The investigation of relationship between emotional intelligence, social capital and the organizational commitment of the high schools teachers in Lamerd, Iran
1. D.r Seyed Ahmad Hashemi
PhD, Lamerd Branch, Islamic Azad University, Iran Hmd_hashemi@yahoo.com
2. Abolfazl Abbasi
M.A Student Educational Management, shiraz university, and Employee Education, Larestan. Iran A.Abolfazl1369@yahoo.com
3. Somayyeh Ghaffari
M.A, Student educational research, Islamic Azad University (IAU), Lamerd, Iran, Ghaffari_s2@yahoo.com.
Abstract
Present research investigates relationship between emotional intelligence, social capital and the organizational commitment of the high schools teachers. The statistical society of this research consists of 120 teachers of Lamerd high schools in 2012-2013. The sample determined using census method, so all of the society membership include. Data collection carried out using the questionnaire of the emotional intelligence of the Avestian (2004) with general stability coefficient %80, the questionnaire of the social capital of seyednaghavi (2010) with stability coefficient %77 and the questionnaire of the organizational commitment of porter (1974) with stability coefficient %89. The questionnaire validity confirmed by specialist as well. Data analysis carried out using the statistical methods of the correlation coefficient of Pierson and multivariate regression coefficient. The result are:
1. Emotional intelligence, social capital and organizational commitment have meaningful relationship and social capital can predict organizational commitment.
2. The variant of emotional intelligence can predict social capital significantly.In addition, the component of regulation and appraisal affection can predict the organization commitmentsignificantly.
3. The variant of social capital and the organization commitment of teachers have meaningful relationship.
Keywords: social capital, organization commitment, emotional intelligence, teachers.
Introduction
Iftheculture of commitment to accountability at organization improves, person will indicate more responsibility and if person do commitments,person will has more satisfaction and fixation, absenteeism,hypofunction and tension will reduce. Responsibilityand task commitment because of faith reinforcement will increase work ethics and will lead to optimize and rationalism logicoriented.
Organization commitment is mental and rational relationship and heartens organization goals. The existence of the different factors of the personality of environment and organizational create organizational commitment and organizational commitment is a systematic commitment.
That makes the different aspects of infrastructure of organization such as job plan,the methods of guidelines and the structure of organization.
Organizations not only apply modern technology butalso increase self-confidence and commitment and employee dependence to the organizational goals.
Today,having active and creative employee and the human capital of accountability are the most importance sources of organization (Shah gholi, 2000). Moorhead and Griffin (1996), believe that commitment is similar to job satisfaction that affect important behaviors suchas transfer and absenteeism also commitment can has several positive outcome. Accountability employee have more regularity at work,stay at organization for long time,so managers should increase commitment through employee using different methods.
Intelligent has been important subject in history because intelligent is essential that makes in individual difference through human.
Salvai and Mayer (1999), introduced the expression of emotional intelligence for first time,to answer this question,why 2persons with equal intelligent quotient (IQ) can obtain different level of achievement and happiness.
Emotional intelligence includes awareness, regulation and correct expressing the group of emotions,so cognition ability,expressing and control of this emotions is one of the important dimension ofemotional intelligence and lack of person ability makes irregularities for person(Shah moradlo,2005).
In relation to this subject Salvai and Mayer (1998), express that having emotional intelligence can improve many Performances behavior person suchas job performances. Emotional intelligence is main predictor in the improvement of person performances at the different of aspects of infrastructure of life (Extermera, Fernandz,2005).
Emotional intelligence as the collection of non-cognitive ability, affect knowledge , skill and the ability of successful face different environmental condition. Emotional intelligence is collection of abilities suchas self-awareness self-regularize, empathy,the motivation of self and social skillsthat affect performances behavior of person and improve commitment and performances behavior employee at organizational environments(Golman,1995), so the essential factor of organizational commitment is emotional intelligence.Social capital has importance role in comparison with physical and human capital in societies, so without social capital another capitols haven’t influence. Today we need to social capital in order to develop because without this capital,another capitals will not use(Alviri,2004).
