Hamidreza Heidari; Mohammad Karimi Yazd Abadi
Abstract
IntroductionOrganizational performance is one of the most basic variables considered by any organization, both public and private. It is very important for managers to know what factors affect the performance of an organization so that they can use appropriate measures to initiate them. Among the effective ...
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IntroductionOrganizational performance is one of the most basic variables considered by any organization, both public and private. It is very important for managers to know what factors affect the performance of an organization so that they can use appropriate measures to initiate them. Among the effective and explanatory factors of organizational performance are organizational intelligence and job satisfaction. Therefore, the present study was conducted with the aim of investigating the mediating role of job satisfaction in the relationship between organizational intelligence with organizational performance of employees in the industrial estates of Isfahan City. MethodThe present research method was descriptive-correlation based on structural equation modeling (SEM). The statistical population of the research included all the employees of the industrial towns of Isfahan city. The sample size was determined using the A-priori online calculator, 768 people were selected by random one-stage sampling method. In order to collect data, organizational intelligence (Albrecht, 2002), organizational performance (Hersey and Goldsmith, 1980) and Minnesota job satisfaction (Weiss et al., 1977) questionnaires were used. Data were analyzed using SPSS version 27 and SMART-PLS version 3 softwares.ResultsThe results showed that the direct path of organizational intelligence to job satisfaction was significant (β=0.534 and t=19.233). The direct path of organizational intelligence to organizational performance was significant (β = 0.347 and t = 11.938). The direct path of job satisfaction to organizational performance was significant (β=0.500 and t=18.502). Also, the indirect path of organizational intelligence to organizational performance with the mediating role of job satisfaction was significant (β=0.267 and t=14.432). DiscussionThe results showed that by increasing the level of organizational intelligence, the job satisfaction of the employees increases and it causes improvement of performance of organizations and companies.
Neda Tahmasbiroshan; Mahbubeh Arab Kalmeri
Abstract
IntroductionThe main purpose of this study was to investigate the effect of weekend activity on job satisfaction with the mediating role of job stress, psychological well-being and job self-efficacy among nurses at Yahya Nejad Babol Hospital, Mazandaran Province. MethodThis research is descriptive-survey ...
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IntroductionThe main purpose of this study was to investigate the effect of weekend activity on job satisfaction with the mediating role of job stress, psychological well-being and job self-efficacy among nurses at Yahya Nejad Babol Hospital, Mazandaran Province. MethodThis research is descriptive-survey in nature and applied in terms of purpose and the method of data collection is survey research method. The statistical population of this research consisted of nurses in Shahid Yaheinejad Hospital in Mazandaran province, with 182 nurses. In order to determine the minimum required sample size, one class was calculated from Krejcie and Morgan's table by stratified random sampling method of each education area, and 118 nurses were selected as the sample size but according to the ratio of the direction and rounding up, the total number of samples was 122 nurses. The standard questionnaire of Weekend activity Jeong et al. (2020), job stress Osipow & Spokane, (1987), psychological well-being Ryff et al. (2008), job self-efficacy Riggs & Knight (1994) and job satisfaction Smith et al. (1969). Structural validity, convergent validity and divergent validity were used to assess validity, and combined reliability (CR) and Cronbach's alpha coefficient were used to calculate reliability. To analyze the data, confirmatory factor analysis and structural equation modeling were used.ResultsThe results showed that weekend activity has a significant negative effect on job stress (t=30.76, β=-0.87), job stress has a significant negative effect on psychological well-being (t=59.02, β=-0.94) and job self-efficacy (t=2.36, β=-0.44). psychological well-being has a significant positive effect on job self-efficacy (t=2.37, β=0.43), and both psychological well-being (t=3.001, β=0.45) and job self-efficacy (t=2.54, β=0.42) have a positive significant positive effect on employee job satisfaction. DiscussionAccording to the results that showed the importance of weekend activity on the emotional and behavioral reactions of employees in the workplace, it is therefore suggested that decisions be taken in order to provide conditions for nurses to spend the weekend with activities appropriate to their mood.
fateme kazemi; SOMAIEH SALEHI
Abstract
IntroductionSubjective well-being is a person's assessment of the life process, which includes the person's view and attitude toward life satisfaction. Therefore, Subjective well-being is an important factor in providing physical-psychological health and increasing life expectancy. The purpose of this ...
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IntroductionSubjective well-being is a person's assessment of the life process, which includes the person's view and attitude toward life satisfaction. Therefore, Subjective well-being is an important factor in providing physical-psychological health and increasing life expectancy. The purpose of this research was to investigate the mediating role of job satisfaction in the relationship between persolanity strength and subjective well-being. MethodThe research method is correlational through structural equation modeling (SEM). The statistical population of the research was all the teachers working in the 12th district schools of Tehran in 2021, of which 234 were selected through a convenient sampling method. Instruments included Active Values Questionnaire, Subjective Wellbeing Scale, and a Job Satisfaction Questionnaire. Data were analyzed using structural equation modeling, and SPSS and AMOS softwares. ResultsThe findings showed that the direct effects of humanity, transcendence virtues, and justice on job satisfaction and The direct effects of wisdom, courage, and temperance on subjective well-being is significant. Also, the direct effect of job satisfaction on subjective well-being was significant. as well as, the mediating role of job satisfaction in the relationship between personality strengths and subjective well-being was confirmed. DiscussionAccording to the results of the present research, personality strengths training can be considered a self-awareness training program for managers and consultants working in education.
Mahdi Nadaf; Mahta Joodzadeh
Abstract
IntroductionManagers need to know the principles of organizational behavior. One of the basics of management in organizations is having information about employees' attitudes. Employees' attitudes can affect their performance. Considering employees' job attitudes can be of great benefit for organization, ...
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IntroductionManagers need to know the principles of organizational behavior. One of the basics of management in organizations is having information about employees' attitudes. Employees' attitudes can affect their performance. Considering employees' job attitudes can be of great benefit for organization, because attitudes are one of the basic predictors of behavior. Job attitude is a kind of feeling towards one's job that is result of factors such as the nature of the job, organizational, environmental, and also individual factors. The purpose of this study was to investigate qualitatively the employees’ job attitudes in Bidboland Gas Refining Company. The main and important attitudes that are addressed in the present study include job satisfaction, job involvement, organizational commitment, and perceived organizational support. Among the proposed attitudes, job involvement can act as a key attitude for the organization, because job involvement leads to job satisfaction, organizational commitment, especially emotional and normative commitment, and desire to stay in job. Job involvement also reduces absenteeism and turnover and increases positive and voluntary behaviors such as humanitarian actions. MethodThe statistical population of the study was all managers and employees of Bidboland Gas Refining Company. 50 employees were selected by snowball method as research sample. The instrument was semi-structured interviews, and qualitative content analysis was used for data analysis. ResultsThe results showed that a total of 4 variables, 20 dimensions and 27 components were obtained for the four job attitudes. 8 dimensions and 15 components for the job satisfaction; 3 dimensions and 3 components for the organizational commitment; 5 dimensions and 5 components for the perceived organizational support, and 4 dimensions and 4 components were obtained for the job involvement variable. DiscussionGiven that job attitudes affect the behaviors of employees in organizations, by recognizing job attitudes, many job events such as job burnout, apathy, various misconduct, and finally leaving the job can be prevented. And this is very useful for managers of organizations.
mohammad mehdi davali; Farshid Alipour
Abstract
IntroductionHaving sufficient skills and abilities to participate not only in professional life but also in the social life of individuals is vital. Skills are the basis of social cohesion, which is based on mutual understanding, respect for differences, civic responsibility, creativity, freedom and ...
