Volume 17, Issue 4 (9-2025)
jorar 2025, 17(4): 244-248 |
Back to browse issues page
Download citation:
BibTeX | RIS | EndNote | Medlars | ProCite | Reference Manager | RefWorks
Send citation to:
BibTeX | RIS | EndNote | Medlars | ProCite | Reference Manager | RefWorks
Send citation to:
Khoundabi B, Mahmoudi B, Emamian M, Khalafi M, Gholami S. Cluster Analysis of Iranian Provinces Based on Islamic Work Ethics, Organizational Commitment and Job Satisfaction among Aid Workers of the Red Crescent Society. jorar 2025; 17 (4) :244-248
URL: http://jorar.ir/article-1-1068-en.html
URL: http://jorar.ir/article-1-1068-en.html
Iran Helal Institute of Applied Science and Technology, Iranian Red Crescent Society, Tehran, Iran
Abstract: (21 Views)
INTRODUCTION: Islamic work ethics constitute a fundamental component of organizational culture within relief organizations. Higher levels of work ethics appear to promote both organizational commitment and job satisfaction among aid workers. Examining inter-provincial variations in these indicators may provide strategic insights for human resource policymaking and performance enhancement within the Iranian Red Crescent Society (IRCS).
METHODS: A cross-sectional study was conducted among aid workers of the IRCS across all provinces of Iran in 2024. Islamic work ethics, organizational commitment, and job satisfaction were assessed using validated and widely applied standardized questionnaires. K-means clustering was employed to identify distinct provincial groupings based on aggregated mean scores for each indicator at the provincial level. The optimal number was determined through iterative model testing and evaluation of clustering stability.
FINDINGS: The findings indicated that among the 3,399 respondents, 2,221 (65.3%) were male and 1,178 (34.7%) were female, with a mean age of 36.9 years. The mean scores for Islamic work ethics, organizational commitment, and job satisfaction were 4.23 ± 0.42, 3.54 ± 0.40, and 3.82 ± 0.40, respectively. Based on the inflection point of the elbow plot and the K-means clustering results, a three-cluster solution was identified as the most appropriate classification. Cluster 1 comprised 12 provinces with moderate levels across all three indicators. Cluster 2 included 9 provinces and demonstrated the highest overall scores, whereas Cluster 3 consisted of 8 provinces and exhibited the lowest levels across all indicators.
CONCLUSION: According to the results, the three clusters were labeled as Moderate (Cluster 1), High (Cluster 2), and Developing (Cluster 3) to reflect their relative performance across the three indicators. Provinces in the high cluster appear to benefit from more effective management practices and supportive work environments. In contrast, provinces in the developing cluster demonstrated lower scores, underscoring the need for targeted interventions to strengthen employee engagement and improve organizational outcomes.
METHODS: A cross-sectional study was conducted among aid workers of the IRCS across all provinces of Iran in 2024. Islamic work ethics, organizational commitment, and job satisfaction were assessed using validated and widely applied standardized questionnaires. K-means clustering was employed to identify distinct provincial groupings based on aggregated mean scores for each indicator at the provincial level. The optimal number was determined through iterative model testing and evaluation of clustering stability.
FINDINGS: The findings indicated that among the 3,399 respondents, 2,221 (65.3%) were male and 1,178 (34.7%) were female, with a mean age of 36.9 years. The mean scores for Islamic work ethics, organizational commitment, and job satisfaction were 4.23 ± 0.42, 3.54 ± 0.40, and 3.82 ± 0.40, respectively. Based on the inflection point of the elbow plot and the K-means clustering results, a three-cluster solution was identified as the most appropriate classification. Cluster 1 comprised 12 provinces with moderate levels across all three indicators. Cluster 2 included 9 provinces and demonstrated the highest overall scores, whereas Cluster 3 consisted of 8 provinces and exhibited the lowest levels across all indicators.
CONCLUSION: According to the results, the three clusters were labeled as Moderate (Cluster 1), High (Cluster 2), and Developing (Cluster 3) to reflect their relative performance across the three indicators. Provinces in the high cluster appear to benefit from more effective management practices and supportive work environments. In contrast, provinces in the developing cluster demonstrated lower scores, underscoring the need for targeted interventions to strengthen employee engagement and improve organizational outcomes.
