This study aimed to investigate the structural model between organizational trust and organizational silence with job satisfaction and organizational commitment of the employees of Islamic Azad University of Isfahan, (Khorasgan) branch. The study method is descriptive-correlation. The study population is the employees of Islamic Azad University of Isfahan branch (Khorasgan) as 340. 180 employees are selected by simple random method and sampling Table (Krejcie & Morgan, 1970). The questionnaires of organizational trust (Ellonen et al., 2008) and organizational silence questionnaires, job satisfaction and organizational commitment (Bouradas & Vakola, 2005). For analysis of study findings, Pearson correlation coefficient and structural equations modeling are applied. The results of study showed that organizational trust had inverse and significant relation with organizational silence and had positive and significant relationship with job satisfaction and organizational commitment. Also, there was an inverse and significant relationship between organizational silence and job satisfaction and organizational commitment. The results of structural equations modeling showed that organizational trust had direct impact on organizational silence (-64) organizational commitment (0.45) and job satisfaction (0.39) and has indirect impact via organizational silence on organizational commitment (0.29) and job satisfaction (0.29). Also, organizational silence had direct impact on organizational commitment and job satisfaction (-45). The model has good conditions in terms of fitness indices and fitness data.
The aim of the present study was to determine the relationship between organizational climate and the organizational silence of administrative staff in Education Department in Isfahan. The research method was descriptive and correlational-type method. The study population was administrative staff of Education Department in Isfahan during the school year 2014-2015 with a number of 517 staff, of whom a number of 220 staff were selected as the sample using stratified random sampling fit for the size and by means of Krejcie and Morgan's (1970)
The present paper aims to study the relationship between spiritual intelligence and job satisfaction among female high school teachers in Isfahan. It was a descriptive-correlation research. Population included all female high school teachers of Isfahan in academic year 2013-2014. Sample size calculated was 320 teachers by Krejcie and Morgan's table and using multi stage random sampling method. Pearson correlation coefficient, stepwise regression, and multivariate analysis of variance were used for data analysis. Evidence from this study showed that spiritual intelligence and some of its components creating personal meaning and transcendent consciousness have a significant relationship with job satisfaction. Regression results showed that transcendent consciousness is capable of predicting job satisfaction.
Aim: The present research was conducted with the aim of determining the relationship between the components of work engagement and organizational commitment of female employees working at University of Isfahan.
Methods:The type of the research was an applied research by purpose and a descriptive correlational-type research by nature. The study population consisted of female employees at University of Isfahan, 428 individuals, of whom 202 individuals were chosen as sample according to stratified random sampling fit for the size. The measuring instrument was a questionnaire about organizational commitment by Mowday el al and a questionnaire on work engagement by Shaufeli et al. In the analysis of the findings of the research, Pearson correlation coefficient, stepwise regression, and multiple-way analysis of variance were used to examine the research hypotheses.
Result:The results of the analyses indicated that correlation coefficient between work engagement and its components vigor (the desire for job), dedication, and absorption and organizational commitment is significant. Among the components of work engagement, dedication to work was the best predictor for organizational commitment. No significant ISSN 2162-3058 2016 difference was observed between opinions of respondents according to demographic factors concerning work engagement and organizational commitment.
International Journal of Human Resource Studies
Conclusions:Manager implement professional standards and rules in organizations in order to maintain and promote the variables, provide employees with freedom of action and power in accordance with their duties and provide an intimate climate by involving them in decision makings.
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