Rn098888.pdf

ISSN: 2277-5536 (Print); 2277-5641 (Online)

DAV International Journal of Science Volume-4, Issue-2, June 2015

Page | 111

COMPARISON OF LEVELS OF ORGANIZATIONAL COMMITMENT IN

MALE AND FEMALE FACULTY MEMBERS ISLAMIC AZAD

UNIVERSITY OF KARAJ

Majid Ranjbarazad1&2, Ramezan Jahaniyan2*

1. Department of Educational Management, Alborz Science and Research Branch, Islamic Azad

University, Karaj, Iran

2. Department of Educational Management, Karaj Branch, Islamic Azad University, Karaj, Iran

*Corresponding Author

ABSTRACT This study follow review and comparison level of organizational commitment in male and female faculty

members of Islamic Azad university of Karaj that implemented with comparative method of type

descriptive. For this purpose, 234 people of faculty members were selected by using the stratified random

sampling method. For measuring organizational commitment the organizational commitment questionnaire

of Meyer and Allen was used. For data analysis, frequency statistical methods, percentage, average criterion

deviation, uni-variate t tests and independent t and one-way variance analysis were used. The results

indicative differences in organizational commitment the faculty members of Islamic Azad university of

Karaj in terms of gender, education, work experience, age and normative commitment except affective

commitment

KEYWORDS: organizational commitment, effective commitment, normative commitment, continuance commitment

INTRODUCTION

Bukanan (1947) organizational commitment the kind of effective dependence and bigotry to an

organization's values and objectives stated and this dependence not through the tool values but through the

person role in relation to the values and organization goals and overall its organization self will be

presented.

In done studies about the organization, the main approach three has attracted the most attention from the

researchers. These three attitudes are: 1 - job satisfaction 2 - job involvement 3- organizational commitment

(Rokni Nejad, 1386). Organizational commitment, like organizational behavior other concepts has been

defined in different ways. The most common way of dealing with organizational commitment is considering

organizational commitment as a kind of effective dependence. According to this method, a person who is

strongly committed. Takes his identity of the organization, take part in the organization and blends with it

and enjoyed from the membership in it (Sarughi, 1375). Porter et al (1974) knows organizational

commitment the organization values acceptation and involvement in the organization are define and its

measurement criteria include motivation, willingness to continue working and organization values

adoption.



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Chatman and Oraily (1968) organizational commitment meaning support and affective continuity with an

organization goals and values, for the organization and away from its tool values (means to achieve to

other goals) are define (quoting of Ranjbariyan, 1375).

So to follow t some of researchers (Molaei, 1385) considered the organizational commitment consisting

three parts: 1. Effective commitment (challenging job, role clarity, purposes clarity, the problem of purpose,

compliance management, integration partners, organizational subordination, justice, personal importance,

feedback, participation) 2 - continuous commitment (skills, training, change the location, person

investment, capabilities achieving to job alternatives) 3. Normative or obligation commitment (normative

organizational commitment).

Organizational commitment is person connecting agent to the organization and staff show the different

problems form commitment to the organization (Allen Meyer to quote Azlka - matbula, 2004) have been

attributed to the three-dimensional separation of the organizational commitment: effective, continuous,

normative commitment

Affective commitment: affective dependency, replication and participatory that staff with organization and

its objectives have, have been defined. This type of organizational commitment is type of affective

dependency that according to it employed person takes his identification from organization and to it is sense

of belonging and affiliation and it enjoys from membership continue in it and with a strong affective

commitment dont leave the organization. Ongoing commitment: is represent desire to stay in the

organization, because of the volume non-transferable investments and lack of employment opportunities

outside the organization.

Normative commitment: is those types of opinions and personal beliefs that people have about their

organization or in words the sense of belonging to place and stay and working in organization. Represents

feeling debit and necessary to remain in the organization (Moghimi, 1380) (quoted from Ranjbariyan, 1375)

with analyze the results more than two hundred study recognized obligation creation preliminaries that pays

to description some of them:

Age: organizational commitment with person age is having positive and relative correlation. Most

researchers believe that age with arithmetic commitment receives more relation and its reason a lower

opportunity in out of current job and know cost of missing in the older ages. Meyer and Allen say that

older workers have more attitudinal commitment with their jobs because are more satisfied.

