Hossein Rhmanseresht; Sima Saghravani
Abstract
This study aims to investigate the role of organizational identity and calling orientation in predicting the affective commitment. Since, the effect of both organizational identity and calling orientation on organizational attitudes have been examined in other research works, the present study comes ...
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This study aims to investigate the role of organizational identity and calling orientation in predicting the affective commitment. Since, the effect of both organizational identity and calling orientation on organizational attitudes have been examined in other research works, the present study comes to study the impact of these construct on affective commitment as an organizational approach. For this purpose, a sample of 115 from 450 employees in a public organization was subject to distribute the questionnaire reaffirming the validity and reliability. Based on the research data, the proposed conceptual model was evaluated by conducting structural equation modeling using Lisrel v.8.8. Research results suggested a good fit to data for modified model (RMSEA=0.08) and provided empirical evidence for one of the two hypothesized paths. The results of a more detailed is that the positive impact of organizational identity on affective commitment was statistically significant (=0.47) but, the other hypothesis which considers a positive impact for calling orientation on affective commitment was not verified (=0.53). These findings recommend that the organizations' policy-makers need to facilitate the employees' commitment as a competitive advantage by considering and strengthening the factors affecting organizational identity.