International Research Journal of Applied and Basic Sciences 2013 Available online at www.irjabs.com ISSN 2251-838X / Vol, 5 (11): 1394-1398 Science Explorer Publications Study of relationship between organizational culture, Organizational Commitment and creativity of Physical Education Secretaries in Mazandaran Province morteza dousti 1, Seyyed gafar moosavi 2, Zynab yousfi 3 1. Assistant Professor of University of Mazandaran. 2. Associate Professor of Sport Management Department of physical Education mazandran, Islamic Azad University, mazandran, Iran. 3. Corresponding author. Department of Sport Management, Sari Branch, Islamic Azad University, Sari, Mazandaran, Iran. Corresponding Author Email : zeynabyosefi15@yahoo.com ABSTRACT: This study examined the relationship between organizational culture, organizational commitment and creativity of Physical Education Teachers province was conducted. The study population consisted of 120 physical education teachers in schools in the province. Cochran's sample size formula was found in 91 patients. data. Allen and Meyer for the investigated variables, organizational commitment, organizational culture, organizational creativity Danny Sun, and for variable Rndsyp questionnaire was used. Questionnaire mentioned by some of the masters program in sports administration and management were approved. The data obtained in this study include sampling questionnaire is distributed among employees. Questionnaire used for the present paper were calculated Cronbach's alpha reliability method. The calculated Cronbach's alpha for the scale of organizational commitment and organizational culture Danny Allen and Meyer and creativity Rndsyp were like 87.6%, 84.9%,89.4%, respectively. In this study it was found that a significant correlation between organizational culture and creativity there.,. This means that at least one of the predictor variables on the criterion variable influences. The results of the regression coefficients indicated that organizational commitment and creativity of the physical education teachers have a significant impact on the level of 5% And positive coefficients actually represent two factors that increase the level of commitment of teachers also increased. Keywords: Organizational culture, organizational commitment and organizational creativity. INTRODUCTION the main objective of education and in particular the creation of enabling the creation of new taskscreative and discovery, creative people we know, including the role and mission of the school is education organizations(celep & Yilmazturk, 2012). The Leaders committed to Placement, inventive and innovative new designs and new techniques, the incidence of human characteristics to provide teachers and students And the school's commitment to the thriving, creative, inventive, warm, friendly, efficient and enjoyable(conductor, 2012). This requires the development of various projects and programs that school administrators should implement its gradual transformation, mobility and training units to create new variations. In general, school management planning at all levels of management in particular, requires creative thinking, offer new initiatives, skill and expertise, and resources to take several factors(park, 2012). Concepts of culture and organizational commitment and job creation all the attention of those involved in the organization(kenny & Reedy, 2006). Job duties and responsibilities of job commitment means doing is just and reasonable, So that even if the observer has no control over the work she does while performing(single, 2010). Organizational culture and programs should be designed to increase workers belonging to the organization to provide. The culture is stronger, the more people, the most familiar organizational goals, values, cultural organizations and to accept their responsibility and commitment. In such a situation with strong management to improve employee satisfaction and morale, motivation and interests of workers, the impact on organizational performance and effectiveness(amabile, 1996). Thus, the organizational culture of an organization can strengthen organizational belonging and attachment and thus improve organizational performance and effectiveness of the personnel
provided. Seem to understand the organizational culture and its relationship with the Department of Education in Organizational commitment is of high importance and necessity; Because understanding the organizational culture prevailing in the Department of Education and Development and characterization of its characteristics and its relationship with organizational commitment to the organization, managers and planners involved in the planning of these points can be organized according to And the factors influencing the organizational culture and reinforce the positive elements and minimize the negative effects, belonging and increased organizational dependence And improved behavior and organizational performance cared one way to meet the environmental requirements of organizational creativity. Economic status and demographics of today, more than ever, we need to find a leader in the field of economics would n this regard, the need to model appropriate models and strategies to educate, train and use more efficient and creative feel to be an active force. Some experts on the importance of creativity and innovation, is described as the lifeline empowered them to stop if it is doomed to destruction. Decline(Xiao & Xie 2010). Entrepreneurial innovation is a means by which they can identify opportunities and take advantage of them. The key issue in this context, the development of these capabilities in organizations. Creativity and innovation because of the need to actualize the potential to bring all people there but these abilities requires proper planning by administrators. Because of the importance of entrepreneurship has come to be one of factors of production such as capital Doing Some experts know. The fast increasing sense of distrust of creating new rivals to traditional office management practices and education workforce is also prevents the loss of the best. To the path of growth through partnership with all sectors of society to flourish talents and backgrounds Utilization of human and material resources to provide organizational culture. Commitment is one of the most important issues in human behavior and relationships of trust employees to managers, organizations and stakeholders in organizational life, organizational behavior has affected relations between the employees and the organization(attorney, 2008). Organizational commitment reflects confidence among its members and the organization of trust in