Abstract:
This research was conducted with the aim of investigating the relationship between organizational intelligence and organizational culture with the organizational commitment of employees, considering the mediating role of mental health. The statistical sample of this research includes 306 personnel of the South Zagros Oil Company. In order to investigate these relationships, standard questionnaires were used whose validity has been confirmed and their reliability has been confirmed by calculating Cronbach's alpha coefficient.
The hypotheses of this research have been examined using Pearson correlation and linear regression tests, the research results show that there is a significant and direct relationship between the dimensions of organizational intelligence and organizational commitment. Also, there is a significant and direct relationship between the dimensions of organizational culture and the dimensions of organizational commitment. There is also a significant and inverse relationship between the dimensions of organizational intelligence, organizational culture and organizational commitment with the dimensions of mental health, and the results also show that mental health plays a mediating role in the relationship between intelligence and organizational culture with the organizational commitment of the employees of South Zagros Company.
Key words: mental health, organizational intelligence, organizational culture and organizational commitment
Introduction:
Man is a complex creature with different dimensions, whose life lasts due to the relative balance of these dimensions, one of these dimensions is mental health. Health, which is generally defined as a state of complete physical, mental and social well-being in the World Health Organization's constitution, is an issue that has received a lot of research today, and the studies conducted in recent years in the field of mental health and public health have clearly shown the close relationship between personality and psychological factors and health (Lecrobier [1], 2001, p. 4). One of the most important indicators of a healthy organization is the mental health of employees in the work environment, and according to this, a healthy work environment is an environment in which, in addition to providing physical health, the mental health of employees is also provided. Based on this, War [2] (2007), citing Mochinsky [3] (2012), states that a healthy work environment is an environment in which the necessary conditions are created to ensure the mental health of employees. In fact, if the mental health of the employees in the workplace is at a high level, by using the available resources, the potential talents of the members can be converted into action at the right time and with minimal expenses, and they can be used to increase the organizational productivity, and with the continuous increase in the mental health of the employees, the costs of the organization will decrease and the productivity will increase, and finally it will cause job satisfaction and increase organizational commitment. Rank [6] defines life without fear and guilt as mental health. And in the perspective of positive and holistic psychologists, mental health includes a person's ability to enjoy life, create a balance between life activities and strive for psychological improvement.
Mental health depends on the way people think, feel and act. In general, people who have mental health have a positive attitude towards life. They are ready to deal with life's problems. They feel good about themselves and others. They are responsible in their work environment and relationships. Because when we have mental health, we expect the best things in life and we are ready to face any incident. By learning the characteristics of better mental health, we can achieve a balanced and happy mind and spirit. In many cases, mental health is like physical health and should be given enough attention. Mental health is essential for human happiness. Achieving mental health is by no means accidental, achieving this goal is accomplished with time and effort. It should also not be forgotten that self-confidence is the key to mental health. (Rahiminia, 2014)
One of the important organizational issues is the existence of commitment among employees. Decent managers always try to increase the commitment of their employees because they consider it necessary for the progress and development of the organization. Makal [7] defines organizational commitment in different ways as emotional attachment to the organization, acceptance of the organization's identity, and identification and attachment to the organization.Porter and his colleagues also define organizational commitment as accepting the organization's values ??and being involved in the organization, and consider the measurement criteria to include motivation, desire to continue working and accepting the organization's values ??(Ismailpour, 2012).
In Iran, organizational intelligence has recently attracted the attention of some managers of organizations, which can provide the possibility of accurate and objective decisions for managers and senior planners, so that they can provide a suitable platform for the development of talent and the development of employees and members. The academic staff should take steps towards promoting the development and excellence of organizations, knowing the organizational intelligence helps to determine the strengths and weaknesses of an organization. It also guides and facilitates the development of the organization to focus on the design of educational and adaptive programs. Organizational intelligence means having a comprehensive knowledge of all the factors that affect the organization. Albrecht [8] (2003), the designer of organizational intelligence, defines it as follows: the capacity of an organization to use all its intellectual power (Alia Bakhshian, 2013). It is human, 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. One of the factors that the organization needs to achieve its goals is the commitment and adherence of people to the organization, therefore, organizational commitment is a type of attitudinal-behavioral relationship to the goals and missions of the organization. Organizational commitment is considered as an attitudinal manifestation and comes from the individual's value system (Ziaei, Roshandel Arbatani, Nargesian, 2013). Therefore, according to the importance and position of organizational commitment in the South Zagros Oil Company, it should be possible to improve it by using tools.
Statement of the problem:
One of the most important reasons that show the importance of examining and studying organizational commitment is that organizations with members at high levels of organizational commitment usually have higher performance, less absenteeism and delays from their employees, and in many cases, organizations need people who work for the benefit of the organization, beyond the prescribed duties, and this is especially important in sensitive jobs. (Nahrir, Ebadi, Tawfighi, Karimi, and Henrour, 2019).
Luthans (cited by Iraqi, 2017) states that in recent research texts, 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. 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 the participation of employees in decision-making and providing an acceptable level of job security for them (Ashrafi Sultan Ahmadi 1389).
Communities as human groups have cultures that guide their group actions. One of these human groups is the organization, which is briefly defined as: They work in a coordinated and approved manner to realize the organizational goals (Kordtamini, 2010). Due to the nature of the strong influence that can have on the behavior and performance of the organization's members, organizational culture plays an important role in the internal control of employees' behaviors and the prevention of administrative corruption. The organization has the desired behaviors (Rashdi, 2013).
Organizational culture is a set of common beliefs and values ??that affect the behavior and thoughts of members and the organization, the examination of organizational culture acts as a tool for collecting information and enables managers to compare departments or work groups with each other. Secondly, prioritize the issues.