INTERNATIONAL JOURNAL OF HUMANITIES AND CULTURAL STUDIES ISSN

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1 Evaluation of the impact of professional commitment and work engagement on psychological of employees of social security organization in Guilan province, Rasht center Seyede Misagh Khalili Musavi MA student of management department, Administrative management, Islamic Azad University, Astara branch, Astara, Iran Abstract The present study is a descriptive-survey design. The study is aimed to evaluate the impact of professional commitment and work engagement on psychological of employees in Social security organization of Guilan province, Iran. The general purpose is the evaluation of the impact of professional commitment and work engagement on psychological. For data collection in review of literature and theoretical framework of study, Library method is used and to test hypothesis, the data is analyzed by survey method via standard questionnaires as randomly among employees of social security organization in Guilan province, Iran. The data are analyzed using and univariate and multivariate regression analysis. The results of study showed that the dimensions of professional commitment (accepting the professional values and goals, the desire to make efforts based on one s beliefs and the desire to keep the members in the profession) and engagement dimensions (vigor, dedication and absorption) had significant impact on psychological. Keywords: Professional commitment, Work engagement,, Social security organization of Guilan province, Rasht, Iran. Page 2624

2 Introduction Technological changes in organizational environment including demographic features of people and customers (Bennis, Nanus, 1985; Beer, Guerrilla, 1991) have forced managers to dedicate much time to the analysis of environment and they need different, motivated and committed employees. The pre-requirement of such man power is their. Empowerment ascreating the set of capacities among the employees to enable them to create value-added in organization and effectiveness and efficiency of their role in organization (Babayi, 2002) has been evaluated in different researches and its different dimensions are analyzed in the next researches. One of the most significant dimensions is psychological as not only associated with the factors as organization a commitment (Rasuli, 2005; Zahedi et al., 2010), job self-efficacy (Conger,J.A&Kanungo, 1985) and productivity, but also its individual effects are wider and some results are achieved as personal competence (Mishra. Aneil K, Spreitzer. Gretchen, 1999), job happiness (Rasuli, 2005) and meaning and effectiveness (Spreitzer, 1995).On the other hand, the problems of professional commitment (Ramzgoyan and Hassanpour, 2013; Zahedi et al., 2010) and lack of work motivation (Zahedi et al., 2010) among the employees of organizations imposed considerable direct and indirect costs on organizations. However, professional commitment is associated with many variables and they are not investigated at the same time and under current conditions, with low productivity, organizational costs are increased and organizationscannot pay major part of them and all mentioned variables can lead to the increase or decrease of professional commitment. The development of human resources is one of the important indices of growth in each organization. The main element in improvement of effectiveness is human resources. Human resources decide on the best method to improve equality and are the guider of any effort to improve effectiveness as the human resources of organizations are source and cannot be imitated by competitors. Thus, it leads to sustainable competitive advantage in organization. One of the most effective measurements of human resources management to improve effectiveness and improvement of performance of people is of employees and increasing their engagement and it can help the development of behaviors and facilitate attitudes of professional commitment. One of the ways to justify this association is referred to as concept of contracts (Asgari, 2013, 54). One of the variables with close overlapping with psychological is work engagement and its association with professional commitment is supported in the research of Fani, Isakhani and Danayifard (2012). The work engagement is one of the factors predicting the work results of employees and success of organization and improvement of their financial performance (Harter et al., 2002) ( Richman et al., 2008). In the studied population of this study, social security organization of Guilan province-rasht center is of great importance due to job contingency and work conditions, mental comfort and enabling the employees in terms of psychological aspects. By creating work engagement and professional commitment among employees, we can achieve such valuable and help the organization to achieve the goals. The question here is that how can we keep the current costs and have committed employees? How can we increase the motivation of employees? Can we improve the work engagement of employees without the increase of current costs? Can we achieve better Page 2625

3 performance by affecting the relationship between work engagement and professional commitment and psychological of employees and job satisfaction, high motivation and better performance? Methodology a. Research methodology: This study is applied in terms of purpose and descriptivecorrelation and field study in terms of study method. b. Study population: The study population of this study is all employees of social security organization of Guilan province-rasht center as 300. c. Sample size and sampling method: The method is simple random sampling method. To determine the sample size, Morgan Table is applied. According to this table, the study sample is people. d. Research devices and data collection: The data collection method is field by questionnaire. For data collection, three questionnaires are used: Professional commitment: To evaluate professional commitment, professional commitment scale of Aranya, N., POLLOCK, j., &Amemic (1981) was applied. The theory of professional commitment is defined by Aranya and Lachman (1986) and it is called determination of identity with profession and attachment to profession. Aranya et al. described professional commitment into three features. The acceptance of goals and professional values, desire for making efforts based on beliefs of a person, desire to keep the members in the profession. After the advent of professional commitment concept, the researches on organizational behavior moved towards this concept (Blue, 1999; Haf, 2001; Meyer, Allen and Smith, 1993). This questionnaire is translated for this study and its face validity is supported by some of industrial and organizational psychological experts and is scored based on a five-item Likert scale ranging always to never. Value 1 is dedicated to never and value 5 to always and the middle answers have 2-4 scores. Work engagement: To measure work engagement, a 17-item questionnaire developed by Schaufeli et al. is applied. The work engagement scale is a five-item Likert scale (based on the main questionnaire) (Schaufeli W.B., Bakker, 2004). : To evaluate this variable, standard questionnaire of Spreitzer and Mishra is used. This questionnaire consists of 15 items. consists of five indices meaning, competence, self-determination, trust and impact and a five-item Likert scale is used (totally agree, agree, no Idea, disagree and totally disagree). e. Validity and reliability: Validity means the instrumentwhich can evaluate the required attribute. To determine content validity, the questionnaire is given to some experts and lecturers of management and behavioral sciences and they were asked regarding the hypothesis test and validity of questionnaire was supported. Reliability of questionnaire was computed using Cronbach s alpha for dependent variable and each of the independent variables and all of their alphas ereabove f. Data analysis method: To extract data and their analysis, SPSS software is applied. Page 2626

4 Findings Main hypothesis 1: There is a significant relationship between professional commitment and psychological of employees of social security organization of Guilan province- Rasht center. Table 1- The results of to determine the correlation relationship ** Significance level Professional commitment As shown in Table 1 and as significance level of test error for confidence interval 0.99 is less than 0.01, the main hypothesis 1 is supported and professional commitment has positive and significant effect on psychological. The correlation between two variables is Main hypothesis 2: There is a relationship between work engagement and psychological of employees of social security organization of Guilan province, Rasht center. Table 2- The results of to determine correlation relationship ** Significance level Work engagement As shown in Table 2 and as significance level of test error for confidence interval 0.99 is less than 0.01, the main hypothesis 2 is supported and work engagement has positive and significant effect on psychological. The correlation between two variables is H 0 1: There is a relationship between belief and acceptance of goals and psychological of employees of social security organization of Guilan province, Rasht center. Table 3- The results of to determine correlation relationship ** Significance level Belief and acceptance of goals Page 2627

5 As shown in Table 3 and as significance level of test error for confidence interval 0.99 is less than 0.01, H 0 1 is supported and acceptance of goals has positive and significant effect on psychological. The correlation between two variables is H 0 2: There is a relationship between the desire to make efforts based on beliefs and psychological of employees of social security organization of Guilan province, Rasht center. Table 4- The results of to determine correlation relationship ** Significance level Desire to make efforts based on beliefs As shown in Table 4, significance level of test error for confidence interval 0.99 is less than 0.01, hypothesis 2 is supported and desire to make efforts has positive and significant effect on psychological. The correlation between two variables is 0.3. H 0 3: There is an association between the desire to keep the members in the professionand psychological of employees of social security organization of Guilan province, Rasht center. Table 5- The results of to determine correlation relationship ** The desire to keep the Significance level members in the profession As shown in Table 5 and as significance level of test error for confidence interval 0.99 is less than 0.01, hypothesis 3 is supported and the desire to keep the members in profession has positive and significant effect on psychological. The correlation between two variables is H 0 4: There is a relationship between vigorand psychological of employees of social security organization of Guilan province, Rasht center. Table 6- The results of to determine correlation relationship Page 2628

