This study focuses on organizational commitment.
Although there is not a significant consensus an a specific definition
of organizational commitment, it can be defined as ”an attitude and a
mental state that shows some kind of desire, need and obligation in
order to continue the employment in an organization”.
Then different classifications of organizational
commitment are pointed out and different views of remarkable authors in
this area are mentioned. In conclusion four major factors influencing
organizational commitment are introduced as follow:
1. Personal factors: such as age, gender,
education, background of employment, a sense of relaxation, fitness to
the job, etc.
2. Job factors: job satisfaction, job
dependency, role ambiguity, role conflict, nature of the work, etc.
3. Organizational factors: perceived
organizational support, the process of socialization, organizational
culture, leadership style, the structure of communication, etc.
4. Extra- organizational factors: alternative
employment opportunities, social status of the job and the
organization, family related interests, location of the workplace, etc.
Among all above mentioned factors "leadership style"
from organizational factors has been chosen, and then different views
and classifications, as well as traditional views of modern theories
about leadership and leadership schools are pointed out . In the end a
theoretical model is suggested.
In this study leadership style at Imam Sadiq(a.s)
university, and its relationship with organizational commitment of
university personnel have been studied and finally, after testing
hypotheses, it is concluded that there is no meaningful relationship
between the leadership style of managers and the organizational
commitment of Imam Sadiq(a.s) university personnel. However, factor
such as organizational culture has a major role on the leadership style
in this university.
Organizational commitment, Affective commitment,
Normative commitment, Continuance commitment, Leadership style.