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IntroductionHaving sufficient skills and abilities to participate not only in professional life but also in the social life of individuals is vital. Skills are the basis of social cohesion, which is based on mutual understanding, respect for differences, civic responsibility, creativity, freedom and interpersonal skills. The education system provides sufficient skills for all citizens. Job satisfaction is an attitude that improves productivity, motivates employees and empowers them. Therefore, recognizing the factors affecting it and paying attention to job skills can provide the basis for job satisfaction increase. The aim of this study was to investigate the effect of job skills on job satisfaction with the mediating role of job burnout.MethodThis research is in the category of applied descriptive cross-sectional studies. The statistical population included all employees of two drilling rigs belonged to the National Iranian Drilling Company. Using simple random sampling method, 152 employees were selected and questionnaires were distributed among them. Finally, 109 questionnaires were collected. The data instruments included standard questionnaires. Content validity and construct validity tests were used to assess validity and Cronbach's alpha and integrated reliability tests were used to measure reliability in PLS software. ResultsBased on the results of the study, all hypotheses were confirmed and it was concluded that the present study has a relatively strong scientific support. The findings show that job skills have an significant effect on job satisfaction with a partial effect of mediation of job burnout.DiscussionConsidering the relationship between job satisfaction with job burnout and job skills, it is necessary for managers to implement programs to increase employee job satisfaction and self-efficacy and provide a basis for reducing job burnout.
Samira Kamali; Zohreh Rafezi; Reza Vaziri
Abstract
Introduction Job satisfaction is one of the main concerns for organizations. It's widely related to other important parts of life including mental and physical health, job performance, and organizational productivity. According to the literature, personality variables are very important for predicting ...
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Introduction Job satisfaction is one of the main concerns for organizations. It's widely related to other important parts of life including mental and physical health, job performance, and organizational productivity. According to the literature, personality variables are very important for predicting job satisfaction due to their relative stability. The present study has considered the neuropsychological and personality variable of reinforcement sensitivity, which is defined based on the activity of three behavioral brain systems, including Behavioral Activation System (BAS), Behavioral Inhibition System (BIS), and Fight, Flight, Freeze System (FFFS) as predictors of job satisfaction; Because it allows people to predict job satisfaction even before they have been employed by organization and organizations can select people with more likely future job satisfaction. It is also true that the level of activity of brain-behavioral systems is initially determined genetically; But in the future, it is also influenced by environmental factors and learning. Therefore, by considering the effect of the activity of each system on job satisfaction, it is possible to increase the possibility of more job satisfaction in people by making appropriate changes in environmental conditions and learning. In this way, organizations can determine the level of activity of systems in each of their current employees, to strengthen the appropriate brain-behavioral system in them to increase their job satisfaction and reduce the activity of system which activity is inversely related to job satisfaction. In this way, the individual, the organization, and, as a result, the whole of society will be able to benefit from more job satisfaction and the problems of less job satisfaction will be reduced. Method The research design was descriptive correlational. The statistical population was all Iran's employees in early 2018 with at least one year of work experience in their current position and at least a diploma degree. The minimum sample size was determined using the Green formula and the final sample of 321 people was determined by the convenient sampling method. Tools were MSQ- short form, and the Jackson Reinforcement Sensitivity Scale (r-RST) which were distributed via a Telegram robot designed for this special purpose. Data were analyzed using Multiple Regression Analysis in SPSS software version 26. Results The results of regression analysis showed that Behavioral Activation System (BAS) has a positive significant relationship with job satisfaction (β=0.17, p < 0.002), and also the Behavioral Inhibition System (BIS) has a positive significant relationship with job satisfaction (β=0.15, p < 0.007). The best predictor was the Freeze subsystem with β= -0.26 and then the Fight subsystem with β=-0.20, which have a negative significant relationship with job satisfaction. Discussion Considering the predictive role of three brain-behavioral systems for job satisfaction, these can be useful for predicting and increasing job satisfaction.
Noorali Farrokhi; Farid Ahmadrad
Abstract
Introduction Job satisfaction is a multi-dimensional concept and is related to several factors. In other words, job satisfaction will be achieved by a set of factors. Therefore, the main purpose of this study was to investigatethe relationship of affective well-being and job stress with job satisfaction, ...