6 ** Significance level Vigor As shown in Table 6 and as significance level of test error for confidence interval 0.99 is less than 0.01, hypothesis 4 is supported and vigor has positive and significant effect on psychological. The correlation between two variables is H 0 5: There is a relationship between dedicationand psychological of employees of social security organization of Guilan province, Rasht center. Table 7- The results of to determine correlation relationship Significance level Dedication As shown in Table 7 and as significance level of test error for confidence interval 0.99 is less than 0.01, hypothesis 5 is supported and dedication has positive and significant effect on psychological. The correlation between two variables is Sixth hypothesis: There is an association between attractionand psychological of employees of social security organization of Guilan province, Rasht center. Table 8- The results of to determine correlation relationship ** Significance level Absorption Page 2629

7 As shown in Table 8 and as significance level of test error for confidence interval 0.99 is less than 0.01, hypothesis 6 is supported and attraction has positive and significant effect on psychological. The correlation between two variables is 0.4. Table 9- The results of multivariate regression analysis, components of professional commitment and psychological Table 9- The s of regression paths and significance test of s Beta Non-standard s Sig. t standard Components SD B Constant Belief to acceptance Desire to make efforts Desire for keeping To determine the effect of each of variables of acceptance, desire to make efforts and desire for keeping as predictive variable and human resources development as criterion variable entered into analysis by Multivariate regression analysis. As shown in Table 9, the observed p is significant only in desire to keep and the results show that the desire to keep (BETA=0.29) predicts psychological. Table 10- The results of multivariate regression analysis, work engagement and psychological Table 10- The s of regression paths and s significance test Beta Non-standard s Sig. t standard Components SD B Constant Vigor Dedication Absorption To determine the effect of each of variables of vigor, dedications and attraction as predictive variable and psychological as criterion variable entered into analysis by multivariate regression analysis. As shown in Table 10, the observed p is significant only in dedication and absorption and the results show that dedication (BETA=0.64), absorption (BETA=0.16) predict psychological variable. Discussion and Conclusion Despite great efforts of organizations to improve the performance of employees and achieve productivity, the lack of professional commitment of employees in organizations (Ramzgoyan and Hassanpour, 2013; Zahedi et al., 2010) imposed considerable costs on them and the results of survey of consulting and research companies have shown that work engagement of employees Page 2630

8 is very low and decreasing (Friedman, 2009; Layeh, 2005). Human resources are the most important competitive advantages of organizations (Chow et al., 2006). The study of relevant factors with work engagement of employees is developed with the growth of movement of positive psychology (Youssef and Luthans, 2007; Bakker, Schaufei, Leiter, Taris, 2008), the various variables affected by work engagement as job resources (Hakanen et al., 2006; Mauno et al., 2007), organizational commitment (Saks, 2006; Hakanen et al., 2007), personal resources (Xanthopoulou et al., 2007) and job requirements (Demerouti, Bakker, Nachreiner, Schaufeli, 2001) showed that there was a common point between work engagement and other variables and separatedresults are not achieved due to the relationship between other variables. There was a significant relationship between professionalcommitment and psychological (Rasuli, 2005; Zahedi, Bodlayi, Satarinasab and Kushki, 2010). Regarding the mediatory role between the results of work engagement and outcomes including professional commitment showed positive relationship (Schaufeli, Bakker, 2004). Based on the relationship between professional commitment and work engagement, this relationship is due to the effect of work engagement on psychological with moderating role of professional commitment. Work engagement as a positive structure had high potential to explain good organizational outcomes and was associated with different dimensions of job, organizational and individual resources. 1- The results of study showed that professional commitment and work engagement were effective on psychological. Thus, it is proposed that the managers of social security organization of Guilan province, Rasht center consider it more. 2- The results of study showed that the components of professional commitment had positive effect on psychological and by increasing professional commitment, psychological was increased. It is recommended that the managers of organization by job appointing of profession of employees, professional commitment is increased. 3- The results of study showed that work engagement components had positive effect on psychological and by its increase, psychological was increased. 4- The managers of organization should provide the ground that employees of this organization (social security of Guilan province, Rasht center) to actualize their talents and give reward to the responsible employees. 5- The managers of this organization should create various jobs. Page 2631

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