Objective: Commitment can be seen as the acceptance of a pact or contract, where an individual feels obliged to fulfill it. Over the past two decades, the topic of commitment has attracted considerable attention in organizational studies. This research examines the relationship between organizational commitment and professional commitment among all employees and managers at the Social Security Organization in Isfahan province.
Method: In this study, the statistical population consisted of all employees of the Social Security Organization in Isfahan. A cluster sampling method was used to randomly select 10 branches from different districts, and within each branch, a stratified random sample was chosen. Data analysis was conducted using SPSS software at both descriptive and inferential statistical levels. Data was collected through two questionnaires: the standard organizational commitment questionnaire developed by Mowday, Steers, and Porter, and a researcher-developed professional commitment questionnaire. The reliability coefficients were 0.83 and 0.85, respectively, and both validity and reliability were confirmed at a high level.
Findings: The results indicated a significant and positive relationship between professional commitment and organizational commitment among employees and managers. Furthermore, there was a relationship between job identity and belief in organizational goals and values among employees and managers, the need for job continuity and willingness to exert significant effort for the organization, and high responsibility towards the job and a strong desire to continue membership in the organization.
Conclusion: The results showed that the relationship between professional and organizational commitment is not necessarily conflicting or incompatible. Instead, this relationship is influenced by various variables, including job-related and organizational factors. This means that if the organization provides conditions for career advancement, appropriate career paths, fair compensation, justice in reward distribution, autonomy at work, professional identity, and a positive image of the job and organization in society, achieving high levels of both professional and organizational commitment simultaneously will be possible.