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Introduction Job satisfaction is a multi-dimensional concept and is related to several factors. In other words, job satisfaction will be achieved by a set of factors. Therefore, the main purpose of this study was to investigatethe relationship of affective well-being and job stress with job satisfaction, concerning the mediating role of job self-sfficacy Method The research method is descriptive-correlational. The statistical population of the study was all the employees of neuroscience centers in Lorestan province in 2019. 3 centers were randomly selected and a random sampling method was used to select individuals. Finally, by removing those who did not complete the questionnaire completely, 252 people participated in the study. Four questionnaires were used in this study: Job-related Affective Well-being Questionnaire (JAWS), Minnesota Job Satisfaction Questionnaire (MSQ), Job Stress Questionnaire (HSE), and Job Self-efficacy Questionnaire. Results Findings showed that the proposed model had a good fit. The results also showed that job stress had significant relationships with job self-efficacy and job satisfaction (p < 0.05). The relationships of job-related affective well-being with job self-efficacy and job satisfaction were also significant (p < 0.05). Also, the mediating role of job self-efficacy in the relationship of job-related affective well-being with job satisfaction was significant. Discussion Remarkable in the findings of this study was the existence of a third variable between the relationship between job-related affective well-being and job satisfaction. Affective well-being first affects job self-efficacy and then job self-efficacy affects job satisfaction. Employees' emotions in the workplace affect how employees think.
Hamidreza Oreyzi; Hajar Barati
Abstract
Introduction Job satisfaction includes the positive and negative feelings that each employee has about his/her job. It seems that this structure has been changed by changing the worker’s emotions caused by cognitive and motivational factors. So, this longitudinal study sought to examine the ...
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Introduction Job satisfaction includes the positive and negative feelings that each employee has about his/her job. It seems that this structure has been changed by changing the worker’s emotions caused by cognitive and motivational factors. So, this longitudinal study sought to examine the effect of positive affect on creating job satisfaction according to cognitive (effort-reward balance and cognitive emotion regulation strategies) and motivational (goal-engagement control strategies) mediators. In current research life span theory of control and affect events theory and effort-reward balance theory was integrated to investigate the effect of job design, effort-reward balance on job satisfaction via two approaches namely cognitive regulation and compensatory and secondary control mechanisms. Method The research sample consisted of 726 employees of Isfahan Oil Refining and Distribution Company and Isfahan Oil Refinery that were randomly selected and responded to research tools three times in two years. Marginal structural equation method was used to analyze the data. The formal theory of counterfactual causal inference was used for casual inferences that extended Neyman-Rubin Holland point treatment theory contains time-varying treatments, outcomes, and concomitants. The effort-reward balance and cognitive emotion regulations were considered counterfactual treatments that influence job satisfaction. The G-FORMULA software was used to implements the parametric g-formula to estimate the mean of an outcome under hypothetical treatment strategies sustained over time from longitudinal data with time-varying treatments and confounders. The difference between the marginal structural model and the median analysis in longitudinal research is that in the latter case the research findings are collected in three waves three times, while in the analysis of this research the time intervals 2 and 3 of the mediating and dependent variables are collected. This approach is closer to the concept of causality because data has been collected over time, which is equivalent to their role in mediation, and the research design helps to validate the theory. Results The results showed that job satisfaction is determined, at time 3, by effort-reward balance and positive cognitive emotion regulation strategies, and at time 4, by effort-reward balance, positive cognitive emotion regulation strategies, and goal-engagement control strategies. The main strength of the marginal structural model is in predicting job satisfaction in the assumed future that can generalize in the future overall. Discussion Based on the results, it was recommended that organizations and managers focus on both cognitive and motivational factors to create job satisfaction, that is, to strive for a balance between the efforts of the employees and the rewards offer to them and teaching employees positive cognitive emotion regulation strategies, and goal-engagement control strategies. One of the main strengths of the model was to use both robust theory and longitudinal data to show intermediate variable nature. The focus of the research also was to show that fit indices weren’t enough to infer mediation. Comparing the results with the data collected in a time-lapse article shows how it was not possible to make decisions about the causal model in that case.
Montaha Mosavi; Noori Kaabomeir
Abstract
Introduction Age is one of the demographic characteristics that has been studied as one predictor variable in many studies. In addition to focusing on the chronological age or actual age of the individual, the researchers have also studied the concept of subjective age (perceived age). When people feel ...
