دانلود رایگان ترجمه مقاله تاثیر درگیری شغلی و تعهد سازمانی بر رفتار شهروندی سازمانی (سال 2015)

تاثیر درگیری (مشارکت) شغلی و تعهد سازمانی بر رفتار شهروندی سازمانی

Impact of Job Involvement and Organizational Commitment on Organizational Citizenship Behavior

Abstract

Various studies have been conducted to study the relationship between job involvement and organizational citizenship behavior but a very little work have been done to study the impact of both job involvement and organizational commitment on “organizational citizenship behavior”. Thus the purpose of the study is to find out the relationship between job involvement, organizational commitment and organizational citizenship behavior and also to study if there is any impact of job involvement and organizational commitment on Organizational citizenship behavior among service and manufacturing sector employees. The study has been done on 150 employees of both service and manufacturing sector with the help of questionnaire, where job involvement and organizational commitment were taken as independent variables and Organizational citizenship behavior as dependent variable. Multiple regression was applied with the help of SPSS. The result indicated that there is a significant impact of independent variables on dependent variables, that is, there is a significant impact of Job involvement and Organizational commitment on OCB.

1 Introduction

Job Involvement The concept of job involvement was introduced for the first time by Lodahl and Kejiner (1965). They related the job involvement to psychology of an individual with the importance of work in the individual’s selfimage. Job involvement has been defined as an individual’s psychological identification or commitment to his / her job (Kanungo, 1982). It is the degree to ‘which one is cognitively preoccupied with, engaged in, and concerned with one’s present job (Paullay et al., 1994).

Job involvement involves internalization of values about the importance of work in the worth of the individual (Lodahl and Kejner, 1965). Organizational Commitment Organizational commitment has been defined as identification and involvement with the organization by believing in the organization’s value systems and goals, exerting efforts on behalf of the organization, and desire to remain with the organization (Mowday et al., 1979). Meyer and Allen (1991) and Allen and Meyer (1990) presented evidences suggesting that organizational commitment consists of affective commitment, continuance commitment, and normative commitment.

Models of Commitment According to Meyer and Allen’s (1991) three-component model of organizational commitment indicates that there are three “mind sets” which can characterizes an employee’s commitment to the organization: