International Journal of Nonlinear Analysis and Applications

Presenting a model for the organizational identity of the cultural heritage, tourism and handicrafts organization of Tehran Province

Articles in Press

Document Type : Research Paper

Authors

1 Department of Cultural Management, North Tehran Branch, Islamic Azad University, Tehran, Iran

2 Department of Cultural Management, Yadegar-e-Imam Khomeini (RAH) Branch, Islamic Azad University, Iran

3 Department of Cultural Management and Planning, North Tehran Branch, Islamic Azad University, Tehran, Iran

4 Department of Public Management, North Tehran Branch, Islamic Azad University, Tehran, Iran

10.22075/ijnaa.2024.32555.4843

Abstract

The current study has presented the organizational identity model of the Cultural Heritage, Tourism, and Handicrafts Organization of Tehran Province. This is a mixed-method (combination of qualitative and quantitative methods) and applied type of research. In the first stage, the qualitative approach was used. The statistical population in the qualitative part includes the faculty members of the Cultural Management Department and executive experts of the Cultural Heritage, Tourism, and Handicrafts Organization of Tehran Province. In addition, 20 scientific and academic experts in culture and politics were also used. The research materials included researcher-made coding sheets, whose validity was confirmed by the members of the Delphi group, and reliability was calculated with the P-Scott criterion as 0.95. The statistical population in the second stage of the research study are the employees of cultural organizations and institutions, which are about 250 people. Based on Cochran's formula, the sample size was estimated to be 160 people. After collecting the data, the data were analyzed at two descriptive levels using statistical indicators (like frequency, percentage, and average); the inferential level of confirmatory factor analysis was run using Spss 22, Lisrel 8.54, and Excel. The results indicated that the factors related to the organizational identity model of the Organization of Cultural Heritage, Tourism and Handicrafts of Tehran Province were placed in the form of 13 categories and five dimensions of critical factors (organizational identity of employees), causal conditions, contextual conditions, intervening conditions, strategies, and consequences. Besides, it showed that among the dimensions of the organizational identity model of the Organization of Cultural Heritage, Tourism and Handicrafts of Tehran Province, the dimension of causal conditions with an average of (0.90) has the most significant impact and the dimension of consequences with an average of (0.53) has the most negligible impact on the organizational identity of the Organization of Cultural Heritage, tourism and handicrafts of Tehran province.