Gender: women than men are more committed to the organization, although this difference is slight. The

reason is that women for membership in organization must have behind more barriers.

Education: organizational commitment with education relation is poor and negative. This relation is further

based on the approach commitment and has not relational with arithmetic commitment. The reason for this

negative relation is educating people more expectations and their more job opportunities. ..

Years of service: due to the person investments in organization, the higher background in position or

organization causes a greater commitment but this relation is weak.

By reviewing that was done over the subject literature until 98 year by researchers (but in journals

that have entered the country), show more attention to the issue of organizational commitment, particularly

from the dependent viewpoint is. Organizational commitment is persons positive or negative attitudes to

the organization (not job) where in which engaged to work (Meyer and Allen, 61, 1993). In organizational

commitment person to the organization has a strong sense of loyalty and through it organization recognized

itself. (Estrone, 1377).



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Sheldon defines organizational commitment such: the attitude or orientation that is associated or dependent

person identity to the organization. Kanter also knows organizational commitment social agents to awarding

power and his loyalty to social systems (quoted from Ismaili, 1380).

With reviewing that was done over the subject literature until 98 year by researchers (but in journals

that have entered the country), showing more attention to the issue of organizational commitment,

particularly from the dependent viewpoint is. Organizational commitment is persons positive or negative

attitudes to the organization (not job) where in which engaged to work (miyer and alen,61, 1993). In

organizational commitment person to thr organization has a strong sense of loyalty and through it,

organization recognized itself. (Estrone, 1377).

Sheldon defines organizational commitment such: the attitude or orientation that is associated or dependent

person identity to the organization. Kanter also organizational commitment social agents to awarding power

and his loyalty to social systems know (quoted from Ismaili, 1380).

To believe Salancik commitment is the mode in human that in this person with their activities and through

these activities faith that will continue to activities and are maintained their effective participation in their

doing (quoting Sarughi, 1375). Bukanan (1947) organizational commitment the kind of affective

dependence and bigotry to an organization's values and objectives knows, mean the dependence to the

person role of in relation to the values and goals and to organization apart from its instrumental value.

(Iraghi, 1377). High definition common point is it that commitment is psychological mood that determine

person relationship with organization, decision to stay in organization or leave it implicit in it (Sarughi,

1375).

The most common way of dealing with organizational commitment is that consider organizational

commitment a kind of affective dependence. According to this method, a person who is strongly committed.

Gives him identity of the organization, take part in the organization and blends with it and enjoyed from

the membership in it (Sarughi, 1375). Chatman and Oraily (1968) organizational commitment meaning

support and affective continuity with an organization goals and values, for the its organization and away

from its tool values (means to achieve to other goals) are defined (quoting of Ranjbariyan, 1375).

Research hypotheses:

The present study sought to test five hypotheses:

1. Organizational commitment the faculty members of Islamic Azad University of Karaj is having

desirable situation.

2. Each of organizational commitment dimensions, including affective commitment, normative

commitment and continuous commitment in faculty members the Islamic Azad University of Karaj has


3. Between organizational commitment of male and female faculty members Islamic Azad University of

Karaj there is a significant difference.

4. Between each of organizational commitment dimensions (affective commitment, normative commitment

and continuous commitment) among the male and female faculty members the Islamic Azad University of

Karaj there is a significant difference.



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5. Between organizational commitments of faculty members Islamic Azad University of Karaj in terms

of age, education and job experience there is a significant difference.

METHOD

The statistical society of this study were all the full-time faculty members male and female in Islamic

Azad University of Karaj in 1393 year which among them based on Morgan sample volume determine

table, were determined the sample with volume 234 people by using compared sampling method

The case study sample was selected among the faculty members of Islamic Azad University of

Karaj. The Islamic Azad University in terms of situation, to 12 college: sciences, engineering and

technology, mechatronics, theology, physical education, sports sciences, management and accounting, law

and political science, psychology, literature and foreign languages, nursing and midwifery, veterinary

medicine, agriculture and natural resources division and then from each college selected randomly some of

faculty members. From participants in the study, 156 people(0.066.7) men teacher and 78 people (33.3%)

women teachers were. 218 people (93.2 %) of them having a degree PhD and 16 (6.8%) were masters.

