چکیده:
Background and Objective: The job commitment of an organization's employees increases its social capital. In this research, the objective is to identify job commitment as well as its elements and components. What factors cause an increase or decrease in this organizational characteristic of employees? Method: A survey method was used in this research. The statistical sample was selected using stratified sampling. After selecting the respondents, the NEO scale, which consists of 240 items and has high reliability (0.89), was first administered to them. Then, a researcher-made scale consisting of three subscales—job commitment, mediating factors, and organizational factors—comprising 55 items, was administered. The reliability of both scales (both the standard NEO scale and the researcher-made job commitment scale) was calculated after implementation using the Cronbach's alpha test. The results showed that the NEO scale has a reliability of 0.88. Findings: In this research, the impact of contextual factors on personal commitment was analyzed in two ways: directly and indirectly through the impact they have on mediating variables. The findings showed that both organizational factors and personality factors increase the level of job commitment (directly) and also affect four variables—job satisfaction, sense of social status, organizational spirit, and job motivation—thereby increasing job commitment through those factors. Conclusion: The results revealed that although both personality factors and organizational factors have a significant impact on the job commitment of FATEB employees, the contribution of certain personality and organizational factors in explaining changes in the dependent variable (i.e., job commitment) is greater than other factors.
خلاصه ماشینی:
com Introduction Behavioral psychologists in their extensive research have found that there is a significant relationship between the satisfaction of a society's citizens with the behavior, character, and performance of organizational employees and their job commitment (Mitchell1, 2008 and Scott2, 2008).
(1) Latham From this brief summary, it can be concluded that job commitment is a type of sense of responsibility toward others (including the people of society, colleagues, the organization, and the type of profession) which is characterized by components such as: 1- perseverance, speed, and accuracy in performing work; 2- observance of law, order, and organizational rules; 3- spirit, motivation, and professional enthusiasm and emotional identification with the organization; 4- optimal use of organizational property and prevention of its destruction; 5- effort to realize the goals of the organization and meet its values and expectations.
According to these researchers, when 'work' is considered valuable in society and hardworking and industrious individuals are honored, the job commitment of organizational employees also increases; because they know that with more effort and endeavor and increasing their determination and perseverance, they will achieve a higher social status and position.
In his view, social, cultural, and organizational factors influence the personality system of organizational employees and, through that, lead to an increase in job commitment (in all four dimensions: relational, organizational, professional, and general).
(Refer to the page image) As can be observed in Table (3), four intrapersonal factors (which are themselves influenced by personality and organizational factors) explain 43 percent of the variance in job commitment.
(
, 
, 
)
