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INTERDISCIPLINARY JOURNAL OF CONTEMPORARY RESEARCH IN BUSINESS
Organizational Commitment in Educational Departments
JUNE 2011
VOL 3, NO 2
Saeed Sayyadi (PhD)
Hamideh Taheri Sarvtamin
Department of Management, Islamic Azad University, Kerman Branch, Kerman, Iran
Abstract
This study tries to appear what dimensions of Quality-of-work-life in university, can influence
on employees organizational commitment and what is the role of Quality-of-work-life changes in
this case. Three questionnaire surveys were developed and distributed to Mashhad University. In
this study in order to test the hypothesis significance we used Pearson correlation coefficient.
Analysis of the data shows a high rate of commitment in this society. We found that there is a
significant relationship between QWL and organizational commitment and it shows that with
increasing of QWL we will achieve to a higher level of organizational commitment in Mashhad
University.
Keywords Organizational Commitment, Education, Service Organization employees
Introduction
One of the most important issues in management is the human capital in the organization and the
way we safeguarding their interests. Paying attention to this issue shows the managements
importance on this subject. The connection between workforce competence and customer service
quality is conceptually strong since most service delivery or tasks are often performed by an
organization's employees. After years of organizational restructuring and work re-engineering,
management comes to recognize that a productive workforce is increasingly important to attain
sustainable competitive advantages for business organizations on a global basis (Bohl et al.,
1996). As the composition of workforce continues to change, companies offering better benefits
and supportive working environments are expected to gain leverage in hiring and retaining
valuable people.
QWL is a major issue for employees, and how organizations deal with this issue is of both
academic and practical significance. Therefore, it is no wonder that thousands of studies
revolved around the concept of job satisfaction, and stress as the core concepts of it. QWL and
its relationships with employee health and performance became an explicit objective for many of
the human resource policies in modern organizations (Dolan et al., 2007a, b).
A number of researchers, however, have raised concerns about the level of employee loyalty and
commitment that can be expected in an environment of less secure and shorter term employment
contracts (e.g. McClurg, 1999; Hartman and Bambacas, 2000; Gallagher and Sverke, 2005).
Organizational commitment in this context remains important because of its potential effect on
employees’ identification with the organization’s goals, the desire to retain membership with the
organization and the level of effort exerted (Meyer and Allen, 1997; Hartman and Bambacas,
2000; Jaramillo et al., 2005; Van Breugel et al.,
2005). Focusing on public universitys, organizational commitment and QWL management
approaches become crucial in order to reinforce their role in national innovation systems within
the new economy for different reasons. On the one hand, because universitys main inputs and
outputs are basically intangibles and only a small part of these are identified and very limited
instruments exist to measure and manage them, there is a main importance for measuring related
indicators in this organizations. Due to this, we decided to conduct this research and search about
the relation between these two important and effective issues on an sample organization, to
develop a new way to improve the quality of our surrounding environment. The purpose of this
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