The Effect of Organizational Neuroticism on Job Attachment of Refah Bank’S Employees (Case Study: Refah Bank’S Employees of the South of West Azerbaijan Province)
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Volume 2 Issue 3 INTERNATIONAL JOURNAL OF HUMANITIES AND December 2015 CULTURAL STUDIES ISSN 2356-5926 The Effect of Organizational Neuroticism on Job Attachment of Refah Bank’s Employees (Case Study: Refah Bank’s Employees of the South of West Azerbaijan Province) Saleh Yasamani Department of Public Administration, Mahabad Branch, Islamic Azad University, Mahabad, Iran Mehdi Imani* Department of Public Administration, Mahabad Branch, Islamic Azad University, Mahabad, Iran Abstract The aim of this study is to evaluate the effect of organizational neuroticism on job attachment of branches in the Refah bank of the southern west of Azerbaijan province. The population of staff welfare bank branches was 170 people. The research methodology applied is descriptive- correlation. Also, a standard questionnaire was used to collect data. Validity, approved by supervisors and a number of professors of management and reliability, was confirmed by Cronbach's alpha. To analyze the data, the Kolmogorov-Smirnov test and linear regression were used. The results showed that 95% level of organizational neuroticism (anxious, depressed, dramatic, obsessive, paranoid and schizoid) is positive. The branches of Refah bank have significant effect on job involvement. Keywords: Neurotic Organization, Job Involvement, Bank. http://www.ijhcs.com/index.php/ijhcs/index Page 866 Volume 2 Issue 3 INTERNATIONAL JOURNAL OF HUMANITIES AND December 2015 CULTURAL STUDIES ISSN 2356-5926 Introduction Evidence of organizational studies shows that as humans can experience mental health disorders, the risk of these diseases. Organizations with mental disorders and neurotic conditions return many contradictions and conflicts (Fasl, 1990), which represents a serious threat to organizational health and effectiveness of managers over time for burnout, sabotage and organizational problems (Abdullahi, 2009). For example, Bite (2000) shows that inhibition of learning and performance is known to cause anxiety for organizations (Baruch Vlambrt, 2007). Poor communication, lack of visionary leadership, lack of motivation and lack of healthy competition in the organization are warning signs of psychological damage. Many serious organizational performance and leadership have been identified through pathology (Goldman, 2006). Some organizations within the context of recognizing and preventing negative effects have purposefully tried people in poor mental health, job satisfaction and pressure. These organizations have been named as healthy organizations (Currid, 1994). But organizations that have psychological damage in this study due to their emphasis on psychological disorders have been considered as patient organizations, which in practice have failed to create such desirable situation (Kets and Miller,1986). No doubt, job pressures result into organizational diseases and irreversible harm to the mental health of imports (Savadkuhi, 2011). Today, many organizations and employees have troubled psychological factors such as faulty judgment, irritability; anxiety, anger and inability to concentrate suffer (Carlson, 2004). Adverse psychological atmosphere caused disease and infected the organization. Thus both the concept of health and organizational issues in the focus of attention and psychological look to organizations and mental health organizations have always had more attention (Ketz and Miller, 1986). Job involvement is the amount of job identification and performance that gives something important for their value (Robbins & Kobter, 1999). In general, job involvement affects both the individual and the organization. In terms of organization, job involvement as a key to unlock motivation is to increase production. In terms of individual employees job involvement is the key to motivation, performance, personal growth and satisfaction in the workplace (Laschinger, 2006). Several factors such as personal characteristics and social factors affect jobs and situational factors in job involvement. One factor is the impact of organizational neuroticism. Kets and Miller (1984) for the first time in the field of behavioral styles in the collection of organizational and work environment introduced and used the term neurosis and neurotic organizations. In view of these two researchers neurotic unconscious disorders will make the general organization patient. http://www.ijhcs.com/index.php/ijhcs/index Page 867 Volume 2 Issue 3 INTERNATIONAL JOURNAL OF HUMANITIES AND December 2015 CULTURAL STUDIES ISSN 2356-5926 Certain neurotic signs are expressed by most of members of organizations. These symptoms include complaints of failure, anxiety, low self-esteem and a sense of