Educational Leadership Research

Abstract This article explores the status of the organizational image of the University of Kurdistan from the perspective of stakeholders, and its relationship with the variables of identity, reputation, and organizational commitment. Various factors, such as employee behavior, services, and the organization's name, contribute to shaping organizational identity and creating a general image of the institution in people's minds. The research is descriptive and correlational, with a statistical population of 400 faculty members and 500 employees from Kurdistan University. A total of 289 individuals were selected as the sample. The data collection instruments included four questionnaires with appropriate validity and reliability. The results from the structural equation model indicate that the university's image has a direct and significant effect on reputation (β = 0.623), organizational commitment (β = 0.411), and a sense of identity (β = 0.220). Moreover, the effect of reputation on organizational commitment and sense of identity is also significant. The indirect role of reputation in the relationship between organizational image and sense of identity, as well as between organizational image and organizational commitment, has been confirmed. The findings highlight the importance of evaluating and cultivating organizational image within universities, emphasizing that the variables of reputation and perceived organizational identity can serve as mediators to enhance the organizational commitment of employees and faculty members, even in the presence of an unfavorable organizational image.
The indirect role of organizational reputation in the relationship between university organizational image and sense of identity, the indirect role of organizational reputation in the relationship between university organizational image and organizational commitment, and the indirect role of organizational commitment in the relationship between university reputation and sense of identity were confirmed. The research highlights the necessity of evaluating the consequences and creating organizational image in universities.

Abstract The purpose of this study is investigation of mediator role organizational commitment in relationship between organizational justice and commitment to change in Salas babajani teachers. Method of study is correlational. the study population included all primary school teachers (310 persons) of Salas babajany. From among this population, 180 teacher were selected as sample based morgan table and using cluster sampling method. The used tools were Allen and Mayer organizational commitment Questionnaire, Barati et al commitment to change Questionnaire, Nihof and Morman organizational justice Questionnaire. Data analysis was performed Descriptive statistics (mean and standard deviation) and inferential statistics (Pearson correlation coefficient and kolmogrove smirnov) in SPSS software and LISREL software. The analysis results showed that organizational justice directly affect on organizational commitment and commitment to change and indirect affect on commitment to change. Also positive and direct effect of organizational commitment on commitment to change was significant.
The purpose of this study is investigation of mediator role organizational commitment in relationship between organizational justice and commitment to change in Salas babajani teachers.

Abstract the Aim of this study was to explain the more effect of transformational leadership style on employees Welfare (Quality of work life, life satisfaction, Organizational Commitment, and reduction of job burnout) of the Transactional leadership style. Method:This research was conducted in descriptive – Survey Research method. The statistical Population of research included 140 employees of Education and instruction Department of Tehran Province, That 103 member Selected Based on Morgan Table Using Classification a stratified Random Sampling Method. The multifactor Leadership Style (MQL), Quality of Work life(Serji, 2001), Job burnout (Meslej and Jackson, 1981), Organizational Commitment (Maudi, 1979) and Life Satisfaction (Serji, 2001) Questionnaire was used to Collect Data. The Exam of Hypothesis Done With PLS Software. Findings: The Result of structural Equation Showed that Suggested Model Has more Reliability and all the regression in 0.01 level Was significant on both of them affect of Employees Welfare. But the effect of Transformational Leadership style is The most. And this style Due to improve the employees work life Quality and welfare. But the effect of job burnout and organizational commitment and employees life satisfaction isn’t significant. Result: Results and Advices about leadership style and employees' welfare in education and instruction office showed that in order to improve Employees Welfare, Managers Must use of Transformational leadership Style.

Abstract This study examines the impact of organizational learning on organizational commitment of staff and managers are Razi University in Kermanshah. The study is cross correlation. The study population consisted of all employees and managers at Razi University in Kermanshah, including 200 patients (male and female) who in 1393 engaged in the organization that conducted sampling were performed. The data collection tool in the study of organizational learning questionnaire Watkins and Marzik And organizational commitment of Allen & Meyer is standard. Validity study was conducted. To test the validity of both questionnaires was estimated using Cronbach's alpha, the value of organizational learning questionnaire 0/89 and for organizational commitment questionnaire obtained 0/91. The analysis of this study, using statistical software spss the statistical method of Pearson's correlation coefficient was used. The results showed that there was a significant relationship between organizational commitment and organizational learning. Continuous adjustment between emotional and significant relationship between the organization and organizational learning interpersonal skills, organizational learning and organizational commitment was found. But the other aspects of organizational learning and organizational commitment was a significant relationship.

Abstract Spirituality in the workplace, new concepts in recent years in the business and management literature has emerged. The purpose of this study was to investigate the relationship between spirituality and organizational commitment is the University of Kermanshah. The purpose of this study in terms of the application, in terms of performance and in terms of descriptive statistics is descriptive The study sample included all staff Razi University (500), who worked in the first half of 2014. Morgan and the sample using the sampling method, 200 questionnaires were selected with the help of organizational spirituality (Shamus and Dvchun, Mylemn 2000, 2003) and organizational commitment (Khan, 2002) were evaluated. To analyze the data, descriptive and inferential statistics (t two independent groups, Pearson correlation & stepwise regression) was used. Results showed a significant positive correlation between the dimensions of organizational spirituality and organizational commitment & Average score for the overall organizational spirituality, in line with organizational goals and continuous commitment of men more than women. Organization spirituality scores overall, alignment with organizational goals and continuous commitment of men than women. Check other assumptions indicate that the dimensions of organizational spirituality and organizational commitment there. Based on regression analysis of solidarity with colleagues and spiritual dimensions of organizational alignment with the organization's goals were positive predictors of emotional commitment and solidarity with colleagues, it is anticipated that ongoing commitment. Overall scores are positive predictors of organizational spirituality was for normative commitment.

Abstract This  study  is  aimed  at  investigating  the  relationship  between  locus  of
control  and  self-control  and  organizational  commitment  of  the  staff
serving with Education Department of Sabzevar. To this end, a group of
70  staff  members  were  selected  as  the  sample  from  among  the  120
personnel by means of the simple random sampling method and involved
in the study. The research data were gathered by means of Rotter’s Locus
of  Control  Scale  with  a  reliability  coefficient  of  0.83,  Newstorm  and
Davis Self-control Questionnaire with a reliability coefficient of 0.65, and
Allen  and  Meyer  Organizational  Commitment  Scale  with  a  reliability
coefficient  of  0.79.  The  collected  data  were  analyzed  with  SPSS  18
application and Pearson correlation test, multivariate analysis (MANOVA)
and  some  other  supplementary  tests.  Results  suggest  that  there  is  a
positive relation between locus of control, self-control and organizational
commitment.  Furthermore,  locus  of  control  and  self-control  are
independently related to organizational commitment.