International Research Journal of Applied and Basic Sciences 2013 Available online at www.irjabs.com ISSN 2251-838X / Vol, 4 (2): 471-476 Science Explorer Publications Relationship between participatory management and teacher s organizational commitment Mohammad Hadi Asgari¹, Somayyeh Hooshdar Mahjoob² 1.Department of Business Management & Accounting, Tonekabon branch, Islamic Azad University, Mazandaran, Iran. 2.M.A Student of Educational Management, Tonekabon branch, Islamic Azad University, Mazandaran, Iran. Corresponding author : Somayyeh Hooshdar Mahjoob ABSTRACT: The main objective of this study was review the relationship between participatory management and organizational commitment. In this study the population included all teachers at area 2 Elementary schools in Rasht city that they re 501.The sample included 217 teachers, according to Morgan s table of the community and by Stratified random sampling were selected. Methodologically this study were descriptive and correlation. Measurement tools were included two questionnaires.data and information analaysed by SPSS software and Pearson correlation coefficient and multiple regression and stepwise. The correlation coefficient of participatory management and organizational commitment 0.817 that in P 0.001 was significant and %83 of the variation in organizational commitment, could be explained by the variable participatory management.the results indicated delegating authority rate component %90.3, The amount of suggestions by manager %21.1, Create an atmosphere of cooperation by admin %23.7, amount of Respect and attention to the needs of teachers %56.5 could be explained organizational commitment.thus concluded that the participatory management can be expected to organizational commitment. Keywords: participatory management, manager, teacher, organizational commitment. INTRODUCTION In a world full of change,put behind the traditional thinking about management have entered the field, that the thought of it full of belonging to accelerate communication and information and the science-oriented human resources relations and partnerships instead of functional human resources (Emami,2007). People, in order to satisfy and fulfill his goals, Joining an organization.they found that, goals that not available singly, through organization by participation in it, is possible (Salajegheh & Honaraamuz, 2010). Change is only way, for today's organizations. organizations environment constantly change. Organizations must keep up with these changes (asefi: moghimi,2010),but changes in each field as soon as creation, will not be accepted, because people have to learn new or job turnover, which would be unpleasant and that they will resist. Participatory Management is an approach that fulfill respect and, equality and yet expressing themselves. Gathering more ideas and informations cause better management decision making and individuals defence their decisions, ultimately better relation between employees and employers and organization s effectiveness. Surely the success of any organization depends on the competence and ability of its director,in particular, the institution of education that it is human input and output, and In fact, the process of educational organizations by the people (teachers and staffs) and on humans (students) is performed, therefore its effective manage,nessesary to both technical management skills and cognitive skills. Today, education is the only means of access to technique, growth, development and Given the quantity and quality cause accelerating development of economic, social, cultural and political dimensions, thus it is important to manage. The reality is that respect the character and judgment of staffs, especially educational institutions, whereas that most of the staff in academic - experience at the same level or higher than his head, also the nature of the educational and professional these of organizations seeking participatory management (Emami, 2007). Participation in the traditional sense is a double constructive and useful bond, between two or more than two. The Participation: Involve and engage the people in economic, political, social and cultural decision-
making that influences their fate. (Jahanian, 2010). Participative management is a practices that managers use to satisfy employees and increase productivity(yohe, 2003). Today, participation and participatory management, are called third revolution in management. organizations need employees who are working to achieve goals beyond their normal duties and commitment in this field can be very effective(nasiri, 2009). Some of the requirements the use of participatory systems follows The need of the present century to the grown minds Fast continuous developments and innovations in technology, science, information and the hostile global competition. The new management approach to the importance of human resources and more humane relationships in management. to offset the economic backwardness. Benefits of emploee s participation are feel satisfied of involvement in own future, mental health of a person, a better understanding of the organization's goals, increase their efficiency, reduce turnover and absenteeism, creativity, create a working mood, flexibility, reduce stress and improve the quality of working life can be named. Organizational commitment is a psychological state that reflects an attitude and a desire, a need, a necessity for the continue the activities in the organization. From another perspective, organizational commitment, is a sense of belonging and attachment to the organization (Khoshnud,2012). Meyer et al are leading a multi-dimensional approach. Their three-dimensional model of the Organizational commitment, including dimensions affective, normative and continuous. Theoretical Framework Of Research Kim (2008) in a study as the relationship between participatory