Vol-7, Special Issue-Number5, 2016, pp1395-1402 http://www.bipublication.com
Research Article
Considering effect of organizational identity and commitment on job
performance of staff of Guilan University of medical science regarding
mediating role of organizational citizenship behavior
Fereshteh Ebrahimzadeh and Abdolkhalegh Gholami
Department of Management, yasouj Branch,
Islamic Azad University, Yasouj, Iran
Gh.Khalegh@yahoo.com
ABSTRACT
The main goal of this research is studying the effect of organizational commitment and identity on job performance of staff of Guilan University of medical science regarding mediating role of organizational citizenship behavior. Current research is descriptive and its goal is applied and method of data collection is field and its tool is questionnaire. In current research considering statistical society are staff of Guilan University of medical science about 540 people. Regarding the whole number of statistical society and Morgan table number of sample volume are 224 people that 550 questionnaires were distributed by using simple random sampling. Finally 226 questionnaires were collected from staff and information wereanalyzed. Result showed that organizational commitment, organizational identity an organizational citizenship behavior has positive and direct effect on job performance of staff. Also occurrence of organizational citizenship behavior cansincrease severity of effect of identity and commitment of organization on job performance of staff. Organizations can increase job performance of staff by using result of this research and seeming positive effect of organizational commitment and identity and citizenship behavior and strengthening each one and lead in the direction of organizational goals.
Keywords: organizational commitment, organizational identity, citizenship behavior job performance of staff, GuilanUniversity of medical science
INTRODUCTION
Regarding history of managerial studies we find out that considering factors and variable related to staff job in organizations turns back to many years ago. Now considering and identification of effective factors on job performance is one important plans of management in total section (Wang et al, 2012). Fundamental problems resulted from weak job performance in public organization ,increase of degree of leaving work, delay in arrival and departure, wasting resources, decreasing working spirit and job satisfaction and dissatisfaction of customer. Also research in this
statistical society have shown that weak job performance of staff leads to dissatisfaction of
staff and decreasing utilization of
organization(Naghibi, 2012). Fallowing other organization in statistical society of Iran for achieving success and increasing performance in pubic educational organizations need to staff with high performance is counted as a necessary work and s counted as an important variable at its function (Fotohi, 2011). One reason that manifest importance of considering and studying job
(universities) is that through this way factors related to it like attraction, education, bringing up and keeping staff will be in better form by management of human resources and so by supporting human capital they can enhance their business and increase quantity and quality of services to customers and also decrease costs,
waste of resources (naghibi, 2012). Job
performance is called the way of doing duties and responsibilities and totally behaviors that people show about job. In other word job performance means a degree staff do jobs that is delivered to them in a distinct working condition (Rashidpour, 2010). Most researchers believes that job performance is a multi-dimensional constructor and two important cases of this dimensions are
field performance and duty performance
(Befort&Hattrup, 2012).
If an organization pay attention only to physical goals of staff and neglect spiritual goals staff in an organization tend to little performance, because their expectations are not met, when material and spiritual goals of people is paid attention by organization they try for achieving organization’s goal. Organizational commitment is not merely loyalty to an organization but it is a continuous process through which staff of an organization express their interest toward organization and its
goal (MasoudiAsl; 2012). Organizational
commitment means positive or negative attitudes of people toward the whole organization, not job
in which they work. In organizational
commitment a person has strong sense of loyalty toward an organization through which the
organization identifies itself (spangoli
Caetano,2012). Organizational commitment
includes 3 factors: 1- affective commitment 2- normative commitment 3 constant commitment. Also organizational commitment and identify develops organizational citizenship behavior and
organizational citizenship behavior is for
presenting significant advantages for the
organization that enhances performance of staff in the organization(Troena et al, 2013). In belief of troena et al(2013) organizational citizenship
behavior is another variable that can affect staff performance. Organizational citizenship behavior includes behavior that doesn’t have direct relationship with working operation but support social and mental environment in which operation is done and is important for performance of organization (Zheng, 2011). For organizational citizenship behavior d dimensions have been
considered including altruism, conscience,
forgiveness and dedication, citizenship, vitue, respect. Regarding identified subjects the main question of research is does organizational commitment and identity affect job performance of staff of Guilan University of medical science?
Research theoretical framework Job performance
Job performance mean a degree that staff do jobs that is delivered to them in a distinct working
condition; (soumendu Varna, 2012). Job
performance in an organization depends on job needs, goals and missions of an organization and believes of people toward important behaviors (Bamfort-Hatrup, 2012).Recent models of job performance know performance ad a function that emphasize separate aspects of performance. kampel et al(1999) have suggested multi-factor models of hob performance based on especial working skill of job, non-especial working skill of job, oral and written communicative skills, attempt, keeping personal discipline, facilitation of testing colleagues performance, supervision-leadership, management (Rahimnia et al, 2011). Kampel believed that in performance there is behavior and should be different from result because some factors of systems can remove results. Organizational authorities have divided performance into two dimensions of field performance and duty or technical performance. Technical performance relates with what Borman
& Montowidlo name technical core of
is different from one job to another one significantly and depends on knowledge, skills and abilities and includes distinct roles. Whereas field performance includes activities that needs accepting technical core at keeping mental and interpersonal environment. This type of activities
depends on motivations, tendencies and
personality features of a person and occasionally are written in formal way (Rahimnia et al, 2011). Organizational citizenship behaviors
Although many studies have been done in this field, there are much conflict for presenting a
comprehensive definition of organizational
citizenship behavior and is due to the reason that most research in relationship with organizational citizenship behaviors more than defining concept of nature of organizational citizenship behavior concentrate on perception of relationship between organizational citizenship behavior and other subjects and concepts (Oplatka,2013). Katz paid attention to extra-role behavior hypothesis of staff. He pointed out that in this mode staff do more attempt than what they should do by their interest and satisfaction in order to achieve organization’s input. Borman(1993) Matyildo(1997) presented another deduction related to organizational citizenship behavior entitled as “judgment performance) according which participation is done in organizational effectiveness, by creating a psychological, social and organizational fields that
facilitates duty and process activities
(Shokrshekan, 2000). Organ in 1988 presented a definition of organizational citizenship behavior that nowadays was agreed by most authorities that studied in this field. Organ defines organizational citizenship behavior:” organizational citizenship behavior includes optional behavior of staff that is not counted part of their formal duties and is not considered by formal system of organizational reward but increases degree of total effectiveness of an organization (Orang, 2011). Of course Organ shows that this definition doesn’t have sufficient explicitness because the role of a person
depends on expectation of role and
communication. Role can be presented less or
more toward real needs of job (Dyneh and Ang,
2010). mackenzie et al(1998) defined
organizational citizenship behavior as aware and volunteer behaviors of a clerk that increases effective performance of an organization separate from utilization of clerk. In another definition
Lipin&Janson(2004) defined organizational
citizenship behavior as tendency to cooperation
and being useful in organizational
environment(Zhang et al, 2011). Bolino&Turnley believe that citizenship behavior are generally at two common states firstly they are not strengthening directly and secondly they are result of specific attempts that organizations expect their staff for achieving success(Gatman, 2012).
Organizational commitment
Organizational commitment is an attitude about loyalty of staff to an organization and a constant process that through cooperation f people in organizational decision shows attention of people to an organization and success and welfare of an organization (peterson, 2013). Organizational commitment means positive or negative attitude of people toward the whole organization “not job” in which they work (Sandi-popol, 2013).Bochanan knows commitment as a kind of affective dependency to values and goals of an organization
(esmaeili; 2012). Nahmah (2009) defines
organizational commitment: attitude or dirction that relates identity of a person to the organization. counter(1998) knoes organizational commitment as tendency of social agents to force
of disloyalty to social
systems(Ozag-duguma,2012).
Commitment whereas having close relationship with concepts such as conscience, discipline and spirit is different. A) Conscience means sense of internal commitment for observing necessities that has been agreed in relationship with work. In
other word conscience, heart satisfaction,
problems, living method based on rules is called discipline that for observing those rules an external force is needed, In these conditions executors of law have only the duty of punishing criminals and those who respect rule have only done their duties C) spirit is the force that by its help a person can see himself in comparison with organization and do his duties by interest and discipline. Therefore spirit is resulted from a coordination of a person and organization (Teransar; 15:2012).
