The Effect of Islamic Work Ethic on Organizational Commitment of Employees Tejarat Bank Branches in Sanandaj

Transcription

1 The Effect of Islamic Work Ethic on Organizational Commitment of Employees Tejarat Bank Branches in Sanandaj Mostafa Sahraei Young Researchers and Elite Club, Sardasht (Mahabad) Branch, Islamic Azad University, Sardasht (Mahabad), Iran, Corresponding Authors: m. Osman Alipour Young Researchers and Elite Club, Sardasht (Mahabad) Branch, Islamic Azad University, Sardasht (Mahabad), Iran Hassan Alipour Young Researchers and Elite Club, Sardasht (Mahabad) Branch, Islamic Azad University, Sardasht (Mahabad), Iran Abstract The aim of this study was to investigate the effect of Islamic work ethic on organizational commitment of Employees Tejarat Bank branches in the city of Sanandaj. The research method was descriptive and correlational. The study population included all employees of Tejarat Bank branches in the city of Sanandaj which their number was 134. The number of samples was obtained using a Cochran formula 90 patients. In order to collect information, a questionnaire Ali Islamic work ethics Ali and Al Owihan (2008) and organizational commitment of Allen and Meyer (1990) were used. The results of the regression analysis showed significant and positive impact on organizational commitment and work ethic of its three dimensions (affective commitment, continuous commitment, normative commitment). Keywords: Islamic work ethics, organizational commitment, affective commitment. Page 1978

2 Introduction Organizational commitment is an important job and organizational attitude is that over the years the interest of many researchers, especially social psychology fields of organizational behavior and psychology. Over the past three decades, this attitude has undergone some changes, perhaps the most significant change in the scope of the attitude of some aspects of this concept is to view one aspect of it. One of the secret agents, but affecting the behavior of employees is their commitment to the organization. Considering the commitment of human resources in the public sector and the private sector is very important (Khoshnood, 2011). Organizational commitment, as a dependent variable represents the force that makes the person to remain in the organization and work as engagement to achieve the goals of the organization, i.e., the commitment is accompanied by a series of productive behavior. A person who has high organizational commitment, remains in the organization, accepts objectives and to achieve the goals and shows the big effort and even sacrifice their (Allen & Meyer, 1990). On the other hand, the more complex operations and the immoral, illegal and irresponsible in the workplace made the managers and experts to consider ethics and ethical management. Ethics management is to identify and prioritize values to guide the behavior of the organization. Organizations, by creating an ethics management program can manage ethics in the workplace. Ethics programs help organizations so they can maintain their ethical performance in turbulent conditions. Nowadays, ethical management is one of the areas of operations management with a program approach and several practical tools. These tools include codes of ethics, codes of conduct, policies and procedures, methods for solving ethical dilemmas and training (Ebrahimpour, 2013). Work ethic is a cultural norm to do good work and gives the positive spiritual values in the community, and believes that the work itself has an intrinsic value (Ebrahimpur, 2013). Those who have considerable support from Islamic work ethic, are more committed to their organizations (Joseph, 2000). Ethics, communication mechanism between the community and personal affairs. Rftarakhlaqy, good work habits, positive work attitudes, with other people and skills needed to maintain jobs (Ebrahimpur, 2013). The findings of Hasani et al (2012) show that there is a significant positive correlation between Islamic work ethic and organizational commitment, and job satisfaction. Also, in this study the mediating role of organizational commitment and job satisfaction in the relationship between Islamic ethics and the relationship between organizational culture and job satisfaction was confirmed. The results of Ansari amd Ardakani (2013) showed has a direct positive relationship between Islamic work ethic and organizational commitment in all three aspects. The findings of Sachs et al (1996) showed that there is relationship between a stronger belief in the work ethic directly with organizational commitment and job satisfaction, and less likely to quit jobs indirectly associated (Golparvare al, 2011). Yousef Darwish (2000) showed that there is a balanced relationship between work ethic and organizational commitment and the results of the analysis showed that the work ethic has a direct and positive impact in the different dimensions of organizational commitment (affective, normative continuous). Results of Rakhman et al (2006) confirmed the relationship between Islamic ethics and organizational commitment. As noted, work ethic has a significant positive impact on organizational commitment, but there is disagreement among scientists and Page 1979