management, organizational integrity, governance, innovation and trust among colleagues who are affected by mood-dependent(estrone, 2010). Creativity, loyalty and sense of duty and commitment to the organization and to enhance career development and staff to further raise labor and Most people desire to be a partner to meet the demands of his job to raise. Creativity and produce new thoughts is considered important by managers and employees(abosag & Lee, 2012). Today, organizations are able to survive and be competitive in a world that is constantly new thoughts on the brand used, and this is possible by creative directors and employees. Therefore, creating the proper atmosphere and culture of open and constructive, may be grounds for creativity(hassan, 2009). Way to get things organized for the staff of the organization's culture defines Represents a common and permanent characteristics that distinguishes the organization from other organizations.in other words, organizational culture defines social identity(swailes, 2002). Complexity of the process, environmental and management roles in the success and failure of organizations is undeniable. One of the topics that have been discussed in recent years in knowledge management, organizational culture issues. Culture of the organization is formed improve the beginning of the culture and values of the organization and how the organization is formed at relatively unchangeable. RESULTS Table1. Between organizational culture and creativity Physical education teachers are there in Mazandaran Province. Organizational Culture 0.84 91 0.001 Creativity Table2. between organizational commitment and creativity Physical education teachers are there in Mazandaran Province. Organizational commitment 0.127 91 0.0 2 Creativity 1395
Table3. Between organizational culture and organizational commitment Physical education teachers are there in Mazandaran Province. Organizational Culture 0.4 97 91 0.061 Organizational commitment Multiple effects of multi co linearity One of the assumptions of the linear regression between the independent variables is absent. Tolerance index variance and the variance inflation assumptions is Czech. At Spss these options are called tolerances and VIF Are defined. The tolerance index is between zero and one. For each independent variable, there is a value for the index, if the index value is close to one, indicating that this effect varies with other independent variables are not linear and is close to zero, if it shows photo. Also Index VIF Also confirmed that the lack of linearity between the independent variables shows that the amount of less than 2. Tolerance index variance and the variance inflation factor Table4. The relationship between organizational culture and organizational commitment with creative physical education teacher education mediated the city of Mazandaran. Predictor variables Tolerances VIF creativity 958 1.440 participants 274 3.543 Adjustment 697 1.434 adaptively 194 5.161 Mission 169 5.026 As can be seen from the absence of all numerals indicate the effect of severe among predictive variables is linear. Given the significance of the whole model must now be examined which one of the coefficients is zero, or in other words, any variable or variables have significant effect model. In order to test t Is used. Standardized coefficients, t-statistics and standard variables in the regression equation Table5. Regression coefficients t sig Significance Not the standard Standardized Statistics level Constant 1.130.342 3.017 0.003 0.05 Creativity.745.074 1.10 0.001 0.05 Participation.168.133 1.256.209 0.05 Adjustment.19.086.219.827 0.05 Adaptability.001.163.009 0.001 0.05 Prophecy.107.170.631 0.529 0.05 As the results of the above table shows the components of organizational commitment and creativity have a significant impact on the level of 5% and a positive relationship with the increase actually reflects the commitment, creativity and commitment of the components increases. Independence of errors Errors are assumed to be independent of other assumptions associated with regression errors is rejected. It can be assumed for the Czech Watson statistic used camera. This assumption is needed to confirm the value of this statistic in the range 1.5 to 2.5 should be applied. In this study, this statistic is equal to 1.873 that indicates whether this assumption is true. After examining the regression assumptions can be questioned whether this relationship between organizational culture and organizational commitment to education with creative physical education teachers in the Caspian city mediation is to predict replied. Regression results of organizational commitment and organizational culture on creativity Table6. Model Square Degrees of freedom Mean square sig Regression 146.93 5 629.18 0.001 The remaining 294.73 85, 862 The total 440.166 90% 1396
As seen in the table sig Less than 0.05 and show that the regression is significant, at least one of the predictor variables on the criterion variable has a significant impact. Errors are assumed to be independent of other assumptions associated with regression errors is rejected. It can be assumed for the Czech Watson statistic used camera. This assumption is needed to confirm the value of this statistic in the range 1.5 to 2.5 should be applied. In this study, this statistic is equal to 1.873 that indicates whether this assumption is true. After examining the regression assumptions can be questioned whether this relationship between organizational culture and organizational commitment to education with creative physical education teachers in the Caspian city mediation is to predict replied. Regression results of organizational commitment and organizational culture on creativity As seen in the table sig Less than 0.05 and show that the regression is significant, at least one of the predictor variables on the criterion variable has a significant impact. DISCUSSION The general assumption in the relationship between components of organizational culture and organizational commitment as research and organizational creativity shows Any variable that increases the amount of CE increases. Notice of the material in this chapter and the previous chapter have been observed. Among the factors influencing the organizational culture dimensions that creativity is the province PE teachers. The results of this study can provide recommendations to create a labor productivity improvement. Researchers have tried to express the characteristics of successful organizations on a frequent basis and spread the culture and spiritual values, beliefs and assumptions they have stressed that the organization's workforce affiliation. re