disability. People do not feel that these skills can be used, so that members feel no effectiveness and are looking for ways to escape from work. These include going to vacation, sick leave and so on. Members of the neurotic lay more blame on others; they do not accept responsibility for their actions. Their conversations reveal their incompetence. So the main question is: What is the effect of organizational neurotic attachment area of the southern of West Azarbaijan province job Refah bank branches? Methods The method that has been conducted in this field is descriptive - correlation. The research studies a sample of 170 employees. To measure organizational neuroticism, a questionnaire containing 40 questions in five-item Likert scale is used. To measure job involvement, we opted for job involvement questionnaire (Kilpatrick Edwards, 2007), which contains 12 questions in Likert scale. It should be noted, however, that this is a standard questionnaire validity and reliability which have been assessed by researchers for accuracy in data collection. Validity as stated by experts in management and reliability by Cronbach’s alpha was 0.79. We analyze, classify and summarize descriptive data on software and descriptive statistics including frequency, percentage, tables, graphs, mean scores and standard deviations. To test hypotheses of the Kolmogorov-Smirnov test, Pearson and regression were used. Results Kolmogorov – Smirnov Test According to the Kolmogorov-Smirnov if the significance level for all independent and dependent variables is larger than the surface of the test (0.05) the distribution of data is normal. Table 1. Results of Kolmogorov-Smirnov test Organizational Job Anxio Depress Drama Obse Para Schizo Neuroticism Attachm us ed tic ssive noid id ent N 170 170 170 170 170 170 170 170 Mean 3.2586 3.8650 3.8648 3.6811 3.6824 3.2771 3.6901 3.6628 Std. Deviation .53049 .64249 .69660 .86228 .61681 .58326 .53963 .57614 Kolmogorov-Smirnov Z 1.200 .903 .809 1.108 1.017 1.089 .916 .631 Asymp. Sig. (2-tailed) .060 .389 .529 .172 .201 .186 .371 .821 When investigating the normalization of data, we test null hypothesis that the data is normally distributed when based on the level of 5%. So if the statistic error level is greater than or equal to 0.05, the reason to reject the null hypothesis would not exist. In other words, the data is normally http://www.ijhcs.com/index.php/ijhcs/index Page 868 Volume 2 Issue 3 INTERNATIONAL JOURNAL OF HUMANITIES AND December 2015 CULTURAL STUDIES ISSN 2356-5926 distributed. The above table indicates that data distribution is normal and should use the parametric tests to test the linear regression between the dependent and independent variables. Main Hypothesis Testing Organizational neuroticism affects the job attachment of the employee of Refah bank branches of the South West Azerbaijan province: According to Table 2, beta value is equal to the value of approximately 0.606; it is high (no matter how much this factor in Table 1) closer to show the strong correlation between independent and the dependent variables) with respect to the significant level 0.001.It can be concluded that there is a significant correlation. In other words, the null hypothesis of no association between the two variables of organizational neuroticism and job involvement is rejected. R-squared value is equal to %0.367; it indicates that 36.7 occupational attachment changes affect organizational neurotic linear regression equation for the data in Table 2: Table 2: coefficient regression effect Model Unstandardized Coefficients Standardized t Sig. Coefficients B Std. Error Beta 1 (Constant) 1.580 .230 6.855 .000 Organizational .566 .062 .606 9.164 .000 neuroticism Testing of first sub-hypothesis The stressed organization affects the job attachment of the employee of Refah bank branches of the South West Azerbaijan province: Table 3 beta value which is equal to the value of approximately 0.737 is high (no matter how much this factor in (1) is closer to show the strong correlation between dependent and the independent variables) with respect to the surface 0.001. Significant correlation can be concluded. In other words, the null hypothesis of no association between the two variables distressed organizations, and job involvement is rejected. R-squared value is equal to 0.543. It indicates that 54.3% occupational attachment changes affect the organization linear equation according to data from Table 3 as follows: http://www.ijhcs.com/index.php/ijhcs/index Page 869 Volume 2 Issue 3 INTERNATIONAL JOURNAL OF HUMANITIES AND December 2015 CULTURAL STUDIES ISSN 2356-5926 Table 3: coefficient regression effect Model Unstandardized Coefficients Standardized t Sig. Coefficients B Std. Error Beta 1 (Constant) .574 .239 2.399 .018 Organization .842 .064 .737 13.128 .000 Stressed Testing of second sub-hypothesis The organization depressed