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)

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.

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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.

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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

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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:

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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 affects the job attachment of the employee of Refah bank branches of the South West Azerbaijan province:

According to the table, beta value is equal to the amount 0.590 that is acceptable and almost high, (no matter how much this factor in (1) is closer to show the strong correlation between independent variables and the dependent variable) on the one hand due 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 depressed organization and job involvement is rejected. R-squared value is equal to 0.348. It indicates that %34.8 is affected by the depressed job involvement; it is the changes in the data table linear equation (4). They are as follows:

Table 4: Coefficient of regression effect Model Unstandardized Coefficients Standardized t Sig. Coefficients B Std. Error Beta

1 (Constant) 1.495 .252 5.925 .000

Oganization .566 .064 .590 8.790 .000 Depressed

Testing of third sub-hypothesis The obsession organization affects the job attachment of the employee of Refah bank branches of the South of West Azerbaijan province:

According to the table, beta value is equal to the amount 0.416; the acceptable value is rather low, (no matter how much this factor in (1) is closer to show the strong correlation between independent variables and the dependent variable). This is due to the significant level 0.001that can be concluded; it is a significant correlation. In other words, the null hypothesis of no association between the two variables obsession organization and job involvement is rejected.

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R-squared value is equal to 0.173 which indicates that 17.3 occupational attachment changes affect the organization. It is obsessed with the linear equation data table (5) as follows:

Table 5: Coefficient of regression effect Model Unstandardized Coefficients Standardized t Sig. Coefficients B Std. Error Beta 1 (Constant) 2.587 .204 12.670 .000 Obsession .297 .054 .416 5.506 .000 Organization

Testing of fourth sub-hypothesis The schizoid affects the job attachment of the employee of Refah bank branches of the South West Azerbaijan province:

According to the table, beta value is equal to the amount 0.531. The acceptable value is high (no matter how much does this factor to (1) is closer to that of the strong correlation between independent variables and the dependent variable). On the other hand, with 0.001 significant level, we can conclude that there is a significant correlation. The null hypothesis of no association between the two variables schizoid job attachment is rejected.

R-squared value is equal to 0.282, which represents 28.2% of job attachment changes. Schizoid is influenced by the data table linear equation (6) as follows:

Table 6: Coefficient of regression effect

Model Unstandardized Coefficients Standardized t Sig. Coefficients B Std. Error Beta 1 (Constant) 1.671 .270 6.187 .000 Schizoid .617 .082 .531 7.542 .000

Testing fifth sub-hypothesis The paranoid affects the job attachment of the employee of Refah bank branches of the South of West Azerbaijan province:

According to the table, beta value is equal to the amount 0.555. The acceptable value is high (no matter how much this factor in (1) is closer to show the strong correlation between independent variables and the dependent variable). On the other hand, 0.001 significant level, we

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can conclude that there is a significant correlation. The null hypothesis of no relationship between job involvement paranoid organization is rejected.

R-squared values are equal to 0.308, which represents 30.8% of changing the job involvement. It is influenced by the paranoid organization according to data from the linear equation (7) as follows:

Table (7): coefficients of the regression effect Model Unstandardized Coefficients Standardized t Sig. Coefficients B Std. Error Beta 1 (Constant) 1.785 .240 7.427 .000 Paranoid .491 .061 .555 8.026 .000

Testing of sixth sub-hypothesis Show Organization affects the job attachment of the employee of Refah bank branches of the South of West Azerbaijan province:

According to the table, beta value is equal to the value of approximately 0.720. It is high (no matter how much this factor in (1) is closer to show the strong correlation between independent variables and the dependent variable) with respect to the surface 0.00. Significant correlation can be concluded. In other words, the null hypothesis of no association between the two variables show organization and job involvement is rejected.

