Maral Karimi; Somayeh Khazaei Pol; Atefeh Yousefi Khah
Abstract
This research was conducted with the aim of determining the Effect of transformational leadership on organizational commitment considering the mediating role of teacher satisfaction in secondary school teachers in Tehran in 2019. The methodology of the research applied in terms of purpose and the method ...
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This research was conducted with the aim of determining the Effect of transformational leadership on organizational commitment considering the mediating role of teacher satisfaction in secondary school teachers in Tehran in 2019. The methodology of the research applied in terms of purpose and the method of data collection was descriptive-survey. The statistical population of the study included teachers of secondary schools in Tehran, among them, using Cochran's formula and simple random sampling method, 384 people were considered as the sample size. The data collection method was based on organizational commitment, transformational leadership, and job satisfaction Standard questionnaires. After collecting questionnaires, the data were analysed using mean, standard deviation and ... using Spss-21 software and statistical inference of the data through structural equation modelling with the help of LISREL-v8.80 software. The technical characteristics of the questionnaire including reliability, convergent validity and divergent validity were studied. In addition, path coefficients and software significance coefficients were used to examine the research hypotheses. Finally, the findings of the research confirmed the effect of transformational leadership and its dimensions including idealist inspiration, inspirational motivations, stimulation of education and developmental support on the organizational commitment of teachers regarding the mediating role of job satisfaction among secondary school teachers in Tehran.
Abstract
The present paper examines the level of commitment of teachers working in educational system in Maku city and its effective organizational-managerial factors. In this study, in order to select theoretical foundations of the research, it was tried to use a theory with a high explanatory ...
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The present paper examines the level of commitment of teachers working in educational system in Maku city and its effective organizational-managerial factors. In this study, in order to select theoretical foundations of the research, it was tried to use a theory with a high explanatory power and theoretical strength through a review of previous research and theories related to the subject. Accordingly, productivity theories were used from job satisfaction, Maslow's theory of needs, organizational justice perception, work ideas, alienation, exchange of Likert and McGregor management ideas. After extracting the hypotheses, a survey method was used to study the subject. The statistical population of this study was teachers working at the three educational levels of the Maku, which included a sample of 286 people. After analyzing the data, the average of the commitment to work was estimated to be 3.16 out of 5. It was determined that organizational partnership, organizational justice perception, management style, alienation, job satisfaction and job base are related to job commitment and the level of education of teachers has meaning You do not have a dependent variable. In multivariate regression analysis, the total of the remaining independent variables in the equation explained about 44% of the changes in the dependent variable.
Bizhan Zare; Tohid Dadkhah
Abstract
The main goal of this study is to examine the relationship between perceived organizational justice and job satisfaction of administrative staff. Perceivedorganizational justice comprises of three components, namely: distributive justice, procedural justice, and interactional justice. The dimensions ...
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The main goal of this study is to examine the relationship between perceived organizational justice and job satisfaction of administrative staff. Perceivedorganizational justice comprises of three components, namely: distributive justice, procedural justice, and interactional justice. The dimensions of jobsatisfaction are: satisfaction of the nature of the work, satisfaction with pay and benefits, the consent of the administrator, promotion satisfaction, andsatisfaction of partners. The sample consisted of 265 employees who work at the office of Education of Mazandaran province and the University ofMazandaran. Findings indicate that organizational justice perception explains 62.2 percent of the changes in job satisfaction. Additionally, each of thecomponents of perceived organizational justice showed significant effect on job satisfaction. It becomes evident that there is a great consistency betweenthe employed theory and empirical findings.