Fockyama (1999), carried out wide researches about the role of trust at organizations and resulted that the trust and shared ideal make and protect organizations. Stargs (2010), believes that social capital needs to more researches to clarify the effect of social capital performance organizational,so social capital has important role in the development of human resource at organizations or employee need to an environment to that gives them to motivation of growth and development.Social capital makes this environment (Vovter, 2005).
According explanation above the essential factor of the improvement of employee social capital is managersemotional intelligence. In following we express the researches are carried out about this subject. Rastoy (2009), researched relation between emotional intelligence and the self-effectiveness of 120 organizational employee and the result of research indicated that emotional intelligence and the performance of organization employee have positive and meaningful relationship. Gazda research (2008), with subject the factors role of cognitive population and psychological on organizational productivity indicated emotional intelligence predict employee productivity. Sholterz, Barbara, Cocer, Comicava, Cedir (2009), in their research realized emotional intelligence improves the job performance of employee. Sy (2006), in his research on 400 different organizations employee realizes people with high emotional intelligence have independence and happiness at job and have better performance. They are more optimistic and have low resistance against stress. Tomas (2009), in his research indicated that emotional intelligence and job performance have positive and meaningful relationship. Amir khani ,Pour ezat (2009), in an article with subject “Deliberation on social capital development in influence of organizational justice at public organizations" indicated that employee perceived about organizational justice has positive and meaningful relationship with social capital organization and justice perceived at organization extremely affect the formation of social capital. Jajrody Imani, Hossein (2002), in studywith subject"social capital and urban management" with 3 research are carried out in Italy, Germany, US proved social capital is useful to solve the problems of urban development. The result of Akbari,Movayed far, Deliri (2007), experimental research indicated that the higher level of social capital improve development indexes and the increase of development degree will improve group communication based on trust (social capital) in society. Present researchinvestigatesthe relation betweenemotional intelligence and social capital and the organizational commitment of the high school teachers in Lamerd.
Research hypothesizes
1. There is a meaningful relationship between emotional intelligence and social capital of teachers
2. There is a meaningful relationship between the components of emotional intelligence and organizational commitment
3. the components of emotional intelligence can predict theorganizational commitment of teachers
4. There is a meaningful relationship between organizational commitmentand social capital
5. social capital can predict organizational commitment meaningfully
Research method
According to subject and goals, the method of research is descriptive from kind of correlation. The statistical society of this research consists of the 120 teachers and managers of Lamerd high school in 2012-2013. The sample determined using the census method.Data collection carried out using the questionnaire of the emotional intelligence of the Avestian (2004), with general stability coefficient %80, the questionnaire of the social capital of seyednaghavi (2010), with stability coefficient %77 and the questionnaire of the organizational commitment of porter (1974) with stability coefficient %89. The questionnaire validity confirmed by specialist as well. Data analysis carried out using the statistical methods of the correlation coefficient of Pierson and multivariate regression coefficient.
Research finding
Hypothesis 1: There is a meaningful relationship between emotional intelligence and social capital of teachers.
Hypothesis 1: using the statistical method of multivariant regression investigatedand determinedrelationship between variant and the matrix of correlation between variant. The result is given on table 1, 2 and 3.
Table1: correlation matrix between emotional intelligence, social capital andorganizational commitment
According to table above can realize that Coefficient of correlation are meaningful betweenemotional intelligence, social capital andthe organizational commitment of teachers in significant level(0.0001).
Table2: The analysis of variance and the statistical indexes of regression betweenemotional intelligence, social capital andthe organizational commitment
Quantity F equal (4.22) in (0.0001) level is meaningful and acceptable Significant level is less than 0.05, so can result that the predictor variable (emotional intelligence, social capital) can predict Criterion variant (organizational commitment). Coefficient of determination(0.28) shows Predictor variable can predict 28 percent of the changes of organizational commitmentvariant. The ability of Predictor variable to predictCriterion variant investigated using BetaCoefficient and the result are given in table 3.
Table3: BetaCoefficient and Significant levelbetweenemotional intelligence, social capital andthe organizational commitment
The result of table 3 according to significant level show that the Beta quantity of social capital is meaningful and indicate that social capital can predictorganizational commitment significantly.
The equation of regression line based on Beta quantity is:
X1: social capital
Y=. /405 (X1)
Hypothesis 2: There is a meaningful relationship between the components of emotional intelligence and organizational commitment
Table4: correlation matrix between the components of emotional intelligence and organization Al commitment
According to table 4 can result Coefficient of correlation in relation to all of emotional intelligence components in 0.0001 are meaningful.