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Introduction Age is one of the demographic characteristics that has been studied as one predictor variable in many studies. In addition to focusing on the chronological age or actual age of the individual, the researchers have also studied the concept of subjective age (perceived age). When people feel younger than their chronological age, their health, vitality, and productivity will increase. Therefore, the purpose of the present study was to investigate the relationship of subjective age with job satisfaction, organizational commitment and job well-being considering the mediating role of recognition of work experiences. Method The research design is descriptive correlational design. The statistical population of the study consisted of all employees of an industrial company in Ahvaz. A sample of 203 individuals was selected using a stratified random sampling method to obtain the most representative sample. To measure the variables of study, self-report instruments include Subjective Age Questionnaire (researcher-made), Work and Life Events Inventory (Berube, 2010), Job Satisfaction Scale (Warr et al., 1979), Organizational Commitment Scale (Mowday et al., 1979), and Employee Well-Being Scale (Zheng et al., 2015) were used. Data analysis was performed using structural equation modeling (SEM) using AMOS-22 software. Also, in this study, the Bootstrap method was used to determine the significance of indirect paths. Results The results showed that the research proposed model fit indices are sufficiently desirable. However, a better fit in the final model was achieved by eliminating non-significant direct paths (subjective age to job satisfaction, subjective age to organizational commitment, subjective age to job well-being). Also, the results of the Bootstrap for indirect paths showed that all indirect paths are significant; in other words, recognition of work experiences mediates the relationship between subjective age with job satisfaction, organizational commitment, and job well-being. Discussion Overall, given the positive impact of recognition work experiences on important job outcomes such as job satisfaction, organizational commitment, and job well-being, it is suggested to managers to consider programs in their management process to identify and appreciate employees' work experiences. Also, given the findings of this study on the importance of recognition work experiences, it is suggested that managers appreciate older employees who voluntarily share their work experiences.
Abdolamir Gatezadeh
Abstract
Introduction The purpose of this study was to investigate the effectiveness of positive thinking training on professional ethics and job satisfaction of university employees. Method This research was a semi-experimental study with pre-test, post-test and control group. The statistical population ...
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Introduction The purpose of this study was to investigate the effectiveness of positive thinking training on professional ethics and job satisfaction of university employees. Method This research was a semi-experimental study with pre-test, post-test and control group. The statistical population consisted of all employees of the Islamic Azad University of Sousangerd Branch in 2018. From this population, 30 employees who had the lower scores on professional ethics and job satisfaction were selected. From this sample, 24 employees randomly selected and then randomly assgined into two experimental and control groups, each one 12 participants. The 8 session positive thinking training was provided for the experimental group. At each session, the experimental group was given the opportunity to discuss successes and failures in the implementation of the assignments. Both groups were evaluated in three stages: pre-test, post-test and follow-up. ANCOVA was used for data analysis. Results The ANCOVA’s results showed that positive thinking training increased both professional ethics and job satisfaction of employees. Discussion According to the findings, positive thinking training was effective in increasing the professional ethics and job satisfaction of employees. Professional ethics has a significant effect on the activities and outcomes of the organization. Professional ethics increases productivity, and improves communication. Therefore, in such conditions, the organization can expect to improve job satisfaction, because job satisfaction is a psychological factor that provides the person with emotional adjustment to the job and work conditions. According to the results of this study, it is recommended that managers should pay particular attention to the positive thinking training so that professional ethics and job satisfaction in the organizational environment could be realized.
Saleh Rahimi; Vakil Ahmadi; Zohre Azizi
Abstract
Introduction Job attitudes is a concept that reflects the positive and negative perceptions of the individuals about work and the various aspects of their work environment. An appropriate and positive attitude is concerned for achieving individual and organizational success. Research regarding the attitudes ...