21 people (9%) from case study individuals having a history under 5 years, 60 people (25.6%)

having record working between 6 till 10 years, 73people (31.2%) having record working between 11 till15

years, 55 people (23.5%) having record working between 16 till 20 years and 25 people (10.7%) having

record working over 21 years were.

52 people(22.2%) of them have age of 20 till 30 years, 52 people(22.2%) having age of 20 till 30 years,

73people(31.2%) have age of 31 till 40 years, 80 people(34.2%) having age of 41 till 50 years and 29

people(12.4%) age of over 51 year were.

According to research purpose, to investigate the organizational commitment difference among faculty

members, comparative research design the type of comparative was used. To analyze the data, one-way

analysis of variance statistical method was used.

In the present study, according to investigation the organizational commitment variables from

organizational commitment standard questionnaire that Meyer and Allen (1991) has been prepared, was

used. Questionnaire has 24-items that measures three subscales affective commitment, normative

commitment, and continuous commitment. Each subs scale is having 8 items. The questionnaire as

answered_ close and in a likert5-point scale has been prepared and adjusted. The ratings of some of the

items of the questionnaire, is reverse. In Meyer and Allen study, reliability of the questionnaire with

cronbach's alpha method has been calculated and for affective commitment 0.87, normative commitment

0.79 and for continuous commitment 0.85 has been reported. The reliability of the organizational

commitment questionnaire has been confirmed and investigated in different studied. For increasing the

questionnaire validity of the opinions of supervisors and experts has been used. And for the questionnaire

reliability verification also has been used of the cronbach's alpha coefficient calculating method. The ratio

of this coefficient has been 0.865 to organizational commitment questionnaire and shown that the desired

questionnaire has acceptable reliability.

FINDINGS

Study findings in relation to the research hypotheses are:



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First hypothesis: organizational commitment the faculty members of Islamic Azad University of Karaj has


As can be seen in table 1, the organizational commitment score average the faculty members of Islamic

Azad University of Karaj, is 3.21. Calculated t is larger than table t. Therefore organizational commitment

score of faculty members, is more than average level which is statistically significant and so the first

hypothesis is confirmed.

Table 1: comparison of organizational commitment average of faculty members with an imaginary average

3

Component Average Standard

deviation Univariate t

Degrees

of

freedom

Significant

Organizational

commitment 12.3 487.0 21.7 133 000.0

The second hypothesis: each of organizational commitment dimensions, including

Affective commitment, normative commitment and continuous commitment in faculty members the Islamic

Azad University of Karaj have desirable situation.

According to table 2 findings, the average each of the organizational commitment dimensions

(affective commitment, normative commitment and continuous commitment) faculty members of Islamic

Azad University of Karaj, respectively is 3.18, 3.24 and 3.22 and calculated t is larger than table t.

Therefore organizational commitment dimensions score of faculty members, is more than average level

which is statistically significant. The obtained results indicate that hypothesis is confirmed.

Table 2: comparison of organizational commitment dimensions of faculty members with an imaginary

average 3

Component

Average

Standard

deviation

Univariate t

Degrees

of

freedom

Significant

Affective

commitment

28.3 04.2 74.1 133 008.0

Normative

commitment

17.3 929.0 02.7 133 000.0

11.3 977.0 11.3 133 000.0



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Continued

commitment

The third hypothesis: between organizational commitment of male and female faculty members Islamic

Azad University of Karaj there is a significant difference.

Table 3 findings show that between persons opinions about the organizational commitment in

terms of gender, there is a difference. The studys results suggest that obtained t values for the comparison

of organizational commitment average between male and female in 0.05 alpha level (two-domain), from

table t-value (1.96) is larger. In other words, with 0.95 confidence can be said that between male and female

opinions in terms of organizational commitment variable there is a significant difference. Thus, above

hypothesis is confirmed.

Table 3: comparison of organizational commitment scores average in terms of gender

Statistical index

Variables

Gender Average

Standard

deviation

Independent t Significant

level

Organizational

commitment

Male 30.3 801.0

12.1 023.0

Female 03.3 409.0

The fourth hypothesis: between each of organizational commitment dimensions, including affective

commitment, normative commitment and continuous commitment among the male and female faculty

members the Islamic Azad University of Karaj there is a significant difference.