Table 5: The analysis of variance and the statistical indexes of regression between emotional intelligence and the organizational commitment
Quantity F equal (4.17) in (0.0001), level is meaningful and acceptable Significant level is less than 0.05, so can result that the predictor variable (emotional intelligence, social capital) can predict Criterion variant (organizational commitment). Coefficient of determination (0.23) shows Predictor variable can predict 23 percent of the changes of organizational commitment variant.
Hypothesis 3:the components of emotional intelligence can predict the organizational commitment of teachers
The ability of the components of emotional intelligence to predict Criterion variant investigated using Beta Coefficient and the result are given in table 6.
Table6: Beta Coefficient and Significant level Between the components of emotional intelligence and the organizational commitment of teachers.
The result of table 6 according to significant level show that the Beta quantity of Affections regulation and appraisal are meaningful and indicate these 2 components can predict organizational commitment.
The equation of regression line based on Beta quantity is:
X1: Constant quantity
Y= 386/. (X1)
X2: appraisal
Y= 431/. (X2)
Hypothesis 4: There is a meaningful relationship between organizational commitment and social capital
Table 7: correlation matrix between social capital and organizational commitment
According to table 7 can result between social capital and the organizational commitment of teachers in 0.0001 level are meaningful.
Table8: The analysis of variance and the statistical indexes of regression between social capital and the organizational commitment of teachers
Quantity F equal (7.31) in (0.0001) level is meaningful and acceptable Significant level is less than 0.05, so can result that the predictor variable (social capital) can predict Criterion variant (organizational commitment). Coefficient of determination (0.38) shows Predictor variable can predict 38 percent of the changes of organizational commitment variant.
Hypothesis 5: social capital can predict organizational commitment meaningfully
The ability of social capital to predict Criterion variant investigated using Beta Coefficient and the result are given in table 9.
Table 9: Beta Coefficient and Significant level between the components of organizational socialized and productivity
The result of table 9 show that the Beta quantity of social capital is meaningful and indicate that social capital can predict organizational commitment significantly.
The equation of regression line based on Beta quantity is:
X1: social capital
Y= 532/. (X1)
Conclusion
Present research determines relationship between emotional intelligence, social capital and organizational commitment that their results are:
Coefficient of correlation between emotional intelligence, social capital and organizational commitment in significant level (0.0001) are meaningful. It indicates emotional intelligence, social capital and organizational commitment have meaningful relationship. Quantity F equal (4.22) in (0.0001) level is meaningful and acceptable Significant level is less than 0.05, so can result that the predictor variable (emotional intelligence, social capital) can predict Criterion variant (organizational commitment). Coefficient of determination (0.28) shows Predictor variable can predict 28 percent of the changes of organizational commitment variant. Quantity F equal (4.17) in (0.0001) level is meaningful and acceptable Significant level is less than 0.05, so can result that the predictor variable (emotional intelligence, social capital) can predict Criterion variant (organizational commitment). Coefficient of determination (0.23) shows Predictor variable can predict 23 percent of the changes of organizational commitment variant. Beta quantity of Affections regulation and appraisal are meaningful and indicate these 2 components can predict productivity. The result of his research are in accordance with the result of Gazda (2008), codier, kamikawa, Barbara, kookier (2009), Shultz(2009), sy(2006), Thomas(2009) researches. social capital and the organizational commitment of teachers have meaningful relationship insignificant level(0.0001).also Quantity F equal (7.31) in (0.0001) level is meaningful and acceptable Significant level is less than 0.05, so can result that the predictor variable (social capital) can predict Criterion variant (organizational commitment). Coefficient of determination (0.38) shows Predictor variable can predict 38 percent of the changes of organizational commitment variant. The result of his research are in accordance with the result ofSeyednaghavi ,Baharlo(2009), Pour kiani, Nikoi,Najafi(2011), Amirkhani, Pourezat(2009) researches.
كلام اول 
موضوع: مقالات چاپ شده در مجلات خارجي ISC
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تاريخ: 13 مرداد 1393
بازديدها: 1458
