Investigating the Effect of Planned Organizational Changes on Professional Development and Empowerment of the Employees of Physical Injuries Compensation ` Fund

The present study aimed to investigate the effect of planned organizational changes on professional development and empowerment of the employees of the physical injuries compensation fund. This research was applied in terms of purpose and it was descriptive-correlational in terms of methodology. The statistical population of this study included all the employees of the physical injuries compensation fund in Tehran (252 individuals). Stratified sampling method was used in this research. The Morgan Table was used to determine the sample size that according to this table, the statistical sample included 148 individuals. The present research was conducted in two parts of theoretical and practical parts. In the theoretical part, the required information was obtained using the library and documentary method. In the practical part, the field research method and standard questionnaires were used to collect data. Data were analyzed using SPSS software and multivariate and simple regression tests. The findings of the research indicated that planned organizational changes and its three dimensions (developmental change, transitional change, and transformational change) had a significant effect on the professional development and empowerment of employees of the physical damage compensation fund.

changes and planning for the provision of organizational goals and also their role in physical injuries compensation fund, the planned organizational changes can be used in physical injuries compensation fund for the professional development and empowerment of its employees. Therefore, this study sought to examine the role of planned organizational changes on professional development and empowerment of employees of physical injuries compensation fund and determine whether the planned organizational changes and its dimensions and components have a significant effect on the professional development and employees' empowerment of physical injuries compensation fund.
Research Background The empowerment of employees is the set of systems, methods and measures that are employed to develop the capabilities and competencies of individuals in order to improve and enhance the productivity, growth, and prosperity of the organization and human resources in accordance with the organization goals (Carter, 2001). In addition, the operational implication of each of the variables includes: the organizational planned changes regarding which, a questionnaire containing the components of transformational change, transitional change, and developmental change was used to operationalize organizational changes (Anderson, Ackerman, 2010). The most important step in the process of empowering employees is to provide an environment that makes an opportunity for individuals to practice a degree of authority and power and make inner motivation within the employees. Many studies regarding the empowerment have shown that the environment provides opportunities for employees. Hence, empowered environments make opportunities and disempowered environments make limitations to the employees. However, it depends on the degree of influence that is applied on working outcomes. If the employees are capable but not yet sufficiently influential, they are without the probable impact of opportunity or environmental support. In other words, this sense must be created to the employees that they are supported in order to effectively provide opportunities to be impressed. Organizational commitment has a significant relationship with empowerment and independence is an important factor in trust building and trust makes high risk-taking since most of the positive organizational changes are due to the trust between managers and employees. The delegation creates a sense of self-directedness in individuals and makes and initiatives their behaviors and work processes (Robbins et al., 2002). Tayebi Shirmard and Mirzaei (2018) in a study entitled "examining the relationship between organizational structure and the empowerment of employees of Tehran Municipality Management Development Department", showed that there is a significant relationship between exiting organizational structure and psychological empowerment of employees; there is a significant relationship between formalization and employees empowerment of Tehran Management Deputy; there is a significant relationship between concentration and empowerment of Tehran Management Development Deputy; the results of testing the hypothesis showed that the component of complexity in the dimensions of organizational structure has no significant relationships with the empowerment of employees. Roshanfekr and Daneshfard (2015) in a study examined the relationship between planned organizational changes and empowerment of Yasuj University employees and showed that the formal and complexity factors are significant at 99% level. An increase in the score of each of these factors can increase the empowerment at the university. The result also showed that the two factors of hierarchy and authority had no significant relationships with the empowerment of Yasuj University employees. Vaezi and Sabzikaran (2010) in a study regarding the relationship between organizational changes and employees` empowerment at National Iranian Oil Products Distribution Company (NIOPDC)-Tehran showed that the correlational relationship between organizational changes variable and psychological empowerment is significant and these two variables are related to each other. The findings of Cares et al. (2017) indicated that managers (in non-profit organizations) need to be highly empowerment and creative in the profession since the organizational changes variables are more important. The findings of the research suggested that managers with high professional creativity are often more able to accommodate organizational changes and achieve the empowerment. Aron (2013) pointed to the positive and significant relationship between management factors in an organization and professional development. In fact, management factors in an organization can enhance the sense of value, sense of difference and organizational attention in employees. When these supports are accompanied with opportunities to develop skills, job abilities, decision-making freedom, and using initiatives that are more relevant to professional development will result in increased job satisfaction and professional development for the organization.