management and job satisfaction in private schools in America found that there is a significant relationship between job satisfaction and participatory management,and participatory management can improve job impact. Shagholi (2010) in research as participative management and its relationship with female high school teachers' organizational commitment in public - common areas 2,4, Mashhad found that : All research hypotheses with the %9.99 reliability are confirmed, in other words, all teachers who have high organizational commitment, have stated that the use of participatory management. Shagholi.Reihaneh et al(2009). in research as Participatory management:an opportunity for human resources in education, concluded that is necessary, change to participatory management,thus manager should be able to use participatory management procedure for real decision making. Shawn W. Yohe, Louise Hatfield( 2003). in research as Moderating Factors in Participative Management. Participatory management is usefull to satisfaction and productivity of personnel. The main objective of this study is relationship between participatory management and organizational commitment in Rasht city elementary school teachers and research hypothesises are as follows: Main hypothesis There is a significant positive relationship between managers seeking participation management style and organizational commitment of teachers. Sub-hypothesises There is a significant relationship between delegating authority of the management and organizational commitment of teachers There is a significant relationship between the amount of feedback from management and organizational commitment of teachers There is a significant relationship between the cooperative atmosphere from management and organizational commitment of teachers There is a significant relationship between respect and attention to the needs of teachers and teachers' organizational commitment Research Methodology In present study, two methods, Pearson correlation and stepwise regression were used.the population of the research included of teachers Area 2 elementary Schools 91-90 in the city of Rasht were 501 people. 217 teachers were selected as samples based on Morgan s table and by the use of random class sampling procedure. Instruments, included two questionnaires, Participatory management questionnaire, Jorshary made and Organizational Commitment questionnaire (Mowdy and steers, 1990). 472
The validity of both questionnaires were approved by faculty supervisor and advisior, Their reliability based on Cronbach's alpha coefficient were calculated that for the questionnaire Participatory Management 0.932 and for the organizational commitment questionnaire 0.739, respectively, therefore, it revealed the questionnaires were reliable. Research Findings The descriptive statistics of population showed that 174 females and frequency percent was %80 and 43 males and frequency percent was %20. Organizational commitment, average 35.62 and the standard deviation is 16.517 and between predictor variables, the highest mean is seeking the participatory management variable with an average 14.02 and standard deviation of 4.014 and the lowest average variable Related to atmosphere of cooperation with mean 3.07 and a standard deviation 0.793. Next, we review research hypothesises : RESULTS main hypothesis: Ther is a relationship between participatory management and organizational commitment of teachers ANOVA table data of the model showed that the obtained F was significant in 0.01(P=0.000, F(1 and 216)=281.598).Thus, with %99 confidence participatory management and teachers' organizational commitment are related, participatory management can predict the teachers' organizational commitment. Table1. result of ANOVA a, about participatory management and teachers' organizational commitment Sum of Squares df Mean Square F Sig. Regression 77.432 1 77.432 281.598.000 b Residual 59.394 216.275 Total 136.826 217 Table2. regression analysis of participatory management and teachers' organizational commitment Unstandardized Standardized t Sig. R R Square (Constant).766.142 5.393.000.752 a.566 Participation.592.035.752 16.781.000 Sub-hypotheses A) There is a relationship between the delegation of the authority and organizational commitment of teachers Based on the following table data analyzed by the use of correlation coefficient, there is a positive and significant relationship between delegation of authority and organizational commitment of teachers. It s correlation coefficient is 0.906 Considering the coefficient of determination, 95 percent of delegation can be explain by organizational commitment of teachers. Thus, the first sub- hypothesis of this research is confirmed. Table3. result of ANOVA a about delegation of the management and organizational commitment Sum of Squares df Mean Square F Sig. Regression 179.748 1 179.748 951.005.000 b 1 Residual 40.826 216.189 ANOVA table data of the model show that the obtained F is significant in 0.01 (P= 0.000, F(1and 216) = 951.005).Therefore, with %99 of confidence, it can be resulted that delegation of authority and teachers' organizational commitment are related and delegation of authority can predict the variable teacher s organizational commitment. Table4. regression analysis of delegation of the management and organizational commitment 1 Unstandardized Standardized t Sig. R R Square (Constant).711.107 6.618.000.903 a.815 Delegation of.873.028.903 30.838.000 authority 473
