health, and for this reason, in recent years, there has been a tremendous dynamic to understand, identify and restructure organizations (Kets, de Varies, 2004).

1-2- Statement of the problem

Today, organizations are witnessing many rapid and unpredictable changes in their environment. An environment where increasing global competition, the development and expansion of information technology and changes in the demographic characteristics of manpower and customers are at the heart of changes. On the other hand, the development and growth of any society depends on healthy organizations. A healthy organization is a place where people like to work and are proud to be a part of it. According to Layden and Klingel (2000), organizational health is an almost new concept and includes the organization's ability to perform its tasks effectively in line with organizational growth and improvement.A healthy organization is a place where people want to stay and work and are useful and effective people themselves. Through organizational health, it is possible to identify the talents of the members so that by using them, organizational goals can be realized in an optimal way (Mazloumi, Shah Talebi, 1389, 55).

On the other hand, the importance of the human factor and its unique role has caused this factor to be considered as the most important capital of organizations, and the more this capital is of a desirable and higher quality, the greater the success, survival and improvement of the organization. Therefore, a lot of effort should be made to improve the quality of human resources, because this action is both for the benefit of the organization and for the benefit of individuals. But only specialized training does not include this action. Rather, it also includes the improvement of people's attitudes and values, considering that the more the organization's members accept the organization's values ??and consider themselves to belong to the organization and consider themselves obligated to work towards achieving its goals, the more likely the organization's success will be. One of the most important attitudes regarding this huge capital is organizational commitment (Jaafari et al., 2013, 43). Commitment is a kind of attitude and inner feeling of a person towards the organization, job or group, which influences his judgments, performance and loyalty towards the organization. Depending on the nature of an organization, the level of loyalty is influential in its fate and survival. There are many reasons why organizations should increase the organizational commitment of their members: First, organizational commitment is a relatively new concept and is generally different from attachment and job satisfaction. Secondly, research has shown that organizational commitment is related to consequences such as job satisfaction, attendance, performance and willingness to leave the service (Emami, 2010, 132).

This necessity is felt more and more in cooperatives as economic-social enterprises that play an essential role in sustainable development and realization of social justice in most countries of the world, both developed and developing. Because the success of these companies will be the basis for the realization of the country's social and economic goals, including increasing public participation and involvement of people in economic activities, developing social justice and increasing employment. Mehr Housing Cooperatives are no exception to this rule. But the statistics indicate instability, lack of transparency, high rate of changes, inability to quickly respond to changes, low productivity, and overall bearing a very small share of the country's economy despite the assumed thirty-three percent share for this sector, which various causes and factors contribute to this. Based on this, this research aims to examine one of the important issues, which is organizational health, with the commitment of managers in Mehr housing cooperatives in Shushtar city (Shushtar city has more than 150 active and semi-active housing cooperatives, and one of the cooperatives also has 4 managers, three are members of the board of directors and one is the CEO, who are currently constructing more than six thousand residential units) and in this research We are answering the basic question of whether there is a connection between organizational health and the commitment of managers in the mentioned companies or not?

1-3- The importance and necessity of research

The concept of organizational health allows us to have a big picture of the health of the organization. In healthy organizations, employees are committed and conscientious, they have high morale and performance, and communication channels are open and beneficial. A healthy organization is a place where people like to come to work and are proud to work here. If we look at a healthy organization as a system, then we look for organizational health not in the health and physical and mental health of employees individually and as a group, but in the existence and survival of the organization itself. More committed people are more committed to the organization's values ??and goals and will play an active role in the organization and are less likely to leave the organization and find new job opportunities (Khodai, 2011, 47).

Organizational health plays a significant role in explaining one of the important variables in organizational life, namely commitment. Healthy organizational dynamics indicate a fair exchange between the organization and its members. As Hoy, Tarter and Cutkamp (2000) quote from Barnard, the credibility of organizations depends on the willingness of people to spend their energy and strength in a cooperative system. Commitment is an indicator of the balance between the satisfaction gained and the sacrifice spent (Alegh Band, 1378, 17).