3 researchers. Given the importance and the fact that little research has been done in this regard in Iran, the importance and necessity of this research was formed. The aim of this study was to investigate the effect of Islamic work ethic on organizational commitment of Employees Tejarat Bank branches in the city of Sanandaj. Research Methodology The research method was correlational descriptive and applicable. Information on the research was gathered among employees of the Trade Bank of Sanandaj and using standard questionnaires. The statistical population included all employees of Tejarat Bank in the city of Sanandaj which their number is 134. The sample was 90, using Cochran formula. For data collection, the Islamic work ethics questionnaire of Ali and Avihan (2008) and organizational commitment of Allen and Meyer (1990) were used. Validity was approved by seven professors. Reliability of the questionnaire using Cronbach s alpha coefficient was obtained for Islamic work ethics questionnaire, 0/88 and for Organizational Commitment Questionnaire, 0/91. The analysis of the data was conducted using the Kolmogorov Smirnov and regression. Findings KolmogorovSmirnov test According to Table 1, as significant level of variables is larger than 0.05, the variables are normal. So, to test the hypotheses, Pearson test is used. Table 1: Kolmogorov Smirnov for research variables P value T group Islamic work ethics Emotional commitment Continuous commitment Normative commitment Main Hypothesis: work ethic Islamic affects organizational commitment of employees of the Trade Bank of Sanandaj. Table 2: Projected variance in organizational commitment through Islamic work ethics significance level t ß coefficient variables Islamic work ethics R 2 =0/017, P=, F= Page 1980

4 As can be seen in Table 2, the model predicts almost 1.7% of the variance in organizational commitment that is significant for predicting organizational commitment of employees. Thus, Islamic work ethics variable significantly effects on the model prediction and null hypothesis is rejected. First Secondary Hypothesis: Islamic work ethics affects the emotional commitment of employees of the Trade Bank of Sanandaj. Table 3: forecasting variance emotional commitment through Islamic work ethics significance level t ß coefficient variables Islamic work ethics R 2 =0.003 و P= F=0.694 As can be seen in Table 3, the model predicts almost 0.3% of the variance of emotional commitment that is significant for predicting emotional commitment of employees. Thus, Islamic work ethics variable significantly affects the predicting model and the null hypothesis of research is rejected. Second Hypothesis: Islamic work ethics affects the continuous commitment of employees of the Trade Bank of Sanandaj. Table 4: forecasting variance Continuous commitment through Islamic work ethics significance level t ß coefficient variables Islamic work ethics R 2 =0.008, P=,F=1.705 As can be seen in Table 4, the model predicts almost 0.8% of the variance of Continuous commitment that is significant for predicting the problem of Continuous commitment in employees. Thus, Islamic work ethics variable significantly affects forecasting model and research the null hypothesis is rejected. Third Hypothesis: Islamic work ethics affects the normative commitment of employees of the Trade Bank of Sanandaj Table 5: forecasting variance normative commitment through Islamic work ethics significance level t ß coefficient variables Islamic work ethics R 2 =0.009, P=,F=0.231 As can be seen in Table 5, the model predicts almost 0.9% of the variance of normative commitment that is significant for predicting the normative commitment of employees. Islamic work ethics variable significantly affects forecasting model and the null hypothesis is rejected. Page 1981