Organizational identity
The concept of identity has been firstly stated by sakertiz plot &Aristotelian and concept of organizational identity was firstly introduced by Albert and Vetin in 1985. They defined organizational identity including attitudes of members of an organization about organization (Wong & Burton, 2012).Any organization like human has an identity, identity is a set of attributes that in any person is different from another one, but organizational identity has become different from human identity through this reality that can be applied as an strategic tool at the process of implementing goals of an organization (woos,2015). Hetch(1997) say about organizational identity: organizational identity is related to experiences and ideas that members
have from organization. He says that
organizational identity is the thing that staff perceives, feel and think and is accepted as a common perception of values and explicit features of an organization. Similar with human, organizational identity is about features that discriminated organizations. The problem that differs organizational identity is that it can be made to much extent. This is inside management power that affects information that is received by internal and external group about the organization.
Albert &Whentten (1985) believe that
organizational identity A) is the thing that has been accepted by people in the organization as the main features of an organization B) that causes organization in the view of staff toward other organizations and is specific C) it has been perceived by people in the organization that without changes of goal in constant organizational environment. Three mentioned features shows that organizations with a strong identity have different main attributes of other organizations and remain for long time (Albert, 2010).
Current research is going to consider effect of commitment and organizational identity on job performance of staff of GuilanUniversity of medical science regarding mediating role of organizational citizenship behavior. Regarding identifies subjects has been shown in fig 1.
Figure 1: Conceptual Model of Research (Troena et al, 2013)
Hypothesis of this research are based on determined variables and methods of research:
H1: Organizational commitment affects
organizational citizenship behavior of staff of GuilanUniversity of medical science.
H2: Organizational commitment affects job performance of staff of GuilanUniversity of medical science.
Organizational Identification
Job Performance Organizational
Citizenship Behavior Organizational
H3: Organizational Identificationaffects organizational citizenship behavior of staff of GuilanUniversity of medical science.
H4: Organizational Identificationaffects job
performance of staff of GuilanUniversity of medical science.
H5: Organizational citizenship behavior affects job performance of staff of GuilanUniversity of medical science.
H6: Organizational citizenship behavior mediates effect of organizational commitment on job performance of staff of GuilanUniversity of medical science.
H7: Organizational citizenship behavior mediates
effect of organizationalIdentificationon job
performance of staff of GuilanUniversity of medical science.
METHODOLOGY
Regarding method this research is descriptive and correlation research that in this methodcorrelation between dependent and independent variables are shown. Regarding type of supervision and degree of control, this research is situated at field research because researcher considers variables in their natural mode. Regarding goal research are located at applied level. In current research considering statistical society are 1160 staff of
GuilanUniversity of medical science. By
considering total number of statistical society and regarding Morgan table number of sample are 290 people that 320 questionnaires were distributed
through simple random sampling. Finally 293 questionnaires were collected from staff and
informationwereanalyzed. Method of data
collection is field information and questionnaire was used as a tool. The thing that has been used for calculating validity coefficient is Cranach alpha coefficient. For inferential data analysis structural equation modeling and lisrel software are used.
Findings of research
In this section firstly descriptive analysis of data are presented and then by using structural equation modeling analysis of data and research model are done.
Descriptive findings
based on data analysis mean of score of the variable of organizational citizenship behavior in the view pf respondent was 3.8399, standard deviation 0.37912 and variance s 0.144 and obtained mean is more than expected mean(score 3). Score mean of variable of job performance in the view of respondents is 3.8565, standard deviation 0.45631 and variance is 0.208. Obtained mean is more than expected mean. Score mean of the variable of organizational commitment in the view of respondent is 3.575, standard deviation is 0.61511 and variance of respondent is 3.6351, standard deviation is 0.60559 and variance is 0.367. Obtained mean is more than expected mean.
Table 1: describing research variables
Sig. of K_S Test Mean Cronbach Alpha
Job Performance 0.615 3.8565 0/839
Organizational Identification 0.484 3.6351 0/882
Organizational Commitment 0.898 3.575 0/877
Organizational Citizenship Behavior 0.757 3.8399 0/822
Analyzing hypothesis
Figure 2: testing research model (standard mode)
In fig 3 models was shown based on meaningfulness coefficient. By using this mode we can find out meaningfulness of relationship between variables. In this mode numbers will be meaningful that are out of range (1.96 and -1.960).
Figure 3: testing research model (meaningful number mode)
Meaningfulness index and fit model
After estimating parameters for a model were written it should be determined that how much data fit with the model that is how much theoretical model issupported by data. A number of test are used for this subject that how much it describes observed relations between measuring variables. The following table defines kinds of fit meaningfulness index of model.
