The Effect of Perceived Social Value on Super Ego Performance in Guilan Technical & Vocational Organization

Document Type : Research Article

Authors

1 MSc of Public Administration, Payame Noor University, Rasht, Guilan, Iran

2 Assistant Professor, Department of Public Administration, Payame Noor University, Tehran, Iran

Abstract

Nowadays, super ego performance is an extra-role behavior in two dimensions including consciousness oriented performance to their organization (commitment) and co- workers. It is a vital variable to increase organizational performance in current organizations. The purpose of this study was to investigate the effect of perceived social value on super ego performance in Guilan technical & vocational organization. This study is an applied research and in terms of method it is a descriptive and correlation research. A questionnaire was developed in order to gather data. The respondents of this research were 231 employees of Guilan technical & vocational organization who were selected by simple stratified sampling (Quota) method. Spss19 and Smart-pls-2 software were used in order to analyze the data. The findings suggest perceived social value has a positive effect on super ego performance (b=0/54). Also the results showed that perceived social value has positive effects on super ego performance dimensions including consciousness oriented performance to their organization(b=0/51) and consciousness oriented performance to co-workers (b=0/44).

Keywords

Main Subjects

References

  1. اصغری‏زاده، عزت‏الله و مجید سعیدی‏نژاد (1390). «عوامل مؤثر بر تعهد سازمانی (مطالعة موردی: اعضای جهاد دانشگاهی)»، کاوش‏های مدیریت بازرگانی، 3(6)، صص 105 ـ 122.
  2. امین‌بیدختی، علی‏اکبر (1383). «نقش آموزش‏های فنی حرفه‏ای در توسعة خود‏اشتغالی در استان سمنان»، پژوهشنامة علوم انسانی و اجتماعی، 4(16)، صص 37 ـ 50.
  3. بودلایی، حسین و علی‌رضا کوشکی‏جهرمی، رضا ستاری‏نصب (1390). «یادگیری و اعتماد سازمانی، حلقه‏های میانجی بین توانمندسازی روان‌شناختی و تعهد سازمانی»، فرآیند مدیریت و توسعه، 75، صص 67 ـ 93.
  4. رمزگویان، غلام‌علی و کاووس حسن‏پور (1392). «بررسی رابطة بین تعهد و عملکرد کارکنان در وزارت امور اقتصادی و دارایی»، مجلة اقتصادی، 13(3 و 4)، صص 33 ـ 48.
  5. طبرسا، غلام‌علی و حمید رامین‏مهر (1389). «ارائة مدل رفتار شهروندی سازمانی»، چشم‏انداز مدیریت دولتی، 3، صص 103 ـ 117.
  6. عموزاد، محمد و سید ‏‏امین موسوی، سید ‏حسین مدنی (1390). «بررسی عوامل مؤثر بر تعهد سازمانی کارکنان شرکت ملی صنایع پتروشیمی»، مدیریت و منابع انسانی در صنعت نفت، 4(16)، صص 47 ـ 74.
  7. قلاوندی، حسن و افشار کبیری، وحید سلطان‏زاده (1393). «رابطة مسئولیت‏پذیری اجتماعی و کار تیمی کارکنان دانشگاه ارومیه»، جامعه‏شناسی کاربردی، 25(1)، صص 111 ـ 120.
  8. کاظمی، ملیحه سادات و سید حمیدرضا سامانی عریضی (1390). «رابطه تعهد سازمانی با نظام ارزشی کارکنان»، فصلنامۀ مشاوره شغلی،3(7)، صص 54 – 75.
  9. کرمی‏نیا، رضا و سید حسین سلیمی، علی امینی (1389). «رابطة سبک رهبری با فرهنگ و تعهد سازمانی در نیروهای نظامی»، طب نظامی، 12(2)، صص 65 ـ 70.

10. Abbott, G. N., White, F. A., & Charles, M. A. (2005). Linking values andorganization commitment: A correlational and experimental investigation in two organizations. journal of Occupational and organizational Psychology, 78, pp. 531-551.