Keywords

[1] R. Abbaspour, Predicting organizational health based on the personality characteristics and mental health of managers, Master’s thesis, School of Educational Sciences and Psychology, Islamic Azad University, Maroodasht Branch, 2011.
[2] A. Alam and M. Asim, Relationship between job satisfaction and turnover intention Int. J. Human Resource Stud. 9 (2019), no. 2, 163.
[3] A. Averin, I. Pogodina and V. Manokhin, Encouraging citizen adoption of e-governance–a way to reduce corruption, Int. Sci. Practic. Conf. “Russia 2020-a new reality: economy and society” (ISPCR 2020), Atlantis Press, 2021, pp. 13–16.
[4] C.A. Bartel, Social comparisons in boundary-spanning work: Effects of community outreach on members’ organizational identity and identification, Admin. Sci. Quart. 46 (2001), no. 3, 379–413.
[5] P. Bockerman, P. Ilmakunnas, and E. Johansson, Job security and employee well-being: Evidence from matched survey and register data, Labour Econ. 18 (2011), no. 4, 547–554.
[6] G. Charness, R. Cobo-Reyes, N. Jimenez, J.A. Lacomba, and F. Lagos, Job security and long-term investment: An experimental analysis, Eur. Econ. Rev. 95 (2017), 195–214.
[7] J.P. Cornelissen, S. Alexander Haslam, and J. MT Balmer. Social identity, organizational identity and corporate identity: Towards an integrated understanding of processes, patterns and products, Br. J. Manag. 18 (2007), 1–16.
[8] S. Davis, Managing Corporate Culture, Morvarid Publications, Tehran, 1997. [In Persian]
[9] E. Farghani and M. Arabshahi, The effect of strategic human resource management on job satisfaction, rule-breaking and employees’ commitment according to the moderating role of servant leadership (Case study: Branches of Ayande Bank in Mashhad), 13th Int. Res. Conf. Manag. Econ. Dev., 2022, pp. 5–18.
[10] T. Farooq Abbasi, Impact of work overload on stress, job satisfaction, and turnover intentions with moderating role of Islamic work ethics, Manag. Stud. Econ. Syst. 2 (2015), no. 1, 27–37.
[11] J.B. Fuller, K. Hester, T. Barnett, L. Frey, C. Relyea, and D. Beu, Perceived external prestige and internal respect: New insights into the organizational identification process, Human Rel. 59 (2006), no. 6, 815–846.
[12] F. Ganji and F. Ganji, The role of goal orientation and moral identity in the management of organizational learning of employees of the physical education organization of the Islamic Republic of Iran, Third Int. Conf. Dev. Promot. Human. Manag. Society, 2021, pp. 20–28.
[13] A. Ghasemzadeh, S. Maleki, and H. Habibi, The role of team identification and organizational identification on job performance and social responsibility, Public Organ. Manag. 2 (2014), no. 4, 95–110.
[14] M.J. Hatch, Organisasjonsteori-Moderne, Symbolske og Postmoderne Perspektiver, Abstrakt forlag, 2001.
[15] J. Hezarjaribi, The study of feeling social justice and effective factors on it, J. Appl. Soc. 22 (2011), no. 3, 41–62.
[16] L. Hunefeld, S. Gerstenberg, and J. Huffmeier, Job satisfaction and mental health of temporary agency workers in Europe: A systematic review and research agenda, Work Stress 34 (2020), no. 1, 82–110.
[17] S. Hussain and S. Hanif Soroya, Exploring the factors affecting job satisfaction of paraprofessional staff working in University Libraries of Pakistan, Library Rev. 66 (2017), no. 3, 144–162.
[18] K. Ismayilova and R.M. Klassen, Research and teaching self-efficacy of university faculty: Relations with job satisfaction, Int. J. Educ. Res. 98 (2019), 55–66.
[19] W. Jabid Abdullah and D. Herman, Relationship between job characteristics and organizational commitment with job satisfaction as mediating variable: A study at conventional banks in ternate, Econ. Bus. 2 (2019), no. 20, 36–45.
[20] L. Jiang, S. Hu, K. Naswall, S.L. Bohle, and H.-J. Wang, Why and when cognitive job insecurity relates to affective job insecurity? A three-study exploration of negative rumination and the tendency to negative gossip, Eur. J. Work Organ. Psycho. 29 (2020), no. 5, 678–692.
[21] M. Kamkar, S.H. Atashpour, S.R. Atashpour, and M. Salasar, Sick Organizations, Isfahan: Mohebban Publishing House, 2006. [In Persian]
[22] Y.P.S. Kanwar, A. Singh, and A. Deo Kodwani, A study of job satisfaction, organizational commitment and turnover intent among it and its sector employees, Vision 16 (2012), no. 1, 27–35.
[23] H. Kurd, Investigating the relationship between the type of employment contract and job performance and job security in the national oil products distribution company of Golestan region, Master’s thesis, Islamic Azad University, Shahrood branch, 2017.
[24] Y.H. Lee and P. Chelladurai, Emotional intelligence, emotional labor, coach burnout, job satisfaction, and turnover intention in sport leadership, European Sport Management Quarterly, 18 (2018), no. 4, 393–412.
[25] F. Lievens, G. Van Hoye and F. Anseel, Organizational identity and employer image: Towards a unifying framework, British J. Manage. 18 (2007), S45–S59.
[26] L. Loan, The influence of organizational commitment on employees’ job performance: The mediating role of job satisfaction, Manag. Sci. Lett. 10 (2020), no. 14, 3307–3312.
[27] G. Lowe, Organizational health: Putting the pieces together, Benefit Canada 29 (2005), no. 7, 125–138.
