Developing an Iranian-Islamic Model of Participatory Career Counseling and Evaluating It with Allen and Meyer's Three-Factor Organizational Commitment Model

Document Type : Original Article

Authors
zahra amanolahi 1
Fatemeh Ghaseminiaei 2
ali hoseinali beigi 3
1 Department of Counseling, Faculty of Education and Psychology, Alzahra University, Tehran, Iran
2 PhD in Counseling, Faculty of Psychology and Educational Sciences, Allameh Tabatabai University, Tehran, Iran
3 PhD Student in Counseling, Faculty of Psychology and Educational Sciences, Allameh Tabatabai University, Tehran, Iran.
10.22047/hsd.2025.489194.1041
Abstract
The aim of the present study was to develop an Iranian-Islamic model of career counseling based on the contribution approach and its evaluation and comparison with Allen and Meyer's three-factor model of organizational commitment. The present study approach was qualitative and used the grounded theory method (Glaisery). Using purposive sampling, 25 employees in Isfahan economic organizations were selected and, in accordance with the principles of the contribution approach, their views on organizational commitment were examined through semi-structured interviews. Then, through open, axial, and selective coding, the foundations of organizational commitment were extracted based on the contribution approach. In the next step, for evaluation with the Allen and Meyer model, their article titled "Assessment and Prediction of Affective, Continuity, and Normative Components in Organizational Commitment" was purposefully selected, and using the content analysis method, its basic concepts were extracted by coding primary, secondary, and main themes, and discussed as the basis for evaluating the extracted model. The results of the model based on the contribution approach centered on organizational commitment in four dimensions: teleology and quality of action in existence; perception of the continuity of the elements of existence; capacity for continuous balancing and enrichment of the organizational environment, which were evaluated in the comprehensive final evaluation and analysis of Allen and Meyer's three-factor model of organizational commitment and beyond. This model showed in the dimensions of ontology that job commitment can be a matter dependent on the type of ontology; Therefore, the multiple dimensions of commitment and focus on material and spiritual motivations demonstrate the comprehensiveness of this model compared to Allen and Meyer's three-factor model.
Keywords
Iranian-Islamic model
career counseling
contribution approach
Allen and Meyer's three-factor model
organizational commitment
Allen, N. J., & Meyer, J. P. (1990). The measurement and antecedents of affective, continuance and normative commitment to the organization. Journal of occupational psychology, 63 (1), 1-18.
Adnan, S., Nhaily, A., & Wang, H. (2018). To Evaluate and Study the relationship
between employees’ commitment and individual performance: A Quantitative Approach-Case Study of Kansai Paints.
Meyer, J. P., &Herscovitch, L. (2001). Commitment in the workplace: Toward a general model. Human Resource Management Review, 11, 299-326.
Arora, N., Nuseir, T. M. & Arora, R. (2012). Study-based Moderators Influencing the Relationship between Organizational Climate and Employee’s Organization Commitment: A Meta-analysis”, EuroMed Journal of Business, 7 (2), pp. 201–220.
Aryee, S., Tan, K., 1992. Antecedents and outcomes of career commitment. Journal  of Vocational Behavior 40 (2), 288–305.
Barreto, I. (2010). Dynamic capabilities: A review of past research and an agenda for the future. Journal of management, 36 (1), 256-280.
Blau, G. (1989). Testing the generalizability of a career commitment measure and its impact on employee turnover. Journal of Vocational behavior, 35 (1), 88-103.
Cheng, SH., (2014), The mediating role of organizational justice on the relationship between administrative performance appraisal practices and organizational commitment, The International Journal of Human Resource Management, Vol. 25, No. 8, 1131–1148.
Chen, C & Huang, T. (2008). The Relationship among Ethical Climate Types, Facets of Job Satisfaction and the three Components of Organizational Commitment: A Study of Nurses in Taiwan, Journal of Business Ethics, 80 (3), 565-581.
‏ Dirwan, D., Rajindra, R., Farid, F., Mande, H., Nursiah, N., & Supriadi, A. (2024). The Influence of Organizational Culture, Organizational Commitment, on Motivation and Job Satisfaction of Employees and Lecturers at Muhammadiyah University of Palu. International Journal of Health, Economics, and Social Sciences (IJHESS), 6(3), 904-918.
Falck, O., & Heblich, S. (2007). Corporate social responsibility: Doing well by doing good. Business horizons, 50 (3), 247-254.
Kim, S. (2013). Structural Relationships among Internal Marketing, Job Satisfaction, Organizational Commitment and Job Performance in Fitness Center. The Joural of the Korea Entertainment Industry Association, [online] 7 (1), p.107. Available at: 64
Kumar, B.P. & Giri, N.V. (2007). Organizational Commitment, Climate and Job Satisfaction, An empirical study, The Icfai, Journal of Organizational Behavior.
Lapointe, É., & Vandenberghe, C. (2018). Examination of the relationships between servant leadership, organizational commitment, and voice and antisocial behaviors. Journal of Business Ethics, 148 (1), 99-115
Luz, C. M. D. R., de Paula, S. L., & de Oliveira, L. M. B. (2018). Organizational commitment, job satisfaction and their possible influences on intent to turnover. Revista de Gestão. 
Ma, J., Zhang, X. and Yue, Z. (2008). Discussion on the concept of organizational commitment. Management science, (2), pp.71-7.
Markovits, Y. Boer, D.& van Dick, R. (2014). Economic crisis and the employee: The effects of economic crisis on employee job satisfaction, commitment, and self-regulation. European Management Journal, 32 (3), 413-422.
Mukherjee, K., Bhattacharya, R. (2013). Exploring the Mediating Effect of Organizational Trust Between Organizational Justice Dimensions and Affective Commitment, Management and Labour Studies, 38 (1 & 2), 63–79.
Moran, D. J. (2015). Acceptance and commitment training in the workplace. Current Opinion in Psychology, 2, 26-31.
Prochaska, J. O., & Norcross, J. C. (2018). Systems of psychotherapy: A transtheoretical analysis. Oxford University Press.
Suparjo, S. &Darmanto, S. (2015). Mediating role of jobs satisfaction among organizational commitment, organizational culture and organizational citizenship behavior (OCB): empirical study on private higher education in central Java, Indonesia. Journal of Research in Marketing, 4 (1), 289-296.
Straker, H. O. (2018). Experience of Commitment: A Phenomenological Study of the Lived Experience of Primary Care Physician Commitment for Practice in Urban Medically Underserved Communities (Doctoral dissertation, The George Washington University).
Vue, Z. and Zhang, X. (2009). Research on the Correlativity between the Employees' Organizational Commitment and Work Performance in State-owned Enterprises. International Conference on Test and Measurement, [online] pp.280-283. Available at: https: //ieeexplore-ieee-org.proxy.lnu.se/stamp/stamp.jsp?tp=&arnumber=5413052&tag=1 [Accessed 14 May 2018].
Zia, M. Q., Naveed, M., Bashir, M. A., & Shamsi, A. F. (2020). The interaction of situational factors on individual factors and self-development. European Journal of Training and Development, 44(4/5), 509-530.
Development of humanities
Volume 6, Issue 11 - Serial Number 11
Humanities
Volume 6, Spring & Summer 2025, No.11
September 2025
Pages 99-129