Identifying the dimensions, components and indicators of promoting the organizational commitment of the staff of the Central Organization of the Islamic Azad University in the form of a conceptual model

Subject Areas :

maryam ahmadi ¹ (گروه مدیریت آموزشی، واحد تهران مرکزی، دانشگاه آزاد اسلامی، تهران، ایران)
mehdi shariatmadari ² (Assistant Professor, Department of Psychology and Educational Sciences, Islamic Azad University, Central Tehran Branch)
Mohammad Naghi Imani ³ (Faculty member and Assistant Professor of Islamic Azad University, Roudhen Branch)
asghar sharifi ⁴ (Department of Educational Sciences, Roodehen Branch, Islamic Azad University, Roodehen, Iran)

Received: 2020-06-30 Accepted : 2020-09-27 Published : 2020-11-21

Keywords: Organizational Commitment, content analysis, Commitment, fuzzy Delphi,

Abstract :

The aim of this study was to identify the dimensions, components and indicators of promoting organizational commitment of employees of the Central Organization of the Islamic Azad University in the form of model presentation. The research method is descriptive in terms of application, in terms of data collection method, which was done with a cross-sectional survey approach. The statistical population included experts, specialists and individuals aware of organizational commitment. By targeted non-random sampling, 30 people were selected as a sample. Data collection methods were field and field documenting and data collection tools included semi-organized interviews and Delphi data collection questionnaires with fuzzy logic. The validity of the Goba method and its reliability link is also determined by the agreement method between the coders. To "analyze" qualitative data, content analysis, fuzzy delphi, and MAXQDA software were used. Finally, 3 dimensions, 16 components and 100 indicators were finalized. Results Indicates that the dimensions of promoting organizational commitment (individual, organizational and environmental) and its components (positive sense of job, work experience, flexibility, trust, autonomy, organizational climate, organizational culture, organizational justice, job motivation, job security, management support, work communication, leadership skills, alternative job opportunities, social environment and economic environment). According to the dimensions and components, a model was presented that had a favorable fit.