خلاصة:
هدف پژوهش حاضر بررسی رابطه التزام شغلی و تعهد سازمانی بود. جامعه آماری پژوهش را کارکنان بخش ستادی شرکت گاز استان مازندران تشکیل دادهاند. پژوهش حاضر از نظر ماهیت و هدفی که دنبال میکند از نوع پژوهش کاربردی و حسب نحوه گردآوری دادهها، یک پژوهش توصیفی است. در پژوهش حاضر از دو پرسشنامه استاندارد که توسط آرمسترانگ طراحی شده است شامل پرسشنامه تعهد سازمانی با 5 ماده، و پرسشنامه التزام شغلی با 14 ماده استفاده شد. جهت تجزیه و تحلیل دادهها آمار توصیفی شامل میانگین و انحراف معیار و آمار استنباطی شامل آزمون همبستگی پیرسون، آزمون F و KMO به کار گرفته شد. یافتهها نشان داد که بین التزام شغلی و تعهد سازمانی رابطه مثبت و معنیداری وجود دارد، به منظور درک بهتر رابطه بین التزام شغلی و تعهد سازمانی با استفاده از نرمافزار لیزرل، گراف تحلیل مسیر بهعنوان مدل ساختاری پژوهش ترسیم گردید که در نتیجه، مدل ساختاری تحقیق تایید شد.
Introduction: Job security is a set of feelings and perceptions of having a suitable job and ensuring its continuity in the future, making the organization less vulnerable to human stress. Job security increases one's productivity, commitment to the organization, physical and mental health, morale, life satisfaction, and ability to learn new job skills quickly. The lack of job security leads to a decrease in the morale of the employees, which is very unfavorable in the workplace. Therefore, the presence or absence of a sense of job security in the workplace can have important and effective consequences for employees and organizations. Therefore, the purpose of the present study is to investigate the relationship between job security and organizational commitment and counterproductive behaviors. Method: The research method is correlational descriptive. Data were collected through questionnaires and then analyzed by Pearson correlation and Regression methods using SPSS-16 software. The statistical population of the present study includes all unofficial employee and third- party (6640 persons) of the National Iranian Drilling Company in 2015. In this study, 364 questionnaires were distributed by simple random sampling and Morgan table, out of which 312 were answered (86% return rate). To collect data, Job Security Questionnaire (Neisi et al., 2000), Organizational Commitment Questionnaire (Linz, 2003) and Deviance Workplace Scale (Bennett & Robinson, 2000) were used. Results: The results of regression analysis showed that job security has a positive and significant relationship with organizational commitment. In other words, job security had significant predictive power for organizational commitment (β=0.43, p Conclusion: Overall, the results indicated that job security is able to predict organizational commitment in a positive way and counterproductive behaviors in a negative direction, so it is suggested that employees may be disadvantaged when be informed about the changes within the organization. Making employees aware of the changes enhances their sense of security. Consider arrangements for job promotion, provision of welfare services, compensation for services, and utilization of corporate facilities similar to those of official staff for this group of employees.