The predictability of organisational culture for commitment among faculty members: evidence from Iran higher education

Masouleh, Zahra Daghighi; Allahyari, Mohammad Sadegh

doi:10.1504/ijmie.2017.10000645

Cited by 6 publications

(4 citation statements)

References 13 publications

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“…Lee et al (2014) in their studies maintain that organizational culture and commitment are among the important effective factors on organizational success. Studies by Masouleh and Allahyari (2017), Abbasi et al (2014) and Acar (2012) confirm the relationship between organizational performance and organizational commitment. Dockel et al reported a strong relationship between organizational commitment with job maintaining factors, supportive behaviors of managers, job enrichment and team work.…”

Section: Discussionmentioning

confidence: 79%

Use of ethical predictability in respect for human rights in Iranian hospitals with a 360-degree approach

Malekzadeh

Abedi

Abedini

et al. 2020

IJHRH

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Purpose Respect for human rights is one of the most important criteria for the delivery of medical care in hospitals. Ethical predictability is useful to identify human rights concerns in health-care organizations. The hospital environment and the flow of its processes make the topic of predictability much more sensitive and, at the same time, more difficult than other organizations. The purpose of this paper is to determine and compare the ethical predictive factors in selected hospitals in Mazandaran province. Design/methodology/approach This cross-sectional survey using multilevel sampling (four hospitals, 938 patients, 186 staff) was conducted in the first half of 2017. The measurement instrument was a researcher-made questionnaire consisting of seven areas of service recipients’ rights, patient safety, patient satisfaction, human resources, governance, organizational and financial commitments. The analysis of the collected data was performed through SPSS V. 22 and one-way ANOVA and post hoc Tukey’s tests. Findings Ethical predictability was higher in social security hospitals compared to private and public hospitals, and patient safety and patient rights showed higher magnitudes compared to other dimensions. Financial domain, patient satisfaction, governance and organizational commitment formed the middle priorities in ethical predictability, and human resources had the least average in ethical predictability in the selected hospitals in the province. Originality/value Identifying the factors which influence ethical predictability, in addition to promoting service recipients’ rights and patient satisfaction, is of great help to the managers and health service authorities, so that they can have a better understanding of these factors and, consequently, make appropriate micro and macro-decisions to provide better services.

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Section: Discussionmentioning

confidence: 79%

Use of ethical predictability in respect for human rights in Iranian hospitals with a 360-degree approach

Malekzadeh

Abedi

Abedini

et al. 2020

IJHRH

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“…Relativamente ao bem-estar dos funcionários e de modo a assegurar que estes se encontram saudáveis e capazes, é necessário que o local de trabalho seja promotor de climas saudáveis e seguros. De maneira a que a missão para com os discentes seja cumprida e seja de qualidade, é indispensável que a segurança e reconhecimento para com a organização comecem a partir de dentro, ou seja, dos funcionários para os alunos (Masouleh & Allahyari, 2017).…”

Section: Commitmentunclassified

Repercussões da cultura organizacional no commitment organizacional: estudo desenvolvido em instituições do ensino superior

Silva,

Calcinha,

Santos

2023

Psique

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Os constructos abordados no presente artigo são a Cultura Organizacional, que se apresenta como um conjunto de valores, crenças, comportamentos, hábitos e atitudes, que contribuem para o ambiente social e psicológico de uma empresa, formando então uma identidade organizacional, e o Commitment, que se refere ao nível de afeição que o indivíduo possui pela organização a que pertence, de maneira a que proporcione ao sujeito um sentimento forte de identificação para com a organização, de compromisso e que, ainda, usufrua da sua atuação para com esta. Este estudo pretende analisar os efeitos do tipo de Cultura Organizacional no Commitment Afetivo, em instituições públicas e privadas. Assim, foi utilizada uma amostra composta por 210 sujeitos (110 de instituições públicas e 100 de instituições privadas). Os instrumentos disponibilizados foram a escala FOCUS (First Organizational Culture Unified Search) e a Escala de Commitment Organizacional. Através dos resultados obtidos, é possível constatar que o tipo de cultura organizacional, mais especificamente, a Cultura de Apoio, contribui positivamente para o Commitment Afetivo, do colaborador.

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“…In previous researches, organizational culture was established to significantly influence organizational commitment among teachers from private higher education institutions of Pakistan (Sabri, Ilyas & Amjad, 2013), physical education teachers from Isfahan city (Azadi, Farsani, Farsani & Aroufzad, 2013), the faculty of Islamic Azad University, Iran (Masouleh & Allahyari, 2017) and employees of Perbadanan Kemajaan Negeri Kedah (Salleh, 2012). Moreover, organizational culture, its dimensions, and organizational commitment were also significantly related in another study (Azizollah, Abolghasem & Mohammad Amin, 2015).…”

Section: The Moderating Role Of Organizational Culturementioning

confidence: 99%

The Relationship between Emotional Intelligence and Work Commitment: The Moderating Role of Organizational Culture

Irfan¹,

Ali²,

Memon

et al. 2021

JAFEE

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Purpose: The objective of this study is to investigate the relationship between emotional intelligence and work commitment through the moderating role of organizational culture. Design/Methodology/Approach: A sample of 351 teachers was randomly selected from public sector universities of Punjab, Pakistan. The data was acquired using a self-administered questionnaire. The study used the structural equational modeling technique (PLS-SEM) to test the hypothesized relationships. Findings: The result showed a differential impact of all the dimensions of emotional intelligence on work commitment. The results showed a significant positive relationship between the interpersonal dimension and work commitment and a significant negative relationship between the adaptability dimension and work commitment. The remaining dimensions of emotional intelligence were found to have an insignificant relationship. However, hierarchy culture moderated the relationship between emotional intelligence and work commitment. Implications/Originality/Value: The results highlight the significance of emotional intelligence and hierarchy culture for university teachers. The study suggests university authorities to invest in organizational culture to develop and improve emotional intelligence competencies among university teachers to enhance work commitment.

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The predictability of organisational culture for commitment among faculty members: evidence from Iran higher education

Cited by 6 publications

References 13 publications

Use of ethical predictability in respect for human rights in Iranian hospitals with a 360-degree approach

Use of ethical predictability in respect for human rights in Iranian hospitals with a 360-degree approach

Repercussões da cultura organizacional no commitment organizacional: estudo desenvolvido em instituições do ensino superior

The Relationship between Emotional Intelligence and Work Commitment: The Moderating Role of Organizational Culture

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