11. Bushra, F., Usman, A., & Naveed, A. (2011). Effect of Transformational Leadership on Employees’ Job Satisfaction and Organizational Commitment in Banking Sector of Lahore (Pakistan). International Journal of Business andSocial Scienece, 2 (18), pp. 261-267.

12. Felício, J. A., Gonçalves, H. M., & da Conceicao Gonçalves, V. (2013). Social value and organizational performance in non-profit social organizations: Social entrepreneurship, leadership, and socioeconomic context effects. Journal of Business Research, 66(10), pp. 2139-2146.

13. Finkelstein, M. A. (2011). Intrinsic and Extrinsic Motivation and Organizational Citizenship Behavior: A Functional Approach to Organizational Citizenship Behavior. Journal of Psychological Issues in Organizational Culture,2(1), pp. 19-34.

14. Hassani, K., Boroujerdi, S. S., & Sheikhesmaeili, S. (2013). The effect of organizational citizenship behavior on organizational commitment. GlobalBusiness Perspective, 1 (4), pp. 452-470.

15. Kanchana, k. (2013). Values that Make Employees more Valuable in the Organization – A Conceptual Analysis. International Journal of Educational Research and Technology,4 (4), pp. 41-44.

16. Keyes, C. L. & Shapiro, A. D. (2004). social well-being in the united states: A Descriptive Epidemiology. How healthy are we.

17. Koopman, R. (2001). The relationship perceived organizational justice andorganizational citizenship behavior: a review literature. Applied Psychology, 86, pp. 386-400.

18. Koroglu, O. & Gezen, T. (2014). An Investigation To Determine The Work Values Of Tourism Students. Procedia - Social and Behavioral Sciences, 131, pp. 253-257.

19. Lapsley, D. K. & Stey, P. C. (2011). Id, Ego and Superego. Encyclopedia of Human Behavior, 2, pp. 1-9.

20. Liou S. R., Tsai, H. M., & Chen, C. Y. (2013). Measuring Asian Nurses’ Organizational Commitment: A Critical Analysis of the Psychometric Properties of Two Organizational Commitment Instruments.Nursing Forum, 48(2), pp. 142-153.

21. Lo, M. C. & Ramayah, T. (2009). Dimensionality of Organizational Citizenship Behavior (OCB) in a Multicultural Society: The Case of Malaysia. International Business Research, 2(1), pp. 48-55.

22. Maharani, V., Troena, E. A., & Noermijati, N. (2013). Organizational Citizenship Behavior Role in Mediating the Effect of Transformational Leadership, JobSatisfaction on Employee Performance: Studies in PT Bank Syariah Mandiri Malang East Java.. International Journal of Business and Management,8(17), pp. 1-12.

23. Parkes, S. E. & Thomas, R. A. (2006). Values in action: observations of effective principals at work. Journal of EducationalAdministration, 45(2), pp. 204-228.

24. Podsakoff, P. M., Mackenzie, S. B., Pain, J. B., & Bachrach, D. G. (2000). Organizational citizenship behaviors: a critical review of the theoretical and empirical literature and suggestions for future research. Journal Of Management, 26 (3), pp. 513-563.

25. Spitzmuller, M., Dyne, L. V., & Ilie, S. (2008). Organizational Citizenship Behavior: A Review and Extension of its Nomological Network. Organizational Behavior, 1, pp. 106-123.

26. Tella, A., Ayeni, C. O., & Popoola, S. O. (2007). Work Motivation, Job Satisfaction, and Organizational Commitment of Library Personnel in Academic and Research Libraries in Oyo State, Nigeria. Library Philosophy and Practice, 9(2), pp. 13-29.

27. Turkkahraman, M. (2014). Social values and value education. Procedia - Social and Behavioral Sciences, 116, pp. 633-638.

28. Wong, C. K. & Chung, K. H. (2003). Work Values of Chinese food service managers. International Journal ofContemporary Hospitality Management, 15(2), pp. 66-75.

29. Yoon, C. (2009). The effects of organizational citizenship behaviors on ERP system success.Computers in Human Behavior, 25(2), pp. 421-428.

 

Organizational Culture Management
Volume 17, Issue 1
April 2019
Pages 103-123

Files

Share

How to cite

Statistics