Table 2: meaningfulness index and fit model Fit Indices
Value Result
RMSEA
0/072 Accepted
df
2
69 / 3
Accepted
GFI
0/90 Accepted
NNFI
0/94 Accepted
NFI
0/93 Accepted
CFI
0/96 Accepted
IFI
Regarding obtained result we can say that research model is approved in the view of meaningfulness and fit index.
Direction analysis
As it is observed from output of software and standard estimation and meaningfulness numbers, table of indirect effect result of model’s variables have been calculated in the following table. Table 3: Table of direct, indirect effects and total effect on performance
Path Direct Effect Indirect Effect Total Effect
Oc OCB JP 0.17
0.48
OC JP 0.31
OI OCB JP 0.16
0.44
OI JP 0.28
OC: Organizational Commitment; OCB: Organizational Citizenship Behavior JP: Job Performance; OI: Organizational Identification
Regarding above result it is observed that effect of total organizational commitment on organizational performance is 48.0. Also total effect of organizational identity on performance is 44.0.
CONCLUSION AND SUGGESTION
Regarding research hypothesis it was
distinguished that organizational commitment,
organizational identity and organizational
citizenship behavior have positive and direct effect on job performance. Also occurrence of organizational citizenship behavior can increase effect of identity and commitment of organization on job performance. Therefore managers of Guilanuniversity of medical science by do
necessary actions should try to increase
organizational commitment, organizational
identity and organizational citizenship behavior of their staff to increase job performance of staff. Therefore regarding theoretical literature of research and questions of questionnaire and based
on table case Summaries the following
suggestions are presented:Based on first and
second hypothesis and for increasing
organizational commitment of staff the fallowing
actions is suggested: enhancing affective
connectivity in staff and involving them with goals of organizations through providing field of formation of informal groups in a company at the head of work of managers. Social communication networks in work should be improved through making system of choosing staff. Cooperation of staff in decision-making through more attention to
their viewpoint and creating and conformation of unit of communication among staff and managers
for reflecting viewpoint mutuallyAssessing
performance of staff by considering degree of commitment toward organization and quality of presenting their service for creating positive working feedback. Explaining missions, goals and special and general duties of organization and prioritizing activities of organization based on each section and organizational work unit. Deleting working barriers and emphasizing aspects that cause social values of an organization through providing field of exchanging viewpoints among staff for identification of limiting factors
and detecting values and aspect of an
organization. Creating proper system of
encouragement and punishment, for omitting discrimination and improper relations of people are working environment. Creating strong culture is one main result of strong culture that decreases placement of staff severely. Strong culture causes member of company have the same ides about the place. Such complete idea causes coherence, loyalty and creating much commitment to a company. This phenomenon cause’speople have less tendency toward leaving company and present service with high quality.
of organization in education plans and human resources of an organization. Since identity is concentrated toward inside organization thus we can say organizational identity is the thing that is made only through managers and staff of an organization. Therefore strengthening ability of management in organization in the direction of meeting needs of an organization leads to enhancing identity of an organization. Managers should by relying their managerial power manage organization in a way staff have this common sense that belong to an organization and any honor that is given to the organization is in fact an honor for them. Clarifying methods of organizational enhancement of staff, the way of paying wedges, condition of paying reward and additional work, informing staff in this case leads to ethical work and enhancing identity of staff with organization and fallowing that increasing job performance of staff.
Based on hypothesis 5-7 and for increasing organizational citizenship behavior of staff it is suggested: for promotion of type of behavior of Altruism and informing in this case, staff of doing this behavior are identified and introduced to other staff and are appreciated. Using educational plans causes facilitation of interpersonal helps among staff. Of course for developing skills of staff we can use middle education plan and job cycle. Managers can have effective step at increasing
and improving working performance and
occurrence of their citizenship behavior by empowering staff and presenting necessary education in the area of behavioral science especially organizational citizenship behavior. Managers should know that for encouraging citizenship behavior we should put direction of their reward system at group and organizational level not personal level, because by this action they show staff that for group work and development of cooperation with colleagues that its benefit return back to the whole organization they give value and reward. Development of informal mechanism like cooperative culture is a fundamental basis for strengthening citizenship
behavior at work environment. It is suggested managers of studying society beside holding educational periods with the goal of identifying organizational citizenship behavior to staff and
institutionalizing these behaviors and
strengthening fields act and regarding result proper field for changing attitude of managers about importance of area related to human resources are created and proper strategies and plans for strengthening these area should be written.
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