بررسی عوامل موثر در مدل تعهد بالای سازمانی در سازمانهای دولتی متولی امور آموزشی و فرهنگی

هدف این تحقیق بررسی عوامل موثر در مدل تعهد بالای سازمانی در سازمانهای دولتی متولی امور آموزشی و فرهنگی می‌باشد. تحقیق حاضر به لحاظ هدف، کاربردی و از نظر روش اجرای پژوهش, پیمایشی و از نوع همبستگی؛ و به طور مشخص مبتنی بر مدل‌یابی معادلات ساختاری می‌باشد. جامعه آماری پژوهش شامل مدیران و کارشناسان سازمان‌های دولتی متولی امور آموزشی و فرهنگی می‌باشد که به تعداد 396 نفر از شهر تهران، در نظر گرفته شد و با استفاده از روش تعیین حجم نمونه از فرمول کوکران 195 نفر به عنوان نمونه انتخاب شدند. ابزار گردآوری در تحقیق حاضر پرسشنامه ساخته محقق می‌باشد. جهت تایید مدل نهایی پژوهش، تحلیل عاملی تاییدی انجام گرفت. برای تجزیه و تحلیل داده‌ها از نرم افزار spss؛ و به منظور طراحی مدل نهایی پژوهش از نرم‌افزار amos استفاده شد. یافته‌های پژوهش نشان داد که مولفه‌های گزینش و استخدام، آموزش، جبران خدمت، شرایط شغلی و وجدان کاری در مدل نهایی ارزشیابی سازنده گرایی تاثیرگذار بوده و نشان از برازش مناسب مدل پیشنهادی می‎باشد.

investigating effective factors in the model of high organizational commitment in government organizations in charge of educational and cultural affairs

the purpose of this research is to investigate the effective factors in the model of high organizational commitment in government organizations in charge of educational and cultural affairs. the current research is practical in terms of its purpose, and survey-exploratory in terms of the research implementation method; and it is specifically based on structural equation modeling. the statistical population of the research includes managers and experts of government organizations in charge of educational and cultural affairs. 217 people were selected as a sample using the method of determining the sample size of cochran’s formula. the collection tool in this research is a researcher-made questionnaire. confirmatory factor analysis was performed in order to confirm the final research model. spss software was used to analyze data from; and amos software was used to design the final research model. the findings of the research showed that the components of selection and recruitment, training, compensation, job conditions, and work conscience were effective in the final constructivism evaluation model and it shows the appropriate fit of the proposed model.extended abstractintroductionin today’s competitive business environment, which is accompanied by a lot of change and turbulence, the problem of many organizations is not only having more experienced and smarter employees, but finding talented employees with motivation and a positive attitude and committed to work is a fundamental issue for the human resources department of any organization. organizational commitment is one of the basic elements in achieving organizational goals, and having committed employees in any business will lead to significant results in achieving these goals (riyanto et al, 2021). therefore, it is very important to study what helps employees to achieve strong organizational commitment and create motivation, and to learn about the factors that involve and sustain organizational commitment in them (mohseni mousavi, 2022). organizational commitment is an important occupational and organizational attitude that, during the past years, has been of interest to many researchers in the fields of organizational behavior and psychology, especially social psychology. organizational commitment is defined as accepting the organization’s values and being involved in the organization, and its measurement criteria include the motivation and desire to continue working and accepting the organization’s values. commitment is a kind of support and emotional attachment to the goals and values of an organization, for the sake of the organization itself and away from its instrumental values (a means to achieve other goals) (hassanian et al, 2022).therefore, the researcher tries to answer the question: what are the factors in the model of high organizational commitment in government organizations in charge of educational and cultural affairs?theoretical frameworkorganizational commitment is a kind of employee’s feeling of attachment and loyalty to organizational work, and when his goal is in accordance with the goals of the organization, he is called committed to the organization (tabli, moradi shahrabak, irannejad parizi, 2019). employees who consider themselves incomplete for a job leave the organization and do not spend much time in the organization, and if they feel ethical behavior from the organization, they have less decision to leave the organization (wong laschinger, 2015; devi vijayakumar, 2015). organizations can increase the organizational commitment of their employees in two ways. first, organizations can increase employees’ understanding of organizational membership, and secondly, organizations can show employees that they are considered by managers, and this is important both theoretically and practically (bakhtazmaybonab, roshani, 2019). organizational commitment can lead to an increase in productivity and a reduction in turnover and absenteeism of employees in the organization (khan jan, 2015).van et al, (2022) investigated performance management and teacher performance: the role of emotional organizational commitment and burnout. the results showed that the perceived strength of a performance management process is negatively related to teacher burnout, while it is positively related to their performance. furthermore, the relationship between perceived performance management process strength and teacher performance appears to be indirect, operating mainly through affective organizational commitment.peyman niya (2022) investigated the effectiveness of the matrix model on job burnout and organizational commitment of the managers of ahvaz electricity department. the results showed that the matrix model was effective in reducing job burnout and improving the organizational commitment of managers, so it is suggested to use this approach in organizations to reduce the job burnout of employees.methodology:in terms of purpose, this research is practical, and in terms of research implementation method; survey-exploratory. the statistical population of the research includes managers and experts of government organizations in charge of educational and cultural affairs, which was considered as 396 people from the city of tehran, and using the method of determining the sample size of cochran’s formula, 217 people were selected as a sample based on the formula sampling calculated from the limited population, among which, as a sample, was distributed a researcher-made questionnaire prepared from the qualitative part of the research. this research was conducted in two research stages, the first stage is related to exploratory factor analysis and the second stage is questionnaire confirmation.discussion and results:spss and amos software were used for analysis.