جستجوی مقالات مرتبط با کلیدواژه « job satisfaction » در نشریات گروه « علوم اجتماعی »

The performance and job quality of people depends not only on the competencies of the employees but also on their job satisfaction. For effective work, the worker must be healthy and satisfied, and high job satisfaction leads to greater employee productivity in organizations.

This study employed a descriptive correlational design. The statistical population includes all the employees and managers of the Social Welfare Organization of Khorasan Rzavi Province, 44 managers and 1267 employees, of which 24 managers and 132 employees were selected through stratified random sampling. The instruments in this study include job satisfaction and mental health questionnaires, and the NEO Personality Inventory Test (the big five). Research data were analyzed through Pearson correlation, regression, and using SPSS-21 software.

The results showed that there is a positive relationship between job satisfaction and openness to experience, agreeableness, adaptability, and conscientiousness. There is also a negative relationship between the lack of mental health and neuroticism. Furthermore, there is a negative relationship between lack of mental health and openness to experience, agreeableness, adaptability, and conscientiousness. Moreover, there is a positive relationship between lack of mental health and neuroticism. The results also showed that managers’ neuroticism and flexibility were predictors of employees’ job satisfaction, and managers’ openness to experience and agreeableness and adaptability were negative predictors of employees’ mental health.

It can be said that managers are like parents in the family, and their personality, behavior and performance can play a significant role in the productivity of employees, therefore, it is necessary to pay attention to the personality and behavioral characteristics of people in choosing management positions in organizations.

Organizational Citizenship Behavior (OCB) is a new concept in the field of citizenship in organizations and refers to the voluntary behaviors of individuals that affect the organization. This attention to OCB has made in recent years much research done on the factors influencing behavior in the workplace. Due to an increase in OCB research and identifying the factors affecting it, this study aimed to investigate the factors affecting OCB in research conducted in Iran. The research method of this paper is meta-analysis. Population of the study, almost scientific papers that are the subject factors for OCB in 2011 and 2021 were published. Finally, 35 papers were selected and analyzed with the Comprehensive Meta-analysis software. The results showed that relationships of 33 variables were evaluated by OCB in previous research. Among these variables, job satisfaction, organizational commitment and organizational justice had the most impact on OCB. The results of the meta-analysis showed that the effect size between job satisfaction and OCB approximately 0.54, was at a high level. Also, the relationship between organizational commitment and OCB was about 0.44 and at moderate level. Results show that the combined effects of the relationship between Organizational Justice and OCB the equivalent of 0.40, was at a moderate level.

Employees with more willingness to participate in decision making and activities in organizations of the present era are looking to increase their satisfaction with the job. Engaging in a job is a desirable feature. In fact, people who are more satisfied with their jobs, show a positive spirit at work and express a high commitment to their organization and colleagues. The aim of this study was to identify the factors affecting job engagemnent using the meta-synthesis method. This research is applied in terms of purpose, in terms of nature and method of information analysis is one of the qualitative researches. From the perspective of data collection method is documentary and finally, based on the research method, it is one of the analytical-descriptive researches that has been done using the meta-synthesis method. The statistical population of the research is all internal researches conducted in the last ten years (1390-1400) with the subject of investigating the factors affecting job instigating that their reports have been reported in the country's publishing databases (e.g. Magiran،Noormgas، SID،ElmNet،Civilca). The sampling method of this study is purposeful and according to the rule of saturation, 10 studies were selected and studied. Factors and components were extracted using themed analysis method. Based on the obtained results, the model of factors affecting the job engagement of employees consists of 6 main factors and 24 sub-factors. Factors affecting job attraction include job satisfaction, job adaptability, organizational citizenship behavior, workplace spirituality, intention to quit and job stress.