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Introduction Job attitudes is a concept that reflects the positive and negative perceptions of the individuals about work and the various aspects of their work environment. An appropriate and positive attitude is concerned for achieving individual and organizational success. Research regarding the attitudes of employees in the organization will make managers be aware of employees’ views and expectations about their jobs, responsibilities, and organization climate, and to determine whether the policies and practices implemented by them are equitable for all employees. The purpose of this study was to investigate the relationship of job attitudes (Job engagement, organizational commitment, and job satisfaction) with job performance of Kermanshah public librarians. Method Research design was a descriptive correlational study. The population of this study was all Kermanshah public librarians. 83 librarians were randomly selected. Instrument included Allen & Meyer’ (1990) Organizational Commitment, Schaufeli & Bakker’ (2006) Job Engagement, Weis et al’ (1967) Job Satisfaction, and Hersey & Goldsmith’ (1980) Job Performance Questionnaires. The content validity and internal consistency reliability of the questionnaires were confirmed. The data were analyzed by pearson orrelation oefficient and multivariate regression analysis. Results The results showed that there was a positive significant relationship between job engagement, job satisfaction and organizational commitment with librarians' job performance. Also, the results of Multivariate Regression Analysis showed that job engagement (β=0.52, p < 0.001), job satisfaction (β=0.44, p < 0.001), and organizational commitment (β=0.45, p < 0.001) predicted job performance, significantly. Discussion The results showed that organizational commitment, job engagement and job satisfaction are important factors that can predict job performance of librarians. Librarians with high organizational commitment, job engagement, and job satisfaction do more efforts because they are motivated to and satisfied with their organization and their jobs. As the findings showed, the highest the correlation between job engagement (an attitude that makes individuals psychologically identify themselves with their job) and job performance, the level of librarians' performance would be high. Therefore, in the long-term planning for public libraries, librarians' job attitudes should be taken into consideration. This requires managers to provide appropriate context for improving and increasing employees’ job engagement, job satisfaction and organizational commitment. Managers should pay attention to employees' attitudes, because employees' attitudes affect the behavior of individuals in the organization.
Hamed Mohammadi
Abstract
The purpose of this study was to identify the dimensions and components of job satisfaction and provide a suitable model for it. Accordingly, the research design is a descriptive survey. The statistical population included managers and employees of Mazandaran Province Gas Company (including 40 managers ...
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The purpose of this study was to identify the dimensions and components of job satisfaction and provide a suitable model for it. Accordingly, the research design is a descriptive survey. The statistical population included managers and employees of Mazandaran Province Gas Company (including 40 managers of a focal group of company with organizational grade 17 or more, and 149 employees of a focal group consisted of company experts with organizational grade 15 and 16). From this population, 17 managers and 48 employees were selected by stratified random sampling method. According to the research design, the instruments used in the study included documents, interview, and questionnaire (researcher-made). Data analysis was performed by one-sample t-test and structural equation modeling using SPSS and PLS softwares. The results showed that job satisfaction had three dimensions (environmental, individual, and social) and 14 components (workplace physical conditions, contingent rewards, supervisory style, quality, performance appraisal, personal promotion and development, job characteristics, job-employee fit, decision making skills, participation and teamwork, work-life balance, welfares, psychological condition of the workplace, and coworkers relationships).
Baharak Shirzad; Parinaz Banisi; Ehsan Sodagar
Abstract
The purpose of this study was to investigate the relationship between work motivation and job satisfaction in hotel's employees. The statistical population of the research includes all employees of one five-star hotel in Tehran. From This population 175 employees were selected by simple random sampling ...
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The purpose of this study was to investigate the relationship between work motivation and job satisfaction in hotel's employees. The statistical population of the research includes all employees of one five-star hotel in Tehran. From This population 175 employees were selected by simple random sampling method. The instrumemt used for research variables were Leins Job Satisfaction, and Arresters and De Brown Stein Job Motivation Questionnaires. Pearson correlation coefficient was used for data analysis. The result showded there is a positive and significant relationship between work motivation and job satisfaction.
Ali Afshari; Rasul Rezaei Molajegh; Sosan Alinejadian
Abstract
The aim of this study was designing and testing the antecedents (job engagement, organizational health and organizational culture) and the outcomes of job satisfaction (job performance and organizational commitment). The research population consisted of all teachers of Maragheh city. From this population, ...