so that it is able to significantly impact on employee commitment and increase the strength of their behavior is a substitute for the official rules. The official control system to operate even more efficiently. If adequate strong and positive culture that makes people feel better about what they do and do things efficiently. Consequently, the performance is better and more productive. Increased productivity leads to improved living standards and a better quality of life and well-being will increase. And yet a better life and the increasing maturity of thought and human action. Creativity in laws and regulations cannot be compiled sought. But the cultural, social conditions, attitudes, values, attitudes and systems to be effective in its formation. Increasing productivity in basic mechanics of shared values and commitment to the values lie. So that the system can achieve a high commitment to good practice. In order to establish such a system, are the most important cultural values among managers play critical roles. Improve productivity within the responsibility of the directors and the management level starts. CONCLUSIONS Researchers have tried to express the characteristics of successful organizations on a frequent basis and spread the culture and spiritual values, beliefs and assumptions they have stressed that the workforce affiliation. Japanes success in the corporate culture as well as academic researchers. Strong organizational culture so that it is able to significantly impact on employee commitment and increase the strength of their behavior is a substitute for the official rules. The official control system to operate even more efficiently. If adequate strong and positive culture that makes people feel better about what they do and do things efficiently. Consequently, the performance is better and more productive. Increased creativity, improved living standards and a better quality of life and well-being will increase. And yet a better life and the increasing maturity of thought and human action. Creativity in laws and regulations cannot be compiled sought. But the cultural, social conditions, attitudes, values, attitudes and systems to be effective in its formation. According to the above, such as productivity and creativity with the induction of any value to the organization is required to make appropriate changes in organizational culture as a culture to be consistent with the requirements of the new organization. Therefore, managers need to analyze culture in their organizations, organizations define their desired culture and values appropriate to support their goals and then to create. And the time required rejecting or modifying some common cultural organizations to choose appropriate solutions According to Shine,, of the social system, increase strength and improve their knowledge and shape their behavior. ە saying it is acceptable cultural standards and principles underlying the task of not only the organization, but to ensure the survival and dynamic organization. The researcher believes that the three layers of artifacts and creations, values and assumptions underlying support are formed. Each organization has an organizational culture that dominates many. Cultural Dominant culture, a culture that is accepted by the majority. The power of organizational culture can be committed by members of the dominant values and commitment to the values and norms of the dominant members of the organization. 1397
According to Robbins, 10 Features to consider the organizational culture of the angle get a full picture of it. These features are: individual creativity, risk-taking, leadership, integrity, protection, management, control, identity, rewards system, conflict and communication patterns imposed. The "creativity" rather than outputs, regardless of the technical definition is given, as an attitude, a culture and a perception of clever work and life is one activity that aims to achieve a better life and the transcendent. The creation of effective use of resources and better performance in terms of efficiency and effectiveness to achieve organizational goals in terms of total consideration and the event leads to the desired level of creativity. Hersey and Blanchard of the factors that influence labor productivity has been stated as follows: the ability to understand, help, interest, evaluation, and validation environment. Noticeable improvement in performance and productivity may be due to the above factors. The concept of organizational culture as a factor in productivity and performance, and the organization has been in good working culture between management and employees as well have been extended to the consolidation of organizational commitment was, the promotion of morals, higher of productivity is yield. REFERENCES Abosag I, Lee JW.2012. The formation of trust and commitment in business relationships in the Middle East: Understanding Et-Moone relationships. International Business Review. Amabile TM. 1996. Creativity and innovation in organizations: Harvard Business School. Attorney P.2008. Mental capacity and understanding of elementary school students to set educational standards. International Business Review, 3(3), 238-439. Celep C, Yilmazturk OE. 2012. The relationship among organizational trust, multidimensional organizational commitment and perceived organizational support in educational organizations. Procedia-Social and Behavioral Sciences, 46, 5763-5776. conductor J.2012. Examine the relationship between organizational trust and organizational commitment. University of Firoozkooh Estrone H. 2010. Organizational commitment. Management training and education, 4(17), 73-74. Hassan A.2009. Teachers' perceptions of organizational trust relationships and emotional commitment to continuing to provide the proper education of a structural equation model. Educational leadership 4, 155-177. Kenny B, Reedy E. 2006. The impact of organisational culture factors on innovation levels in SMEs: An empirical investigation. Irish Journal of Management, 27(2), 119. Park J.2012. Exploring the impact of communication effectiveness on service quality, trust and relationship commitment in IT services. International Journal of Information Management, 32(5), 459-468. Single M.2010. review of job commitment elementary school teachers, secondary school and therefore city. quarterly Management in Education, 5. Swailes S.2002. Organizational commitment: a critique of the construct and measures. International Journal of Management Reviews, 4(2), 155-178. Xiao Y, Zheng X, Pan W, Xie X. 2010. Trust, relationship commitment and cooperative performance: supply chain management. Chinese Management Studies, 4(3), 231-243. 1398