Considering to the model stepwis, delegation of the managert component can predicted 90.3 percent of criterion variables(organizational commitment) and a unit change in the delegating component of the manager modify 0.028 in the criterion variable (Organizational commitment). B) There is a relationship between between accept the suggestions by manager and the organizational commitment of teachers Based on the following table data analyzed by the use of correlation coefficient, there is a positive and significant relationship between accept suggestions by manager and the organizational commitment of teachers. The correlation coefficient is 0.831 and 93 percent of accept suggestions can be explain by the organizational commitment of teachers. Thus, the second sub- hypothesis of the study is approved. Table5.result of ANOVA a about accept the suggestions by managers and the organizational commitment Sum of Squares df Mean Square F Sig. Regression 189.115 2 63.038 428.829.000 b 2 Residual 31.458 215.147 ANOVA table data of the model show that the obtained F is significant in 0.01 (P = 0.000, F(2 and 215)) = 428.829. So with %99 confidence conclude that the accept suggestions by manager and organizational commitment are related and this component can predicted the variable of organizational commitment of teachers and and can predict 21.1 percent changes the criterion variable (Organizational commitment). Table6. regression analysis of accept the suggestions by managers and the organizational commitment Unstandardized Standardized t Sig. R R² 2 (Constant).386.108 3.573.000.752 a.566 tavon.191.042.211 4.567.000 C) There is a relationship between between create an atmosphere of coopration by admin and organizational commitment. Based on the following table data analyzed by the use of correlation coefficient, there is a significant positive relationship between the create an atmosphere of coopration by admin and organizational commitment of teachers. The correlation coefficient, 0.788 and 61 percent of create an atmosphere of coopration by admin can be explain by organizational commitment. Thus, the third sub-hypothesis of this research was confirmed. Table7.result of ANOVA about create an atmosphere of coopration by admin and organizational commitment Sum of Squares df Mean Square F Sig. Regression 186.049 3 93.025 579.318.000 b 3 Residual 34.524 214.161 Variance analysis of the data shows that the obtained F is significant in 0.01 (P = 0.000, F(3 and 214)) = 579.318. So with %99 confidence conclude that the create an atmosphere of coopration by admin and organizational commitment are related and this component has the ability to predict the variable of organizational commitment of teachers and can predict 23.7 percent changes the criterion variable (Organizational commitment). Table8. regression analysis of create an atmosphere of coopration by admin and organizational commitment Unstandardized Standardized t Sig. R R² 3 (Constant).371.113 3.290.000.823 a.678 coopration.300.048.237 6.265.000 D) There is a relationship between between the respect and attention to the needs and organizational commitment of teachers. Based on the following table data analyzed by the use of correlation coefficient, there is a significant positive relationship between the respect and attention to the needs and organizational commitment of teachers. The correlation coefficient, 0.831 and 90 percent, between respect and attention to the needs of the teachers can be explain by their organizational commitment. Thus, the fourth sub-hypothesis of the study is approved. 474
Table9. result of ANOVA a about the respect and attention to the needs and organizational commitmen Sum of Squares df Mean Square F Sig. Regression 207.135 4 51.784 820.757.000 b 4 Residual 13.439 213.063 Variance analysis of the data shows that the obtained F is significant in 0.01 (P = 0.000, F(4 and 213)) = 820.757 So with %99 confidence conclude that the respect and attention to the needs and organizational commitment of are related and this component has the ability to predict the variable of organizational commitment of teachers and can predict 23.7 percent changes the criterion variable (Organizational commitment). Table10. regression analysis of the respect and attention to the needs and organizational commitment Unstandardized Standardized t Sig. R R² 4 (Constant).232.071 3.256.000.931 a.866 respect.532.031.565 16.900.000 Considering to the model stepwise, respect and attention to the needs by manager component can predicte 56.5 percent of criterion variables (Organizational commitment) and a unit change in the respect and attention to the needs by manager modified 0.028 in the criterion variable (Organizational commitment). CONCLUSION AND DISCUSSION The partnership of employees causes gathering ideas and abilities and by the best way to do things.when participation runs in the organization, all staffs have respected themselves, valuable, effective and efficient they are. And they share in fate and success of the organization. This will increase organizational commitment. the results of the Pearson correlation test showed that,there is significant relationship between participatory management and organizational commitment of teachers thus the main hypothesis is approved and is consistent with the results of the Shagholi et al(2010), Shagholi et al (2010),Kim (2008),Yohe and Hatfield ( 2003). Based on the results of the Pearson correlation test, there is significant relationship between delegation of authority by manager and organizational commitment of teachers and so, the first sub-hypothesis is approved and is consistent with the results of the Shagholi et al (2010), Kim (2009), Yohe and Hatfield( 2003). It is believed that when employees are involved in the decision process,support the decisions and Increase the employee s satisfaction and engagement. So no doubt that the participation of employees in the decision making very effective for organizational commitment and achieve further the goals of the organization. Based on the results of the Pearson correlation test the second hypothesis, there is a meaningful relationship between accept suggestions and criticism by manager and teachers' organizational commitment, thus the second sub-hypothesis of research is approved