Table 4 findings show that between persons opinions about the affective commitment in terms of gender,

there is not difference. The studys results suggest that obtained t values for the comparison of affective

commitment average between male and female in 0.05 alpha level (two-domain), from table t-value (1.96)

is larger. In other words, with 0.95 confidence can be said that between male and female opinions in terms

of affective commitment variable there is no significant difference.

But results shows that between persons opinions about the normative commitment and continuance

commitment in terms of gender, there is difference.



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The studys results suggest that obtained t values for the comparison of normative commitment and

continuance commitment average between male and female in 0.05 alpha level (two-domain), from table t-

value (1.96) is larger. In other words, with 0.95 confidence can be said that between male and female

opinions in terms of normative and continuance commitment variable there is significant difference. In

other words we can say that in both variables, men have more averages and more normative and continuance

commitment in term of women. Thus, forth hypothesis is also confirmed.

Table 4: comparison of organizational commitment dimensions scores average in terms of gender

Statistical index

Variables

Gender Average

Standard

deviation Independent t

Significant

level

Affective commitment

Male 24.3 09.2

137. 0- 821.0 Female 12.3 07.2

Normative commitment Male 70.3 813.0 49.3 000.0

Female 92.1 973.0

Continued commitment

Male 38.3 00.2 98.3 000.0

Female 90.1 483.0

The fifth hypothesis: between organizational commitments of faculty members Islamic Azad University of

Karaj in terms of age, education and job experience there is a significant difference.

The table findings (1-5) show between opinions of faculty members Islamic Azad University of Karaj about

organizational commitment in terms of years of service, there is a difference. In fact research results show

that obtained f values for the comparison the average of organizational commitment role between the years

of service(1 till 5 years 6 till 10 years, 11 till 15 years, 16 till 20 years and more than 21 years) at the level

of alpha 0.05 (two_ domain) is bigger than the amount of table f. In other words, with 0.95 confidence it

can be stated that between the years of service groups opinions in about organizational commitment, there

are significant differences.

Table (1-5): comparison of organizational commitment scores average the faculty members Islamic Azad

University of Karaj in terms of years of experience

Statistical index

Years of

experience

Average Standard

deviation

F Significant

coefficient



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Variables

Organizational

commitment

1 till 5year 81.1 70.0

43.8 000.0

6 till 10year 22.3 77.0

11 till 15year 21.3 41.0

16 till 20year 17.3 42.0

21year and

higher

94.3 03.2

The table findings (2-5) show between opinions of people about organizational commitment in

terms of education, there is a difference. Research results show that obtained t values for the comparison

the average of organizational commitment in terms of education at the level of alpha 0.05 (two_ domain)

is bigger than the amount of table t(1.96). In other words, with 0.95 confidences it can be stated that between

the years of service opinions having master's degree and Ph.D. about organizational commitment variable,

there is a significant differences.


University of Karaj in terms of education

Statistical index

Variables

Gender Average

Standard

deviation Independent t

Significant

level

Organizational

commitment

Master

degree

17.3 718.0 98.2 071.0

Ph.D. 28.3 489.0

The table findings (3-5) show between opinions of faculty members Islamic Azad University of

Karaj about organizational commitment in terms of age, there is a difference. In fact research results show

that obtained f values for the comparison the average of organizational commitment role between different

ages(20 till 30 years, 31 till 40 years, 41 till 50 years, 51 years and more) at the level of alpha 0.05 (two_

domain) is bigger than the amount of table f. In other words, with 0.95 confidence it can be stated that

between the different ages groups opinions in about organizational commitment, there is a significant

differences. The obtained results based on above presented statistics in terms of three components, years of

service, education and age, indicate that hypothesis is confirmation.



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University of Karaj in terms of age

Statistical index

Variables

Age Average

Standard

deviation

F K Significant

coefficient

Organizational

commitment

20 till 30

year

91.1 478.0

73.12 000.0

31 till 40

year

00.3 717.0

41 till 50

year

13.3 789.0

51 year

and higher

27.7 417.0

DISCUSSION AND CONCLUSION

Nowadays workforce is known as the most important growth factors and the success of any

organization. This subject has been more important in organization of the Islamic Azad University, because

the teachers are considered as the most important educational system element in students teaching process

and reaching to education objectives is to a great extent largely in pledge the teachers quality. Therefore,

it is natural that benefiting from every organization of committed manpower, follow more favorable results

for the organizations. In Islamic Azad University also organizational commitment of faculty members

because to achieve better and further education goals and teachers organizational commitment is one of the

success and effectiveness factors of Islamic Azad University system and also organizational commitment

one of the effectiveness factors in motivating work is considered.