R-squared value is equal to 0.518 which indicates that 5.18% of the change job attachment is a demonstration organized by the increase in variable data table according to the linear equation (8) as follows:

Table 8: coefficients of the regression effect Model Unstandardized Standardized t Sig. Coefficients Coefficients B Std. Error Beta 1 (Constant) .783 .235 3.332 .001 Organization Affects .790 .063 .720 12.482 .000

Discussion and Conclusion

According to the results, the correlation coefficient is equal to the value of approximately 0.606 which is high (no matter how much this factor in (1) is closer demonstrate the strong correlation between independent variables and the dependent variable) with respect to the surface 0.001. Significant correlation can be concluded. In other words, the null hypothesis of no

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association between the two variables of organizational neuroticism and job involvement is rejected. According to Table (4), whether really it fits this pattern data, Significance is less than 5 percent test. The table is a sign that the model is right and data is fitting. Since it represents less than 5%, significance level model is fitted (Significant amount that reflects the significance level of less than 0.05 linear relationship between job involvement and organizational neurotic). R- squared value is equal to 0.367; it indicates that 36.7% of occupational attachment changes affects organizational neurotic.

Cho et al (2006) studied the relationship between job involvement and organizational commitment and reported Canadian new graduate nurses. Laschinger et al (2006) found that nurses job involvement is associated. In 2009, a study of Canadian nurses, revealed that the relationship between job satisfaction, organizational commitment, and job involvement was not wanting to leave the organization. They found that occupational attachment to their organization is the strongest reason for wanting to leave.

According to the results, the correlation coefficient is equal to 0.737 and the amount is relatively high, (no matter how much this factor in (1) is closer demonstrate the strong correlation between independent variables and the dependent variable) with respect to 0.001. Significant levels can be concluded that there is a significant correlation. In other words, the null hypothesis of no association between the two variables distressed organizations, and job involvement is rejected.

According to the results, whether it really fits this pattern data, significance is less than 5 percent test. The table is a sign that the model is right and data is fitting. Since it represents less than 5%, significance level model is fitted. The impact is anxious. Carlson et al (2004), in the positive area of work-family research, measure the level of pay, job attachment to cause positive emotions, climbing skills and the acquisition of knowledge and skills and they open up new ways to a better life .

Zarifi et al (2012) dealt with the relationship between organizational commitment and job involvement as some demographic variables of Physical Education Organization in the Islamic Republic of Iran. Student's t-test and ANOVA results showed that there is no significant difference between perception of organizational commitment with respect to demographic variables (gender, work experience and employment status), but in the perception of organizational commitment there were significant differences in educational level (P <0.05). The results also showed that perceptions of job involvement, according to demographic variables (gender, work experience, employment status, and education level) were not significantly different.

Pearson’s correlation coefficient is equal to the amount 0.590 and the amount is acceptable and almost high (no matter how much this factor in (1) is closer to show the strong correlation between independent variables and the dependent variable). On the other hand, in 0.001 significant level, we can conclude that there is a significant correlation. In other words, the null http://www.ijhcs.com/index.php/ijhcs/index Page 873

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hypothesis of no association between the two variables depressed organization and job involvement is rejected. According to Table (4-10), whether really fits this pattern data, significance is less than 5 percent test. The table is a sign that the model is right and data is fitting. Since it represents less than 5%, significance level model is fitted (significant amount that reflects the significance level of less than 0.05 linear relationship between the organization and job involvement is depressed). R-squared value is equal to 0.348; it indicates that 3.48% of the changes affecting job involvement is depressed.

Eskandari (2012) conducted a study to examine the relationship between perceived equality as organizational commitment, and job involvement among school teachers in Arsanjan city. The results showed that the relationship between the perception of equality with organizational commitment, the relationship between organizational commitment and job involvement is significant. However, it is not a statistically significant relationship among perceived equality of job involvement. Perception equality between organizational commitment and job involvement is multiple perceptions versus 14 percent of the variance in organizational commitment. Job involvement predicts 2% of the variance.

Rayegan et al (2012) in a study dealt with the relationship between quality of work life and job involvement of physical education teachers. Multiple regression analysis showed that, between QWL physical education teachers by gender, education level and work experience significant differences were observed between attachment and physical education teachers in different age groups. According to the results, it can be concluded that increased attachment to physical education teachers, principals and education experts with proper planning, hold the classroom physical education in schools as possible in standard conditions.