Article Type: Research article |
Subject:
Other matters related to crisis, disasters and rescue & relief
References
1. Yousef DA. Islamic work ethic: A moderator between organizational commitment and job satisfaction in a cross-cultural context. Personnel Review. 2001;30(2):152-169 [DOI:10.1108/00483480110380325]
2. Nasution FN, Rafiki A. Islamic work ethics, organizational commitment and job satisfaction of employees in Islamic banks in Indonesia. RAUSP Management Journal. 2019;55(2):195-205. [DOI:10.1108/RAUSP-01-2019-0011]
3. Hayati K, Caniago I. Islamic work ethic: The role of intrinsic motivation, job satisfaction, organizational commitment and job performance. Procedia Soc Behav Sci. 2014; 165:61 69. [DOI:10.1016/J.SBSPRO.2014.05.148]
4. Chen H, Lin X, Guo Y, Qi X. Heterogeneity and spatiotemporal evolution characteristics of regional emergency logistics response capacity: a case of China. Front Public Health. 2025; 13:1461354. [DOI:10.3389/fpubh.2025.1461354]
5. Antofie, T.-E., Luoni, S., Tilloy, A., Sibilia, A., Salari, S., Eklund, G., Rodomonti, D., Bountzouklis, C., and Corbane, C.: Spatial identification of regions exposed to multi-hazards at the pan-European level, Nat. Hazards Earth Syst. Sci., 2025; 25: 287–304, [DOI:10.5194/nhess-25-287-2025]
6. Ashtarinezhad E, Ahmadi K, Mojiri A. [Clustering and ranking Iranian provinces based on some health indicators (Persian)]. Payesh. 2024;23(1):7-17. [DOI:10.61186/payesh.23.1.7]
7. Margus C, Hertelendy A, Tao Y, Coltey E, Chen SC, Luis S, Shyu ML, Ciottone GR. United States Federal Emergency Management Agency regional clustering by disaster exposure: a new paradigm for disaster response. Nat Hazards (Dordr). 2023;116(3):3427-3445. [DOI:10.1007/s11069-023-05817-1]
8. Wang H, Song C, Wang J, et al. A raster based spatial clustering method with robustness to spatial outliers. Sci Rep. 2024; 14:4103 [DOI:10.1038/s41598-024-53066-4]
9. Golparvar M, Nadi MA. [Mediating role of organizational loyalty in relation between work ethic with deviant workplace behavior (Persian)]. Ethics in Science and Technology. 2011; 6 (1) :43-53.
10. Meyer J P, Allen N J, Smith C. Commitment to Organizations and Occupations: Extension and Test of a Three-component Conceptualization. Journal of Applied Psychology. 1993; 78: 538-551. [DOI:10.1037/0021-9010.78.4.538]
11. Moghimi SM, Ramezan M. [Knowledge management and information technology (Persian)]. Tehran: Mehraban Nashr publication, 2011.
12. Hassan M, Bin Shamsuddin FM. Islamic work ethics and organizational commitment: Evidence from service organizations. J Islamic Accounting Business Res. 2021;12(6):1231-48.
13. Abdi MF, Rashid A. The role of Islamic work ethics in enhancing employee well-being and job satisfaction. J Bus Ethics. 2022;179(2):435-49.
14. Kim W, Khan GF, Wood J, Mahmood MT. Employee engagement for sustainable organizations: Keyword analysis using social network analysis and bibliometric methods. Sustainability. 2020;12(17):1-23.
15. Eva N, Newman A, Jiang Z, Brouwer M. Ethical leadership and organizational citizenship behavior: The mediating role of psychological empowerment. Br J Manag. 2020;31(3):531-46.
16. Xanthopoulou D, Bakker AB, Ilies R. Everyday working life: Explaining within-person fluctuations in employee well-being. Hum Relat. 2021;74(4):567-92.
17. Salvagioni DAJ, Melanda FN, Mesas AE, González AD, Gabani FL, Andrade SM. Physical, psychological and occupational consequences of job burnout: A systematic review. PLoS One. 2021;16(4): e0248798.
18. De Kock JH, Latham HA, Leslie SJ, Grindle M, Munoz SA, Ellis L, et al. A rapid review of the impact of COVID-19 on the mental health of frontline healthcare workers. J Psychiatr Res. 2021; 137:1-12. [DOI:10.1186/s12889-020-10070-3]
19. Rasmussen TH, Nielsen JF. Data-driven HRM: A systematic literature review. Hum Resour Manag Rev. 2022;32(2):100842.
20. Margherita A, Bua I. Human resources analytics: A systematization of research topics and directions for future research. Hum Resour Manag Rev. 2021;31(2):100795. [DOI:10.1016/j.hrmr.2020.100795]
Send email to the article author
| Rights and permissions | |
 |
This work is licensed under a Creative Commons Attribution-NonCommercial 4.0 International License. |