Regarding the importance and role of the organizational commitment of the faculty members in

achieving the Islamic Azad University goals, in this studied and differences between the components of



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organizational commitment have been examined. The results obtained showed that between organizational

commitment variables (affective commitment, normative commitment, continuous commitment) and

organizational commitment in terms of (gender, job experience, education, age) apart from the affective

commitment to among faculty members of Islamic Azad University of Karaj there is difference. Obtained

results of above, in accordance with the mentioned study is in the literature.

The study results of morteza rezaei sufi et al (1393), march and simon (1958), dr.ahmad ali khaefe elahi et

al (1390), dr.khodayar abili et al (1392), mark syderz et al (2003), gatam et al (2004), maryam hemmati et

al (1393), seyed mohammad mirkamaly et al (1391), shayan jahromi, shapoor amin et al (1388) also indicate

a significant difference between the organizational commitment dimensions.

Modern communities is called organizational communities, because in these communities

wherever humans live and do any work are associated with various organizations and organizations have

formed a part of daily life all people. Organizational commitment is one of the variabels that can play a

basic role in the organization's goals. Objectives of these will realize when each member of the faculty and

staff, have internal commitment and stable relatively to the objectives, strategies and accessing methods

and achieving organizational goals.

Nowadays organization and management thinkers argue that the most important and valuable organization

capital,is its human capital and attention to this valuable capital have direct effect on organizations the

failure or success process. So attempts to develop the commitment in faculty members is important that

managers should pay attention to it. People who are more committed, to the organization values and goals

are more adhere and more active will play a role in organization and act to leave organization and find a

new job opportunities less.

The present study with focuses on the examining the results and amount comparison of the organizational

commitment components between male and female faculty members of Islamic Azad University of Karaj,

can show the affective commitment, normative commitment, continuance commitment, job experience, age

and education level variables have affected on organizational commitment.

The concept of organizational commitment, implies in positive attitude that achieved of a sense of

loyalty to the organization. Done studies in this area have shown that employee commitment to the

organization valuable results will follow that faculty members of Islamic Azad University of Karaj can be

also with full awareness, loyal, and with good conscience on this subject take advantage of its result.

Overall, the results of this study shown a significant difference between organizational commitment and its

components among the faculty members of Islamic Azad University of Karaj is.

Based on the research findings, the most practical suggestion is this to preserve and enhance the

organizational commitment of teachers, University managers, should pay special attention to their behavior

and how with teachers has and equitable relations with them placed your pattern .for this purpose, should

be courses in field the organizational commitment training for managers held down . Also Islamic Azad

University officials should observe distribution the welfare facilities, salaries and wages payment, and also

upgrades and promotions of faculty members and also regulation and codification the rules and procedures

and also making decisions, justice and fair.

According to the results this research, it is better in this regard, and in direct to further strengthen

and organizational commitment homology between men and women faculty members, to be given greater

authorities to them and pay more attention to them until organizational commitment level and in result its

effectiveness in Islamic Azad University of Karaj will be risen. Most faculty members believe that in case



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respect to their thoughts and case taking consult in about University problems and justifying the decision

taken by authorities, level of organizational commitment will increase.

Management and different politics of Islamic Azad University all should strive to enhance and

create organizational commitment of faculty members. It is suggested that lectures, workshops and or

conferences be held regularly about ways to enhance and create organizational commitment in whole units

of Islamic Azad University.

In the end, it should be noted that although this research has been done among males and females

faculty members of Islamic Azad University of Karaj, but the majority of the case studied sample are

constitute males. Therefore, the obtained results are generalize more to male teachers statistical society to

female teachers. This matter is the first limitation in this study.

This study was done among faculty members Islamic Azad University of Karaj and is not generalized to

other University, therefore, suggest that other research in another University and has been done by using

tools except the questionnaire.

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