Research Methods and Instruments 1. Reserach Methodology
The present research was applied in terms of purpose and was descriptive-correlational in terms of methoology that the required information has been collected by library and survey method (questionnaire). Since the samples have been used to generalize the findings to the society and make inferences, this research was considered an inferential study. This research was performed with the purpose of examining the role of planned organizational changes on the professional development and empowerment of employees` physical injuries compensation fund. The statistical population of this study included all employees Tehran Physical Injuries Compensation Fund, whose number was 252. Sampling was done by stratified random sampling and Morgan Table was used to determine the sample size. The sample size was 148 and 168 questionnaires were distributed among which 20 were defective and incomplete that after removing them according to the number of statistical sample, a valid questionnaire was used for the analysis. The present research`s area included Tehran Physical Injuries Compensation Fund. The research was done during December 2018 to June 2019.

Data Collecting Tool
A questionnaire was used for data collection. Therefore, separate questionnaires were regulated using the Likert Scale and were given to the employees which included a number of questions in the field of measuring the respondents' evaluation of their parameters, attitudes, perceptions, and their characteristics. The questionnaire included planned organizational changes (10 items), professional development (15 items) and empowerment (12 items).

Reliability and Validity of the Research Tools
In this research, the questionnaire validity was performed by content validity method. In order to assess the validity of the questionnaire, after adjusting the questionnaire with the original text and applying minor changes in some expressions, their relationship with the measuring factor in measuring the relevant variable in the form of content method was also confirmed by the supervisor and advisor in this study. Furthermore, Cronbach's alpha test was used to determine the reliability of the questionnaire. The alpha coefficient indicated that the questions were overlapped and also were concurrent and the respondents have answered the questions carefully and consciously. After distributing 20 questionnaires to the statistical population and then collecting them, the reliability of planned organizational changes, professional development, and empowerment was obtained using SPSS software. This value was calculated in the distributed questionnaire for the research variables above 70%, which showed the appropriate reliability of the research. After completing the questionnaire, the collected data were categorized according to the measurement scales of variables and were analyzed using SPSS software.

Research Findings
Descriptive finding, statistical indicators, Kolmogorov-Smirnov test, regression test were used to describe the studies communities, research variables and to respond to research hypotheses.

Descriptive Characteristics of Employees` Physical Injuries Compensation Fund • Frequency of Employees` Gender
According to Table (3), among the statistical sample, 109 individuals (73.65%) were male and 39 individuals (26.35%) were female.

Statistical Indicators of Research Variables
Statistical indicators such as mean, variance, and standard deviation of research variables are presented in Table  7. With regard to the averages, the respondents had a relatively close opinion in the most of variables.

Inferential Findings
In this research, the research questions and their responses were analyzed by statistical methods. Therefore, Kolmogorov-Smirnov test was used to check whether the research variables were normal or not (Table 8).

Testing First Hypothesis
Hypothesis: The extent of planned organizational changes has an impact on the professional development of employees of physical injuries compensation fund. According to the mentioned results, the correlation coefficient between the extent of planned organizational changes and the professional development of the employees of physical injuries compensation fund was 0.635 and the determination coefficient was 0.403. If the Durbin-Watson statistic was placed between the acceptable range of 1.5 to 2.5, the discrepancy between the errors would be accepted. Since the Durbin-Watson statistic was 1.752, it can be said that the discrepancy between errors was accepted.  According to the results of Table (11) and since the significance level of the test error was less than 0.01, so it can be said that the first main hypothesis was confirmed and the planned organizational changes had a significant positive effect on the professional development of the employees of physical injuries compensation fund. In addition, the beta coefficient showed that the planned organizational changes predicted 0.635 of changes in the employees' professional development. The results of Table (12) showed that the correlation coefficient between the dimensions of planned organizational changes with the professional development of the employees of the physical injuries compensation fund was 0.938 (the correlation coefficient is significant) and the determination coefficient was 0.407, and Durbin-Watson statistic was 1.76. So, it can be said that non-correlation between the errors was accepted.   Table ( 14), it can be said that the "transition change" dimension with a beta coefficient of 0.301 had the highest predictive power for the dependent variable (professional development of the employees of physical injuries compensation fund), and then the "developmental change" dimension with a beta coefficient of 0.263 and also "transformational change" dimension with a beta coefficient of 0.235 predicted the professional development of the employees of physical injuries compensation fund.

Second Main Test
Hypothesis: The extent of planned organizational changes has an impact on the empowerment of the physical injuries compensation fund. The correlation coefficient between the extent of planned organizational changes and the empowerment of the employees of the physical injuries compensation fund was 0.75, and the determination coefficient was 0.563 and the Durbin-Watson statistic was 1.637 (Table 15), so it can be said that discrepancy between the errors was accepted. The results of the above table showed that the significance level of the f-test error for the confidence level of 0.99 was less than 0.01, so it can be said that the independent variable could predict the dependent variable. According to Table ( 17), the main hypothesis 2 was confirmed and the extent of planned organizational changes had a significant positive effect on the employees' empowerment of the physical injuries compensation fund. In addition, the beta coefficient showed that the extent of planned organizational changes predicted 0.75 of the employees' empowerment changes. According to the above Table, the correlation coefficient between the dimensions of planned organizational changes with the empowerment of the employees of physical injuries compensation fund was 0.764 (correlation coefficient is significant) and the determination coefficient was 0.583 and Durbin-Watson statistic was 1.737, so it can be stated that non-correlation between the errors was accepted.  Table 19, using linear regression model for examining the dimensions of planned organizational changes by empowering the employees of the physical injuries compensation fund was permissible or in other words, the independent variables had the ability to predict the dependent variable. According to Table ( 20), it can be said that the "transformational change" dimension with the beta coefficient of 0.453 had the highest predictive power of the dependent variable (employee empowerment of the physical injuries compensation fund), and after that "developmental change" dimension with beta coefficient of 0.345 and also "transitional change" dimension with beta coefficient of 0156 were placed, which predicted the employees` empowerment of the physical injuries compensation fund.

Conclusion and Suggestions 1. Conclusion
According to the results and since the significance level was greater than 0.05, all the studied variables followed the normal distribution and it was necessary and sufficient to use parametric statistics. With regard to the given explanations and the Kolmogorov-Smirnov test table, the egression test was selected and the research hypotheses were tested. To explain this hypothesis, it can be said that if organizations want to survive in the competitive area, they must constantly adapt themselves to the external environment. The organizational change does not happen without any preliminaries. The change drivers usually originate from the organizational environment or market. These drivers include cases like bold moves of the competitors, new technology, or changes in the government regulation. In addition, inefficiencies of the manager can be a trigger for change in the organization. Professional development also occurs when the organizations provide the necessary opportunity through improving educational, economic, managerial, and environmental conditions for promoting skills and knowledge related to employee activities. Therefore, the main point of measuring professional development is to have necessary conditions and spaces for employees to develop and learn new skills.  Ledez (2010). To explain this hypothesis, it can be said that empowerment is a new way for organizations to continue working toward their organizational goals. Empowerment is the process of empowering the individuals. Empowering the employees has positive effects on employees' attitudes and behaviors. Therefore, in the current situation, organizations have no choice except properly utilizing human resources as a competitive advantage. One of the most influential factors in establishing different dimensions of empowering process is the planned organizational changes. The importance of organizational changes in shaping organizational processes (especially methods of developing human resources in the organization) needs more attention regarding the relationship and its effects on the process of empowering employees.

Suggestions
According to the results of the research the following suggestions are presented: 1. The organization, by participating the members in determining the future direction of their wok unit, can make them have a better performance and by respecting the value of their work in the organization can create a sense of membership in the employees. 2. It is suggested that the performance feedback system be strengthened in the organization and the manager respond to the feedback of employees' behavior to adapt them to organizational processes and reforms, which can be effective in improving organizational health. 3. Managing the physical injuries compensation fund with the help of experts and professionals should create an atmosphere in the organization that people feel a sense of belonging to the organization. 4. Managing the physical injuries compensation fund with the help of experts and professionals should provide the employees with necessary trainings to acquire new knowledge and skills that they need to do their duties. 5. It is suggested that the managers can develop their competencies and acquire the necessary skills for the plans of employee empowerment processes, since managers are the starting point of the empowerment process. Therefore, the managers and planners of physical injuries compensation fund should plan and execute appropriate training courses for the managers of such businesses and be able to generate new ideas and opinions about the existing phenomena. 6. The management of physical injuries compensation fund must be able to adapt itself to the changes, see the positive dimensions of different positions, and respond effectively to new information or changes occurring in a particular situation.