Query: relationship of denison model and commitment

title: Relationship between organizational culture and commitment of employees in health care centers in west of Iran
abstract: Presence of committed personnel in each organization not only reduces their absenteeism, delays, and displacements but also leads to a dramatic increase in performance and efficiency of an organization, mental freshness of employees, better manifestation of noble objectives, and organizational mission as well as fulfillment of personal goals. Therefore, the purpose of this study was to determine the relationship between organizational culture and organizational commitment of employees in administrative units of health care centers in the cities of Hamedan Province based on the Denison model in 2015.  In this cross sectional study, 177 employees in administrative units of health care centers in the cities of Hamedan Province were selected by a multistage stratified sampling method. The data collection instruments included the standardized Denison organizational culture survey and organizational commitment questionnaire by Meyer and Allen. Data were analyzed by IBM SPSS version 21 using descriptive statistics and Pearson product moment coefficient.  Among the 12 indicators of organizational culture, the highest mean scores were assigned to empowerment (16.74) organizational learning (16.41) vision (16.4) and strategic direction (16.35) respectively. Furthermore, the indicators of capability development (14.2) core values (15.31) team orientation (15.45) and goals (15.46) received the lowest mean scores in this respect. Among the four dimensions of organizational culture, the highest mean score was related to "mission" in organizational culture and the lowest score was associated with "involvement." Meyer and Allen's organizational commitment model also had three components in which affective commitment in this study obtained the highest score (26.63) and continuance commitment received the lowest score (24.73) In this study, there was a significant correlation between all the components of organizational culture and organizational commitment of employees in administrative units of health care centers (p 0.05)  Reflecting on all the dimensions and indicators of organizational culture can lead to an escalation of organizational commitment among employees. Furthermore, focus on factors affecting the improvement of continuance commitment can promote organizational commitment of employees in administrative units of health care centers.

title: Role of Organisational Commitment in the Relationship of Organisational Culture and Employee Performance
abstract: This study sets out to explore the impact of organisational culture on employee job performance by using organisational commitment as a moderator in Rajasthan's public and private banks.  Using adapted survey questionnaire based on Denison organisational cultures Model (DOCS) 445 questionnaires were administered to lower and middle management employees in 88 public and private banks.  The findings showed that in the absence and presence of moderator (Organisational commitment) there is significant positive impact of some of organisational culture traits on task performance, contextual and adaptive performance whereas no significant impact on counterproductive work behaviour performance.

title: The Relationship between Organizational Culture and Organizational Commitment in Staff Department of General Prosecutors of Tehran
abstract: The main aim of this study is to investigate the relationship of organizational culture with commitment. In this respect, the components of organizational culture as the independent variable were derived from Denison's model and the components of organizational commitment as the dependent variable were derived from Allen and Mayer's model and then, the relationship between two kinds of variables were tested through Pierson correlation testing. The results from the study showed that there was a significant relationship between all the components of organizational culture including adaptability, involvement, adjustment, mission and organizational commitment.

title: A study on the relationship between organizational culture and employee's creativity in golestan province post office
abstract: This research is conducted by the aim of studying the relationship between organizational culture and the Creativity of Golestan Province Post Staves in 2013, which is done based on descriptive research method in survey type. Statistical data of this research includes all the Golestan Province post staves that are 294 people that according to Morgan and Farmers tables 167 people are determined as statistical samples which are selected from statistical data by using random sampling method. The method of data collection was field and the necessary data is collected based on the organizational culture model of Denison and the questionnaire creativity of Randseip. The analysis of data is conducted by using two descriptive and illative statistical methods and the research hypotheses are done by applying Kolmogorov Smirnov tests and Pearson solidarity with the help of SPSS 19 software. The result showed there is a significant relationship between organizational culture components (commitment, involvement, consistency, adaptability and mission) and the creativity of the Golestan Province post staves.

title: The Study of the Effect of Organizational Culture on Organizational Spirituality
abstract: The aim of the current research was to study the effect of organizational culture on organizational spirituality in the Research Institute of Petroleum Industry (RIPI) The statistic population of this study was the line workers in RIPI. The statistic population by applying the Cochran's formula was obtained from 100 individuals. Cronbach's alpha coefficient for Milliman and Denison standard questionnaires to measure organizational spirituality and organizational culture was calculated to be 0.87 and 0.9, respectively, which reflect the high stability of measurement tools. In order to estimate the relationship between the latent variables of the problem, PLS model was employed by structural equation modeling method. The results of the research revealed that the mission and organizational culture adaptability have respectively significant effects on the indicator of meaningful work. It was comprehended that commitment to participation and consistency does not have considerable influence on alignment with values.