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The aim of this study was designing and testing the antecedents (job engagement, organizational health and organizational culture) and the outcomes of job satisfaction (job performance and organizational commitment). The research population consisted of all teachers of Maragheh city. From this population, 330 teachers were selected through stratified random sampling method. Instruments used in this research were job satisfaction, job engagement, organizational health, organizational culture, organizational commitment and job performance questionnaires. The proposed model was tested through Structural Equation Modeling (SEM) and using the SPSS-23 and AMOS-23 softwares. For testing the indirect relationships, bootstrap procedure was used. The results of this study showed the acceptable fit of the model with the data.
Ramin Bashir Khodaparasti; Sayed Hesam Aldin Hedayatzadeh; Bahman Paybarsang
Abstract
The aim of this study was to investigate the causal relationship of EFQM criteria wit job satisfaction and organizational loyalty. The statistical population of this study included all employees of Urmia university (186 employees). All 186 employees selected as research sample. The instruments included ...
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The aim of this study was to investigate the causal relationship of EFQM criteria wit job satisfaction and organizational loyalty. The statistical population of this study included all employees of Urmia university (186 employees). All 186 employees selected as research sample. The instruments included EFQM, Job Satisfaction and organizational loyalty questionnaires. Path analysis used for data analysis. Results showed that EFQM criteria had significant relationship with job satisfaction and organizational loyalty.
Sahar Swadekouhi; Simin Zoghibiqnad; Maryam Hosseinpour; Syrus Amirpour Birgani
Abstract
The aim of this study was to investigate the relationship between organizational-based self-esteem and person-job fit with job satisfaction. The statistical population concluded all librarians of Shahid Chamran University of Ahvaz, and Jundishapur University of Medical Sciences. From this population ...
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The aim of this study was to investigate the relationship between organizational-based self-esteem and person-job fit with job satisfaction. The statistical population concluded all librarians of Shahid Chamran University of Ahvaz, and Jundishapur University of Medical Sciences. From this population 61 librarian were selected by available sampling method. The participants completed organization-based self-esteem, person-job fit and job satisfaction questionnaires. Data were analyzed using multiple regression analysis (with stepwise method). Findings indicated that person-job fit have a positive relationship with job satisfaction, but organization-based self-esteem despite significant simple correlation with job satisfaction, has not significant weight in stepwise regression.
R. Kh. Javadi; M. Rasouli; A.M. Nazari; J. Hasani
Abstract
This study aimed to investigate the structural relationships of individual, social and organizational factors affecting teacher's job satisfaction. The design of this study was correlational. A sample of 150 teachers in Karaj city have been selected through cluster random sampling method. The instruments ...
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This study aimed to investigate the structural relationships of individual, social and organizational factors affecting teacher's job satisfaction. The design of this study was correlational. A sample of 150 teachers in Karaj city have been selected through cluster random sampling method. The instruments used in this study include Job Satisfaction Inventory and factors affecting job satisfaction inventory. The data were analyzed using SPSS16 and AMOS16 softwares and the Pearson correlation coefficients, and path analysis. Results showed that job benefits, work-life balance and job attitudes directly affected job satisfaction. Professional development, management support and spousal support through job attitudes affected job satisfaction. Spousal support and job stress affected job satisfaction through work-family balance. This model explained 53 percent of variance of job satisfaction. The model's fitting indices were appropriate. To promote job satisfaction of teachers, considering individual, social and organizational factors recommended.
GH. AMIRNEJAD
Abstract
The Purpose of this study was to investigate the casual relationship of organizational leadership with organizational agility through job satisfaction and organizational commitment. Statistical Population was 325 employees of National Iranian Drilling Company. From this population, 176 persons were selected ...
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The Purpose of this study was to investigate the casual relationship of organizational leadership with organizational agility through job satisfaction and organizational commitment. Statistical Population was 325 employees of National Iranian Drilling Company. From this population, 176 persons were selected by simple random sampling method. In order to collect data, four questionnaires were used: organizational leadership, job satisfaction, organizational commitment and organizational agility questionnaires. Fitness of the proposed model was examined through Structural Equation Modeling (SEM). Findings indicated that the proposed model fit the data. Results supported the direct effects of organizational leadership on organizational agility, jab satisfaction and organizational commitment and job satisfaction and organizational commitment on organizational agility. Findings also showed that organizational leadership has positive and significant effect on organizational agility through job satisfaction and organizational commitment.
