Abstract:
Organizational Commitment has been defined as the extent that an individual accepts, internalizes, and views his or her role based on organizational values and goals. The three components –affective commitment, continuance commitment, and normative commitment– form the basis of a new conceptualization of organizational commitment. Job stress has become one of the most serious health issues in the modern world, as it occurs in any job and is even more present than decades ago. The purpose of this research was to study the relationship between job stress and organizational commitment in Mazandaran Tax Organization's employees. Statistical population of this research included all employees (full time) of Tax Organization of Mazandaran (N=243) and statistical sample was equal to (n=149). The results indicated a positive significant relationship between job stress and organizational commitment, affective commitment and normative commitment, but there was not a significant relationship between job stress and continuance commitment.
Machine summary:
The purpose of this research was to study the relationship between job stress and organizational commitment in Mazandaran Tax Organization's employees.
Keywords: Job Stress, Organizational Commitment, Tax Organization Introduction Human resources often account for a large part of an organization’s cost structure in delivering its products and services and any substantial increase in these costs can adversely affect the ongoing viability and profitability of the organization.
g. Warsi, Fatima, & Sahibzada, 2009; Malik, Nawab, Naeem, & Danish, 2010; Wu & Norman, 2006; Currivan, 1999; AL-Hussami, 2008; Paik, Parboteeah, & Shim, 2007; Al-Aameri, 2000; Lok, Wang, Westwood, & Crawford, 2007); (2) turnover (e.
g. Ben-Bakr, Al- Shammari, Jefri, & Prasad, 1994; Currivan, 1999; Shore & Martin, 1989; Geurts, Schaufeli, & Rutte, 1999; Huselid & Day, 1991); (3) absenteeism (e.
g. Feather & Rauter, 2004; Yilmaz & Cokluk-Bokeoglu, 2008; Noor, 2009; Gautam, Van Dick, Wagner, Upadhyay, & Davis, 2005; Zeinabadi, 2010); (6) job performance (e.
Stress has been associated with important occupational outcomes of job satisfaction, organizational commitment and employee withdrawal behavior.
The results showed that there were inverse significant relationship between job stress and organizational commitment (Vakola, & Nikolaou, 2005).
The hypothesis of this study are as follows: Hypothesis 1: there is significant relationship between Organizational Commitment and Job Stress among Tax Organization's employees.
Hypothesis 2: there is significant relationship between affective Commitment and Job Stress among Tax Organization's employees.
Findings indicated that affective commitment had a significant positive correlation with job stress which is consistent with the research results of Ziauddin et al.