title: HUBUNGAN BUDAYA ORGANISASI DAN SUB BUDAYA TERHADAP KOMITMEN PEKERJA
abstract: Culture and sub culture have been identified as one of the important aspects to determine success and failure of an organization. Culture and sub culture played an important role to ensure employees contribute to their fullest to the organization. The objective of this article is to explore the concept of organizational culture, types of organizational culture such as bureaucracy, innovative and supportive culture; and to identify the relationship between culture and sub culture towards employee commitment. This article refers to Denison Model (1990) which is focused on the effectiveness of employee commitment. This model also emphasizes on belief and value of an organization. It is hoped that this article could give general view of culture and sub culture in an organization towards employee commitment.  culture, sub culture, organization, employee, commitment

title: HUBUNGAN BUDAYA ORGANISASI DAN SUB BUDAYA TERHADAP KOMITMEN PEKERJA
abstract: Culture and sub culture have been identified as one of the important aspects to determine success and failure of an organization. Culture and sub culture played an important role to ensure employees contribute to their fullest to the organization. The objective of this article is to explore the concept of organizational culture, types of organizational culture such as bureaucracy, innovative and supportive culture; and to identify the relationship between culture and sub culture towards employee commitment. This article refers to Denison Model (1990) which is focused on the effectiveness of employee commitment. This model also emphasizes on belief and value of an organization. It is hoped that this article could give general view of culture and sub culture in an organization towards employee commitment.

title: Research on Sport Commitment and Its Factors among Athletes
abstract: Sport commitment will affect the athlete's training initiative, persistence of training actions directly. Based on sport commitment model, investigating a sample of 289 athletes using questionnaire, the study explored the relationship between sport commitment and its influence factors. The results showed that: different gender, education degree and sport level athletes have different performance in sport commitment. The six factors are associated with sport commitment significantly. Only the factors of sport enjoyment, personal investments, social constraints and social support could positively predict sport commitment, while involvement alternatives could negatively predict sport commitment. To enhance the athletes' sport commitment, the coaches, managers and parents should focus on these factors during the daily training.

title: The Complex Relationship Between Serum Uric Acid, Endothelial Function and Small Vessel Remodeling in Humans
abstract: The relationship between serum uric acid (SUA) and microvascular remodeling in humans remains largely unexplored. We assessed whether SUA provides additional information on the severity of microvascular remodeling than that obtained from the European Heart Score (HS) the patterns of microvascular remodeling associated with changes in SUA levels and the mediation by endothelial function and nitric oxide (NO) availability on this relationship.  A total of 162 patients included in the microvascular dataset of the Italian Society of Hypertension with available information on SUA, media to lumen (M/L) ratio, media cross sectional area (MCSA) endothelial function, NO availability and HS were included in the analysis. The top tertile of M/L ratio and MCSA were used to define severe microvascular remodeling.  A U shaped association was observed between SUA and both M/L ratio and MCSA. Adjustment for HS did not affect these associations. SUA was able to reclassify a significant number of subjects without, and with, severe M/L ratio and MCSA remodeling over the HS alone. The microvascular remodeling associated with SUA levels presented a predominant hypertrophic pattern. SUA was inversely associated with endothelial function and NO availability. Structural equation modeling analysis controlling for the HS suggested that the association of SUA with M/L ratio and MCSA was mediated through changes in endothelial function and NO availability.  The addition of SUA to the HS improves the identification of subjects with greater microvascular remodeling. The relationship between SUA and microvascular remodeling is mediated by endothelial function and NO availability.

title: Effect of organizational culture on organizational commitment in the employees of the Ministry of Labor and Social Affairs according to the mediating role of innovation
abstract: The purpose of the present study was to investigate the effect of organizational culture on the commitment of employees considering the mediating role of innovation. The population was consisted of 342 staff experts of the ministry of labor and social affairs, which a sample size of 182 individuals was chosen out of it using Morgan table and simple random sampling method. The tools used in this study were Denison standard questionnaire for the measurement of organizational culture, Allen and Meyer standard questionnaire for the measurement of organizational commitment and Jimenez et al.'s standard questionnaire for the evaluation of innovation. The data analysis was carried out using Structural Equation Modeling (SEM) with the approach of Partial Least Squares (PLS) and Smart PLS software. The results demonstrated that there is a significant and positive relationship between organizational culture and organizational commitment and innovation. It was also concluded that innovation have a mediating role between organizational culture and organizational commitment.