Human resources are the main factors of development in every organization. Those are more important in education system, because this institution trains skilled human resources for other organizations. Therefore, education needs interested people to be more effective in the education system. If a society wants to achieve industry and technology development it should pay attention to different occupational groups of the society, especially teachers. Hence the purpose of this study is to reconstruct female teachers’ semantic understanding of their jobs in Babol. Grounded theory was used to conduct the study. The participants in the research were female teachers in Babol (Mazandaran, Iran) in 2021. Through purposive sampling, semi-structured interviews were conducted with 20 people, which continued until the saturation of data. The theoretical implementation and coding of the text of the interviews led to the extraction of eight categories: interest, preservation of human dignity, satisfaction, lack of respect for rights, appropriate feedback, structural problems, values, unchangeable educational system, high social values, low material values. Contrary to popular belief, teachers considered their jobs to be respectable and of high social value, and at the same time dissatisfied with financial issues and lack of facilities and equipment. Accordingly, the core category was “contentious job satisfaction and burnout due to anomic structure”. Due to the emergence of the core category, it is necessary for education managers to implement programs to promote and improve job motivation and a sense of self-efficacy.

Today, job performance and factors affecting it are one of the important issues in the field of management in organizations. For this purpose, this research attempts to analyze the impact of HRM activities and adherence to Islamic values on job performance with the mediating role of job satisfaction. This research is descriptive and applied. The statistical population of the study consisted of all administrative staff of Zanjan University which according to the Cochran formula, the sample size was determined 200. The data were collected by using questionnaire, and convenient sampling method. The reliability of the questionnaire was approved by using Cronbach alpha coefficient. Content validity is used for approving questionnaire validity. For analysis data, SEM (Structural Equation Modeling) and AMOS software were used. Findings shows that adherence to Islamic values job satisfaction and have a significant effect on job performance. In addition, HRM activities have a significant relationship with job satisfaction and has a significant effect on job performance. The effect of adherence to Islamic values on job satisfaction has been confirmed. Considering the mediating role of job satisfaction, organization managers should pay more attention to this category. Adherence to Islamic values as an effective factor on job satisfaction and performance can be taken into consideration in interviews and employment tests.

The aim of the present study is to examine the factors affecting the work conscience among the employees of the Red Crescent of Elam province, which was implemented in 2022.

 This study is a quantitative study of the descriptive–analytical type of survey. The statistical community includes all employees of the Red Crescent Organization of Ilam province with a number of 272 people, of which 160 were selected according to the Cochran formula and by the regular sampling method. The tools used in this study were the researcher's questionnaire consisting 60 questions. The results of the questionnaire were analyzed using the multiple correlation coefficient method (regression) as well as the structural equation method.

 Based on the results of the descriptive statistics, the work conscience rate was based on a 5-degree grouping as follows: 9/1 percent was very low, 2/21 was low, 6/50 percent was somewhat, 4/19 was high and 8/3 percent was very high. The results of the inferential statistics also showed that among individual factors, the variables of age(highest age) and Education (Bachelor's degree) with non-dependent(work conscience)have a meaningful relationship, as well as between independent factors(organizational Justice(P=/245), awareness of role ambiguity(P=-/101), job satisfaction(P= - /062), organizational alienation (P=/372). they had. The results of the factor load analysis showed organizational Justice (R= / 287)، Organizational unity (184r=/) job satisfaction (R=- / 038) and awareness of role ambiguity (R=-/079) respectively had the greatest impact in explaining the main variable of the research.

The aim of the present study is to investigate the organizational factors affecting the conflict between the professional and family roles of female nurses during the corona disease. Survey method was used in this research. The statistical population of the study included 100 women nurses in public and private hospitals in Jiroft city, who were selected by census method. In order to collect information, a standard questionnaire of organizational factors and conflict between work and family roles was used. Their validity was confirmed through face validity and reliability through Cronbach's alpha. The results of the regression analysis showed that among the organizational factors, organizational commitment was the most important predictor of the conflict between work and family roles of working women (t=-3.695, β=-0.456). The results obtained from the model test show that between role conflict and organizational justice (β=0.47, p < 0.001), the possibility of role promotion (β = 0.44, p < 0.001), job involvement (β=0.73, p<0.001), organizational commitment (β=0.68, p<0.001), The feeling of preciousness of the role (β=0.13, p<0.001), superior social support (β=0.7, p<0.001), colleagues' social support (β=0.001 β=0.63, p<0.001) and job satisfaction (β=0.62, p<0.001) had a negative and significant relationship. The regression coefficient between organizational factors and family and work role conflict was equal to -0.31, which means that for one-unit increase in organizational factors, the work and family role conflict of working women will decrease by 0.31 standard deviation units.

