The Investigation of the Relationship among Organizational Commitment, Organizational Virtuousness, and Procrastination at Work with Regard to the Role of Demographic Variables
Subject Areas : Public Policy In AdministrationAkbar Etebarian Khorasgani 1 , Mojtaba Changizi Mohammadi 2
1 - Faculty member of Islamic Azad university, Khovarsgan Branch
2 - M.A. student of Public Management at Islamic Azad university, Khovarsgan Branch
Keywords: : Organizational Commitment, Organizational Virtuousness, Procrastination at Work, Demographic Variables,
Abstract :
Background: The Housing Foundation of Islamic Revolution is a governmental institution whose clients are mainly from deprived and vulnerable rural areas. The major portion of its activities is conducted in villages, regions affected by natural disasters, and deprived urban areas. This study aimed at investigating the relationship of organizational commitment and perception of organizational virtue with procrastination at work, by considering the role of demographic variables. Research Method: This was an applied descriptive-correlational study. The statistical population included all employees of the Housing Foundation of Islamic Revolution in Isfahan, with at least an associate degree. The Kerjeci-Morgan's table and simple random sampling techniques were used for determination of sample size and selection of samples, respectively. The Kolmogorov-Smirnov test, as well as the Partial and Pearson's Correlation Coefficient were used for data collection and analysis. Findings: There was a significant correlation between all three variables, namely organizational virtue, organizational commitment, and procrastination at work. Investigation into the role of demographic variables in the quantity and quality of relationship between research variables produced the same result. The only exception was with educational level, in which the relationship of organizational virtue with procrastination was not significant. Results from investigation into the relationship between different dimensions of variables showed that organizational virtue dimensions (optimism, trust, and sympathy) were not significantly correlated with continued commitment. The same result was observed with demographic variables, as moderating variables. Investigation into the relationship of procrastination with dimensions of organizational commitment also showed a significant correlation between emotional and continued commitments with procrastination. The same result was also observed with demographic variables. The only exception was with age and educational level, in which emotional commitment and procrastination were not correlated. Finally, a significant correlation was observed between procrastination at work and two dimensions of organizational virtue. Conclusion: To decrease procrastination at work among employees, some measures, including training through performance contagion, should be taken to improve their perception of organizational virtue and organizational commitment.
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