Hajar Barati; Hamid Reza Oreyzi
Abstract
Job satisfaction is the positive emotional state that workers have toward their jobs, and organizational commitment results from their positive emotions toward their organizations. At present research the relations of these two variables and also the path analysis model of components of these variables ...
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Job satisfaction is the positive emotional state that workers have toward their jobs, and organizational commitment results from their positive emotions toward their organizations. At present research the relations of these two variables and also the path analysis model of components of these variables were investigated. The participants consisted of 404 employees from an industrial company that selected by simple random sampling method. Participants responded to research instruments by Job Satisfaction and Organizational Commitment Questionnaires. Pearson´s correlation coefficients and path analysis used for data analysis. Findings showed that the proposed model fit the data properly. Results also indicated the positive relationships of job satisfaction, promotion satisfaction, and pay satisfaction with affiliation commitment, and positive relationships of job itself satisfaction, supervisor satisfaction, policy satisfaction and satisfaction with flow with identification commitment, and finally the positive relationships of identification commitment and affiliation commitment with exchange commitment. According to the findings, organizations should prepare conditions for increasing job satisfaction and in this way increase their employees organizational commitment.
Abdulzahra Naami; Marjan Shamsi; Sayyed Esmail Hashemi; K. Beshlideh
Abstract
Today, positive thinking is one of the most important factors that influence the attitudes and behaviors of employees in the workplace. One of the behaviors that is very important for organizations is organizational creativity. Therefore, the purpose of this study was to investigate the role of occupational ...
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Today, positive thinking is one of the most important factors that influence the attitudes and behaviors of employees in the workplace. One of the behaviors that is very important for organizations is organizational creativity. Therefore, the purpose of this study was to investigate the role of occupational well-being as the moderator in the relationship of job satisfaction and psychological capital with organizational creativity in employees of an industrial company. The participants consisted of 222 employees of an industrial company that were selected by multi-stage random sampling method. They completed the organizational creativity, job satisfaction and psychological capital questionnaires. Moderated effect was examined through moderated hierarchical regression. Findings indicated that occupational well-being moderated the relationship between job satisfaction and psychological capital with organizational creativity. This research suggests that for increasing organizational creativity, there need to provide conditions to promote occupational well-being, job satisfaction and psychological capital.
Hesam Bazrafkan
Abstract
Motivation refers to an internal force that Influences the direction, intensity, and persistence of an individual’s behavior. Low levels of work motivation leads to a sense of helplessness, depressed mood, and low levels of goal-directed action. This research was designed to investigate the effect ...
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Motivation refers to an internal force that Influences the direction, intensity, and persistence of an individual’s behavior. Low levels of work motivation leads to a sense of helplessness, depressed mood, and low levels of goal-directed action. This research was designed to investigate the effect of job characteristics (JCM) on turnover intention regarding the mediating role of job satisfaction and emotional exhaustion, in 80 knowledge worker of a technical equipment company. The participants completed job characteristics, turnover intention, job satisfaction and emotional exhaustion questionnaires. Structural equation modeling (SEM) through AMOS 18 was used for data analysis. The results indicated that, there was a significant relationship between job characteristics and turn over intention with full mediating role of job satisfaction and emotional exhaustion.
Sahar Ahmadi chegeni; M. Baharlou; M. Mahmoodikia
Abstract
The aim of this study was to investigate the relationship between leadership empowerment behaviors (LEB) with intention to stay considering the mediating role of psychological empowerment, job satisfaction and affective commitment. The participants consisted of 150 employees who were selected through ...
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The aim of this study was to investigate the relationship between leadership empowerment behaviors (LEB) with intention to stay considering the mediating role of psychological empowerment, job satisfaction and affective commitment. The participants consisted of 150 employees who were selected through simple random sampling method from total employees of an industrial company. The instruments which used in this study include leadership empowerment behaviors (LEB), psychological empowerment, job satisfaction, affective commitment and intention to stay questionnaires. Data were analyzed using Pearson correlation coefficient, structural equation modeling (SEM) and mediation analysis. The results showed that the proposed model fit the data properly. Also all direct and indirect effects were significant.
