Commitment-Oriented Development Model of the Organization

Aim: The main purpose of the current research was to explore the commitment-oriented development model of the organization. Methods: The current research was conducted using the grounded theory methodology in qualitative research through purposeful sampling. The research population was employees of Isfahan province. Using a semi-structured interview, data was collected until theoretical saturation was achieved with 25 people interviewed. To analyze the data, the grounded theory method was used, and in the analysis of the data obtained from the research, coding was done in three consecutive steps: open coding, selective coding, and theoretical coding. Results: In the present study, the findings indicate the identification of 300 primary codes, 80 open codes, 12 core codes, and 4 selective codes, which are generally categorized in 4 axes of commitment-oriented organizational culture (commitment-oriented behavior, belief and values), commitment-oriented organizational structure (commitment- oriented supervision and selection, organizational role and organizational justice), commitment-oriented organizational policy (participation and realization of integrated commitment) and commitment-oriented organizational climate (desire to growth, participation and support). Conclusion: The results from the findings indicate that the commitment-oriented development in the organization can be implemented in various dimensions of the structure, policy, culture, and organizational atmosphere.