5 Discussion and Conclusion The aim of this study was to investigate the effect of Islamic work ethic on organizational commitment of Employees Tejarat Bank branches in the city of Sanandaj. Islamic work ethics and work attitudes are willingness to work as a virtue in human life. In other words, the work ethic of an orientation towards work and job approach is a value in human life. Involvement in the workplace are affected the believers and states that the work of personal needs is a value. In fact, Islamic work ethics is inseparable from the moral character. And it has been formed based on four basic concepts efforts, competition, transparency and ethical behavior and responsibility (Salm Abadi et al, 2011). The results show that Islamic work ethic affects the organizational commitment of Employees of Tejarat Bank branches in the city of Sanandaj and this is in parallel with the findings of other researchers. The findings of Ansari and Ardakani (2013) showed that there is a direct and positive relationship between Islamic work ethic and commitment of employees of Medical Sciences. The findings of Hasni et al (2012) showed that there is a significant positive relationship between these variables. Managers and employees of Bank Tejarat in Sanandaj should reinforce the Islamic work ethics and thereby strengthen this commitment. The results show that the work ethic of Islam affects the emotional commitment of Employees of Tejarat Bank branches in the city of Sanandaj and this is in parallel with the findings of other researchers. The findings of Ansari and Ardakani (2013) showed that there is a positive relationship between Islamic work ethic and emotional commitment of Employees of Tejarat Bank branches in the city of Sanandaj. Also, Black (1999) found that organizational commitment is the predictor of a person s work ethic and work ethic has a special effect on emotional commitment. Managers and employees of Bank Tejarat in Sanandaj should reinforce the Islamic work ethics and thereby strengthen emotional commitment. Also, the findings show that Islamic work ethics affects the continuous commitment of employees and this is in parallel with the findings of Ansari and Ardakani (2013), Joseph (2000) and Hasani et al (2012) which showed the positive and significant relationship among these variables. Managers and employees of Bank Tejarat in Sanandaj should reinforce the Islamic work ethics and thereby strengthen the continuous commitment. Page 1982

6 References Ali, A.J. & Al Owaihan A., (2008). Islamic work ethic: A critical review. Cross Cultural Management. An International Journal, Vol. 15 (1), pp Allen, N.J., & Meyer, J.P. (1990). "The measurement and antecedents of Affective, Continueance and Normative commitments to the organization", Journal of occupational psychology, vol.63, pp: 118. Ansari, Mohammad Ismail, ardakani, Shaker (2013) Islamic work ethic and organizational commitment among employees Isfahan University of Medical Sciences Iranian Journal of Medical Ethics and History, period, Issue 2. Ansari, Mohammad Ismail, ardakani, Shaker (2013) Islamic work ethic and organizational commitment among employees Isfahan University of Medical Sciences Iranian Journal of Medical Ethics and History period of Issue. 2. Ebrahimpur, Habib (2013) study of public administration, Issue nineteenth, pages Golparvar, Mohsen, Nadi, Mohammad Ali (2011) The role of organizational loyalty in the relationship between work ethic with deviant behavior in the workplace, "Journal of Ethics in Science and Technology, Issue 1, pp Hasni, Mohammad; Heidari Zadeh, Zahra; Ghasemzadeh Alishahi, Abolfazl (2012) the study the role and effect of Islamic ethics and organizational culture on job satisfaction and organizational commitment Chamran University of Ahvaz martyr of Management Journal, Vol. 20, Issue 2. HP Abadi, M.; Alirezaee owner, Hussein luck descent and Mehdi Zarei, (2014), examined the relationship between ethics Karaslamy organizational health teachers in Pakdasht, International Management Conference, Tehran, Institute true cultural ambassadors. Khoshnood, Elham (2011) Effects of Organizational Commitment in Social Security Organization of jobs on the city of Sanandaj, dissertations for master's degree, executive management, strategic orientation. Rokhman, W. (2010). "The Effect of Islamic Work Ethics on Work Outcomes, Electronic Journal of Business Ethics and Organization Studies, Vol 15, No 1, pp: Yousef, D.A., (2000) "Organizational commitment as a mediator of the relationship between Islamic work ethic and attitudes toward organizational change". Human Relations, 53(4): p Page 1983