The purpose of the research is the impact of strategic human resource management and internal marketing on human resource development policy with the mediating role of job satisfaction and organizational trust in knowledge-based companies. The research method is practical in terms of purpose and descriptive of correlation type according to the method of data collection. The statistical population of the research is all the employees of knowledge-based companies located in Pardis Technology Park of Tehran in 2022. Also, the number of 384 people was determined as a sample using Cochran’s formula, and 415 questionnaires were distributed using available sampling method, and 387 questionnaires were collected. The reliability of the questionnaire was evaluated by evaluating Cronbach’s alpha coefficient, which was 0.775. The results of research hypotheses indicate that internal marketing and strategic management of human resources have an effect on the job satisfaction of employees and the role of organizational justice and procedural justice on employees’ organizational trust has been shown and the role of organizational trust on the job satisfaction of employees was stated, and job satisfaction and organizational trust play a role in the development of human resources.

In order to have the most productive and efficient organizations, human resources that have high job satisfaction are required. Job satisfaction and its effective factors are among the most important social issues. This issue is more sensitive in professions that deal with human services, such as the police force. Therefore, the purpose of this research is to investigate the Influence of workplace incivility on job satisfaction with the mediating role of emotional exhaustion, organizational cynicism, and the moderating role of psychological capital.The present study is applied in terms of purpose, and descriptive-correlational in terms of the method. The police force personnel of North Khorasan province was chosen for the statistical population of the research. According to Cochran's formula, 313 personnel were selected as a sample by a simple random sampling method. In order to collect research data, the workplace incivility questionnaire of Cortina et al (2013), job satisfaction of Minnesota (1977), emotional exhaustion of Maslach and Jackson (1981), organizational cynicism Wilkerson et al. (2008) psychological capital and Loutans and Avolio (2007) were used. To measure validity, content validity and confirmatory factor analysis were used, and the alpha coefficient of Cronbach was used to measure reliability. Cronbach's alpha of Workplace Incivility, job satisfaction, emotional exhaustion, organizational cynicism, and psychological capital was calculated as 0.924, 0.924, 0.975, 0.943, and 0.909, respectively.The results of the research indicated a negative and significant association between workplace incivilities on organizational job satisfaction with a path coefficient of -0.465.

Human power is very important in organizations. Productivity, effectiveness and development of organizations depends on the efficiency and effectiveness of human resources of that organization, so one of the important issues that should be considered in any organization is job satisfaction and satisfaction of employees of that organization. Because it can directly lead to organizational development. In order to realize the productivity of human resources in the organizational field, the necessary solutions must be identified. One of the effective solutions is to pay attention to the intellectual capital of the organization and the job satisfaction of the employees. The present study investigates the factors affecting job satisfaction among employees of the Bojnourd Education Department. In this study, Herzberg motivational-health theory was used as a theoretical framework that health factors include: uniformity at work, salaries and benefits, organizational hierarchy, relationships in the workplace and access and power, as well as motivational factors including: job category, job category And the type of employment, this research is done by survey method. The data collection tool was a researcher-made questionnaire. The validity of the questionnaire has been confirmed by a group of experts in this field. The statistical population of the study includes the staff of the Education Department of Bojnourd (250 people). The statistical sample in this study is 150 employees of this organization, the sampling method was simple random. Based on the results, salaries and the level of power and access of individuals have played a major role in increasing job satisfaction of employees. With increasing salaries and access and power of people, the level of job satisfaction of employees increases.