Pearson correlation coefficient between the two variables in accordance with the results of obsession and job involvement is equal to 0.416; the amount is acceptable and is almost down, (no matter how much this factor in (1) is closer to that of a strong correlation between independent variables and the dependent variable) with respect to the significant level of 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 obsession organization and job involvement is rejected. According to table (4-13), whether really fit this pattern data, significance is less than 5 percent test. The table is a sign that the model is right and data is fitting. Since it represents less than 5%, significance level model is fitted (significant amount that reflects the significance level of less than 0.05 linear relationship between the organization and job involvement is obsessed). R- squared value is equal to 0.173 which indicates that 1.73% affected by changes in job involvement is obsessed with organization.

Emadzadeh et al (2011) examined the relationship between job characteristics and research as emotional intelligence and job involvement in the University of Isfahan. The results showed that there is a significant relationship between job characteristics, emotional intelligence and job involvement.

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Purkyani and Amir Mohammad Nezhad (2014) conducted a study to determine the relationship between job involvement and organizational effectiveness. The results showed that there is a significant positive relationship between the correlation job attachment and component of its effectiveness.

Darre et al (2014) conducted a study on the relationship between job involvement, responsibility and their job satisfaction and burnout. The regression analysis revealed that a linear combination of the predictors of job involvement, job satisfaction and responsibility to the 31.8% of the variability criteria for burnout and emotional exhaustion as the main component predicts (R2 = 0.318 and P = 0.000). In the order of job involvement (ß coefficient = -0.35) and job satisfaction (ß coefficient = -.231) in predicting emotional exhaustion. This has had the most important role.

Savadkuhi et al (2012) in a study dealt with the relationship between neurotic organization with employees view and their mental health. No significant relationship between the dimensions of organizational neuroticism and mental health is observed. Among the six dimensions of organizational psychological damage, only "the anxious disorder" mental health was significantly able to predict. The five others had no power to predict.

Pearson correlation coefficient between the two variables, job involvement and paranoid organization are in accordance with the results. The correlation coefficient is equal to the amount 0.555; the acceptable value is high and almost, (no matter how much this factor in (1) is nearer show of solidarity (4-19)), whether really fit this pattern data, significance is less than 5 percent test. The table is a sign that the model is right and data is fitting. Since it represents less than 5%, significance level model is fitted (significant amount reflects the significance level of less than 0.05 linear relationship between job involvement and paranoid organization). Amounts equal to the square of R 0.308, which represents 30.8% of changing job involvement are affected by the paranoid variable.

Shafi Pourmotlaq and Torabi Nahad (2013) conducted a study to determine the relationship between organizational learning as anxiety, depression, and lack of job involvement of non- governmental hospital nurses therapeutic services in Isfahan. Organizational learning in reducing anxiety, depression reduction in non-interest plays an important role. Nurses must therefore be provided more than ever before bed to improve their professional level of information act.

Mardaneh et al (2015) did a research on the relationship between job involvement and organizational commitment among the staff ethics education and Nurture Management of Marvdasht city. Then, the analysis of the data showed that between job involvement and organizational ethics there are organizational commitment and organizational ethics. But there is a significant relationship with organizational commitment, job involvement and organizational ethics that can be predicted with 27 percent of the variance in organizational commitment.

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Pearson correlation coefficient between the two variables shows organization and job involvement. According to the results, the correlation coefficient is equal to the value of approximately 0.720 which is high, (no matter how much this factor in (1) shows a strong correlation between the variables closer table (4-22)). Whether really fits this pattern data, significance is less than 5 percent test. The table is a sign that the model is right and data is fitting. Since it represents less than 5%, significance level model is fitted (significant amount that reflects the significance level of less than 05.0 linear relationships between the organizations is performing job involvement). R-squared is equal to 0.518 which indicates that 5.18% of the change of job involvement in impact of the variable is displayed.

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