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

COMPARISON OF LEVELS OF ORGANIZATIONAL COMMITMENT IN

MALE AND FEMALE FACULTY MEMBERS ISLAMIC AZAD
UNIVERSITY OF KARAJ
Page | 111
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.

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

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

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,
Page | 112
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).

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

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

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,
Page | 113
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
desirable situation.
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.

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

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

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
Page | 114

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:

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

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

First hypothesis: organizational commitment the faculty members of Islamic Azad University of Karaj has
desirable situation.
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
Page | 115
hypothesis is confirmed.

Table 1: comparison of organizational commitment average of faculty members with an imaginary average
3
Significant

Degrees
of
freedom

Univariate t

Standard
deviation

Average

Component

000.0

133

21.7

487.0

12.3

Organizational
commitment

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
Degrees
of
freedom

Univariate t

Standard
deviation

Average

008.0

133

74.1

04.2

28.3

000.0

133

02.7

929.0

17.3

000.0

133

11.3

977.0

11.3

Significant

Component

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

Affective
commitment

Normative
commitment

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

Continued
commitment

The third hypothesis: between organizational commitment of male and female faculty members Islamic
Page | 116 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

Significant
level

Independent t

Standard
deviation

Average
Gender

Variables
801.0
023.0

30.3
Male

12.1
409.0

Organizational
commitment

03.3
Female

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.

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

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

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 tvalue (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
Page | 117 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
Significant
level

Independent t

Standard
deviation

Average
Gender
Variables

821.0

000.0

000.0

137.-0

49.3

98.3

09.2

24.3

Male

07.2

12.3

Female

813.0

70.3

Male

973.0

92.1

Female

00.2

38.3

Male

483.0

90.1

Female

Affective commitment

Normative commitment

Continued commitment

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
Standard
deviation
Significant
coefficient

Average

Years
of Statistical index
experience

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

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

Variables

Page | 118
000.0

43.8

70.0

81.1

1 till 5year

77.0

22.3

6 till 10year

41.0

21.3

11 till 15year

42.0

17.3

16 till 20year

03.2

94.3

21year
higher

Organizational
commitment

and

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.
Table (2-5): comparison of organizational commitment scores average the faculty members Islamic Azad
University of Karaj in terms of education
Statistical index

Significant
level

Independent t

Standard
deviation

Average
Gender

Variables

071.0

98.2

718.0
489.0

17.3
28.3

Master
degree
Organizational
commitment
Ph.D.

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.

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

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

Page | 119
Table (3-5): comparison of organizational commitment scores average the faculty members Islamic Azad
University of Karaj in terms of age
Average

Age

Statistical index

Standard
deviation
K Significant
F
coefficient
Variables

000.0

73.12

478.0

91.1

20 till 30
year

717.0

00.3

31 till 40
year

789.0

13.3

Organizational
41 till 50
commitment
year

417.0

27.7

51
year
and higher

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

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

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

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.
Page | 120

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

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

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

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
Page | 121
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.

REFERENCES
Vedadi, a. Etal(1392), " investigation the relationship between psychological empowerment and
organizational commitment (case study of tehran tax affairs offices)," journal of scientific_ research
,tax journal, vol. 21, no. 18, pp. 161_ 180.
Estrone, h. (1377): organizational commitment, management in education and training, vol .5, no. 17,
pp. 73-74.

Ismaili, k. (1380): organizational commitment, tadbir magazine, no. 112.

Ashrafi, b. (1374), "investigation of factors affecting on organizational commitment of eastern alborz
coal company staff", thesis of masters in management, tehran, modarres tarbiat University

Behravan, h., saeidi, r. (1388), "factors affecting on organizational commitment level of gas company staff
", two magazines social sciences scientific_ research, vol.6, no. 2, issn1383 -2008

Hoseineyan, sh. Et al (1386) the organizational internal factors affecting on organizational commitment
enhance of tehran police station staff
Dr.khaefeelahi,a. Et al (1393), "explaining the influence model of staff personality characteristics on their
organizational commitment regarding to the role of leadership styles", journal of scientific_ research ,
public management researches , vol.4,no.11, pp. 105_ 124.