and is consistent with the results of the Sagholi et al (2009) and shagholi et al(2010), Kim(2008). Proper use of the thoughts and opinions of employees in decision-making causes providing appropriate conditions of work They are trying to advance the goals of the organization, with great willingness. Based on the results of the Pearson correlation test the third hypothesis, there is significant relationship between create a the atmosphere cooperation by admin and organizational commitment of teachers. Thus the third sub- hypothesis of the study is approved and and is consistent with the results of the Shagholi (2009), Yohe and Hatfield (2003). A person who is involved in the organization; has greater commitment to the organization All their efforts are used. Based on the results of the Pearson correlation test on the fourth sub-hypothesis, There is a meaningful relationship between respect and attention to the needs of teachers and teachers' organizational commitment. Thus the fourth main hypothesis of this research is confirmed and is consistent with the results of the Shagholi et al(2009), Shagholi et al (2010), Kim(2008) are consistent. If managers trust their employees and by partnership with them make decisions, this partnership led to sense of responsibility and belong to the work environment will be. Overall, the results indicate good performance of the sub-hypotheses and thereby accept the main hypothesis. Given the above, today, if an organizations want to be successful and in competition with others, always be the pioneer, they are forced to pay attention to the employees and strengthen the factors that causes emploee 475
be faithful to the organization and reinforce to achieve organizational objectives. According to the results of original hypothesis of research, confirmed the effect of participative management on increase the organizational commitment of teachers, suggest that managers by use of participative management,provide increasing fields of organizational commitment. Recommended, for evaluating employees by administrators, teacher s ideas,further should be use and for the evaluation and monitoring of teachers, emphasize on group performance. According to the results of the sub-hypothesis of research, recommended that the participatory management, as a rule, be established in schools. Supervision by managers of schools on teachers performance should be reduce to create a safe environment and develop self-control between teachers, that ultimately increase organizational commitment of teachers, because high levels of employees commitment, not associated with intense Supervision. Manager has a key role in the organization that by good management methods causes excellence of organizations.participation in organizations as education, is a powerful toosl for manager that would organize a lot of problems within the organization. In educational system in order to effectively manage, a school manager needs have the cooperation of their employees, increase organizational commitment and their loyalty and help to create a pleasant atmosphere of the organization. So it is appropriate to increase participatory management and improve employee s organizational commitment and all qualitative and quantitative factors that should be used to provide satisfaction to the employees And also causes more efforts of employees to improve the organizations. REFRENCES Asefi AA. et al. 2010.Relationship between participatory management and employee resistance to change in organizations and the Department of Physical Education, Sports Management, No. 3, pp :26-5. Emami Z. 2007. The relationship between participatory management with the effectiveness of schools Naein city, MSc Thesis, Tehran University, Faculty of Education and Psychology. Jahanian R. 2010.strategies for developing participatory management of educational organizations,journal of New ideas of Educational Sciences, Fifth Year, No. I, pp. 54. Jahanian R.2010.improving management system in participatory learning units,from the perspective of managers, deputies and teachers, Journal of Research and Educational Sciences - Curriculum - Islamic Azad University, Isfahan (Esfahan), No. 21, pp. 174-153. Khoshnud E.2012.The main effect of concentration of jobs on organizational commitment of the welfare employees city of Sanandaj, Master's thesis, Strategic executive management, Islamic Azad University of Sanandaj. Kim S.2008.participative management and iob satisfacation lessons for management leadership,journals,public Administration Review,P.231 Mowday RT, Porter LW, Steers RM.1982.Employee organization linkage, the psychology of commitment,absenteeism and turnover,new York, Academic press. Nassiri M.2009.The impact of organizational culture characteristics on organizational commitment on employees of state agencies in Guilan,Public Administration Master's thesis, Faculty of Humanities, Islamic Azad University. Salajeghe S, Honaramuz S.2010.Suggestions systems, a way toward establishing participative management. Shagholi R. et al.2009.participatory management:an opportunity for human resources in education. Procedia and behavioral Science1,P1939-1943. Shagholi Reihaneh. et al.2010. Curent thinking and future view: Participatory management a dynamic system for developing organizational commitment. Procedia and behavioral Sciences 2, P250-254. Shaqholi R.2010.participatory management and its relationship with organizational commitment of teachers in public -common schools areas 2and4.Mashhad, Master's thesis, Department of Educational Sciences and Psychology. Ferdowsi University of Mashhad. Shawn W, Yohe LH. 2003.Moderating Factors in Participative Management. Proceedings of the Academy of Organizational Culture. Communications and Conflict.7(2) Las Vegas,33-38. Yohe H.2003.Moderating factors in participative management. Allied Academies international conference. 476