[28] H. Mahmoudi and S. Abedini, Investigating the impact of effective factors on organizational identity and determining the impact of organizational identity on organizational commitment and organizational citizenship behavior of employees of Shahid Beheshti University of medical sciences and health services, Fourth Nat. Conf. Manag. Account. Econ. Emphasis Region. Glob. Market., Tehran, Shahid Beheshti University, 2018, pp. 35–45.
[29] Z. Mohammadzadeh, H. Rahman Seresht, and A. Kooshazadeh, The effect of affective and cognitive trust in leadership on organizational identity: the mediating role of trust in the organization, J. New Approach. Educ. Admin. 4 (2012), no. 3, 1–20.
[30] M. Mousavi Naeni, Designing a model for predicting organizational citizenship behavior based on job security and organizational commitment and the moderation role of personality traits,, Master’s Thesis in General Psychology, Allameh Tabatabai University, 2018.
[31] K. Na-Nan, S. Kanthong, J. Joungtrakul, and I.D. Smith, Mediating effects of job satisfaction and organizational commitment between problems with performance appraisal and organizational citizenship behavior, J. Open Innov.: Technol. Market Complex. 6 (2020), no. 3, 64.
[32] A. Nasr Isfahani and T. Aghababapoor Dehkordi, A study of the relationship between organizational identity and organizational silence among employees of the University of Isfahan, J. Appl. Soc. 24 (2014), 18–32.
[33] S. Nelson, N. Dewiana, S. Didi, S. Ardian, A. Masduki, Y. Yayah, S. Joko, and F. Ahmad, The relationship of transformational leadership, organizational justice and organizational commitment: a mediation effect of job satisfaction, J. Critic. Rev. 19 (2020), no. 7, 125–140.
[34] J. Olfati, A. Rahmani, and A. Bbasi Sfajir, The effect of organizational justice and organizational identity on organizational commitment, Politic. Sociol. Iran 5 (2022), no. 4, 1136–1148.
[35] S. Omidvar, F. Jafari, and H. Omidvar, Investigating the relationship between organizational identity and job security and job enthusiasm of primary school teachers in Zarqan city, Second Int. Conf. Educ. Sci. Psycho. Counsel. Educ. Res., Tehran, 2019, pp. 10–35.
[36] A. Puusa, Conducting research on organizational identity, EJBO-Electronic J. Bus. Ethics Organ. Stud. 2006 (2006) 21–58.
[37] H. Rahman Seresht and M. Farhadinejad, A review of the relationship between organizational identity and organizational commitment, Bimonth. J. Human Resour. 2 (2010), no. 11, 12–29.
[38] M. Rezae, M.N. Imani, and K. Mohammad Khani, Identification and ranking of effective factors on job security of the faculty of universities with emphasis on autonomy of Islamic Azad University, J. New Approach. Educ. Admin. 11 (2020), no. 44, 153–180.
[39] S. Sanyal, M.W. Hisam, and Z.A. BaOmar, Loss of job security and its impact on employee performance: A study in sultanate of Oman, Int. J. Innov. Res. Growth 7 (2018), no. 6, 204–205.
[40] S.R. Seyed Javadin, M.M. Faraahi, and G. Taheri Attar, How different dimensions of organizational justice affect the different dimensions of job and organizational satisfaction, J. Bus. Manage. (Management Knowledge) 1 (2008), no. 1, 55–70.
[41] M.K. Shoss, Job insecurity: An integrative review and agenda for future research, J. Manag. 43 (2017), no. 6, 1911–1939.
[42] A. Sohrabi, K. Hasanzadeh, and Z. Molavi, Role of organizational bullying in psychological characteristics of a job (job engagement, stress and job insecurity) case of selected branches of a bank in Qom province, Manag. Res. Iran 22 (2021), no. 3, 159–179.
[43] A. Soleimani, H. Samavatyan, and A. Nouri, The relationship between job security and organizational support with the accidents at the province of Isfahan’s gas company: The moderating role of demographic factors, J. Safety Promot. Injury Prevent. 5 (2017), no. 1, 15–24.
[44] M. Soleman, A. Armanu, S. Aisjah, and S. Sudjatno, Islamic job satisfaction, organizational commitment, and intention to leave: Moderating role of Islamic work ethics, Manag. Sci. Lett. 10 (2020), no. 6, 1359–1368.
[45] G. Tabarsa, A. Rezaian, A. Hadizadeh Moghadam, and A. Khalqani, Evaluation of the mediating role of perception management in the relationship between organizational identity and organizational image, Nat. Conf. Appl. Res. Ind. Manag. Engin., Tehran, Rahnama Non-Profit Higher Education Institute, 2018, pp. 53–71.
[46] M. Tavakoli, F. Hadinejad, and P. Jahanbin, Investigating the relationship between organizational identity and job performance of military organizations personnel (case study: Staff of a Military University), Military Sci. Tacti. 16 (2020), no. 52, 5–28.
[47] P. Vermeir, S. Blot, S. Degroote, D. Vandijck, A. Mariman, T. Vanacker, R. Peleman, R. Verhaeghe, and D. Vogelaers, Communication satisfaction and job satisfaction among critical care nurses and their impact on burnout and intention to leave: A questionnaire study, Inten. Critic. Care Nurs. 48 (2018), 21–27.
[48] R.L. Volpe, S. Mohammed, M. Hopkins, D. Shapiro, and C. Dellasega, The negative impact of organizational cynicism on physicians and nurses, Health Care Manag. 33 (2014), no. 4, 276–288.
[49] W. Wang, Y. Wang, Y. Zhang, and J. Ma, Spillover of workplace it satisfaction onto job satisfaction: The roles of job fit and professional fit, Int. J. Inf. Manag. 50 (2020), 341–352.
International Journal of Nonlinear Analysis and Applications

Articles in Press, Corrected Proof
Available Online from 17 March 2024
  • Receive Date: 04 December 2023
  • Accept Date: 18 February 2024