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

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

Dr. Khodayar abeli . Etal(1392), "designing a model of collaborative management (case study: schools of
zahedan city)", journal of public management researches scientific_ research, vol. 6, no. 21, pp. 101 _
122.

Page | 122 Robbins, p., stephen (1374). Base on organizational behavior, translated by ali parsaiyan and mohammad
arabi, edition 1, publishing cultural research office in tehran.
Robbins, s.organizational behavior, parsaeiyan, a. And arabi,s.m., tehran, office of cultural research, 1378,
thirteenth edition, p. 283.
Rokninejad, m. (1386): theories and new models of organizational commitment.

Ranjbariyan, b. (1375): organizational commitment, college jornal of administrative and economic

sciences, University of isfahan, vol.10, no. 1 and no. 2, pp. 41-57.

Zarei, h.,and bakhshandeh,m.. (1393), " identify and ranking of work ethic components influencing on
organizational commitment development shahid sattari aerial University employees , journal of
human resources studies promoting scientific, vol.3, no. 11, p. 1
Sarughi, a. (1375): organizational commitment and its relationship with turnover intentions, journal of
public administration, no. 35, pp. 65-73.

Saatchi, m. Etal (1387), "investigation of the relationship between managers' job motivation, job
satisfaction and staff organizational commitment (teachers) high school of marvdasht town", a new
approach scientific_ research journal in administration management, vol.1, no. 2

Salajgheh, p. (1380): investigation affecting the influence factor on managers organizational comment in
different levels in kerman industries. Sistan and baluchistan, master thesis, kerman azad University.
Mirkamali,sm. (1391), "investigation the relation between organizational commitment and tendency
to teachers leave in school in the area of dastgardan education and training (yazd province)", journal
of leadership and educational management scientific_ research,vol.6, no. 1, pp. 127 _ 143.

Shayan jahromi, sh. Et al (1388), "investigation of the relation between organizational climate with
organizational commitment and morale of teachers' views of junior high schools in the town of
marvdasht in academic year 87_ 88 ", journal of scientific_ research the new approach in educational
management,no. 3.

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

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

Iraqi, m. (1373) investigation the relation between job satisfaction and organizational commitment in ahwaz
steel complex employees, ms thesis, unpublished, faculty of economic and administrative sciences,
University of isfahan.

Page | 123

Madani, h., zahedi, mj. (1384): priority setting factors influencing on employee commitment, journal
of irans sociology, vol. 6, no. 1.

Rezaei sophie m. Et al (1393), "the relation between organizational commitment and job burnout of physical
education teachers in east azerbaijan province," publication of contemporary researches in sport
management, no. 7.

Fatahi,m. Et al (1391), " investigation the relation between organizational commitment with demographic
characteristics in staff of disaster management and emergency medical personnel of the province",
journal of relief and rescue scientific_ research vol. 4, p. 29.

Hemmati, m. Etal(1393), "the relationship between socialization and organizational commitment among
the two organizations of volunteers and of the red crescent society youth", journal of relief and rescue
scientific_ research, vol.6, no. 1, pp. 43.
Moghimi, sm (1380). Research approach management organization, tehran: termeh publications.
Molaei, n. (1385): careerism and employees commitment: research in the iran oil national company, phd
thesis, University of allameh tabatabai.
Nasreisfahani,m. Et al (1393), "the relation between servant leadership with organizational commitment
and its components in welfare organization staff of isfahan province", journal of public administration
research scientific_ research, vol.11, pp. 105 _ 124.

Barati ,h. Etal (1388), "the relation between employees during operation commitment and their
psychological health after retirement due to the organizational influence moderating variable, journal of
scientific_ research the two journals iran occupational health ,vol.6,no.4,same,pp. 38, 41 and 43.

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