The dream of any organization is to have superior performance Employee. Employee flourishing has been the focus of positive results for Employees and the organization. The purpose of the present study is to design a model of employee flourishing in organizational life with a structural-interpretive modeling approach.

This research is fundamental-applied in terms of the research audience, descriptive in terms of the purpose of the research and cross-sectional in terms of research time. Finally, in terms of data collection method, it is a mixed research and survey. The statistical population of the study was experts and employees of Lorestan Social Security Organization, whose number was reported to be 150 people. Based on specific criteria, 15 people were selected as experts by non-probability judgment method. To identify the components of prosperity, while using previous studies, interviews were conducted with experts (4 people) and staff (3 people). After identifying the factors and designing the research questionnaire, the questionnaire was given to 15 experts..

22 factors were identified as factors in the employees flourishing in the organization and a research questionnaire was designed based on it. The results of ISM test showed that 22 factors fall into five levels. MICMAC test results showed that factors such as organizational support, self-efficacy, organization management, appropriate service compensation, proportionate workload, work-to-home interaction, organization-person fit, person-to-job fit, co-workers Citizenship behavior and Effective organizational communication have an independent role in research and include factors such as job security, job satisfaction, career path development, knowledge-based organizational culture, professional competencies, personal development, relevant training, employee hope, optimism, emotional well-being, and Social well-being are the dependent factors.

Employee flourishing is influenced by various factors such as organizational management, organizational support, organizational communication, job fit, self-efficacy, and so on. Organizations can help their flourishing by recognizing the factors affecting the flourishing of employees and trying to strengthen the positive factors and reduce the negative factors. People who are flourishing, experience a high level of mental health that will lead to positive performance in the workplace.

In parallel with improving the quality of services in organizations with job satisfaction; Decreases in efficiency and effectiveness will occur in organizations with dissatisfied employees. Employee job satisfaction is a necessary condition for their commitment to the goals and strategies of organizations; The aim of this study was to measure the job satisfaction of police women and analyze the factors affecting it.

This research has been done with the help of quantitative collection techniques and in a survey. The statistical population of the study consisted of police women working in the police ranks based in Tehran. Statistical sample of 116 people were interviewed by simple random sampling method with the help of Smith and Kendall standard job satisfaction questionnaire with Cronbach's alpha coefficient of 86%. The collected data were analyzed in SPSS software at two descriptive levels (including central indices and dispersion indices) as well as inferential and کمک parametric tests.Findings and

The findings indicate the confirmation of the research regression model, so that 91% of the dependent variable changes are predicted by independent variables. There is a significant correlation between the dependent variable and the independent variables and also the level of job satisfaction of police women is very moderate in other cases except the environmental variable. In other words, employees have job satisfaction.The results of the study indicate that despite the job satisfaction of police women in the dimensions of the nature of work, employee behavior, direct boss behavior,

Aim and Background:

The aim of this study was to determine the effect of work-life balance on job satisfaction of faculty members of Amin University of Law Enforcement Sciences.Research

This research has been applied in terms of purpose and descriptive-survey method. The statistical population of the present study includes all faculty members of Amin University of Law Enforcement Sciences in the number of 300 people who have been selected based on Cochran's formula with an error level of 5% 169 people by relative stratified random sampling. Data collection tools were two standard questionnaires including work-life balance from Kung and Koo model (2009) and job satisfaction (JDI model Smith and Huilin (1969) whose validity through face and its reliability through Cronbach's alpha was over 75%. The Klomogorov-Smirnov test and the regression test are used to analyze the data.

The amount of test statistics to assess work-life balance on job satisfaction of faculty members of Amin University of Law Enforcement Sciences is significant. A value of R2 indicates that 0.9 of the variance in job satisfaction is explained by work-life balance. .

The results showed that having enough time from work, loyalty to work, having workplace support, flexibility in work plan, life orientation, job and career maintenance and voluntary reduction of working hours to meet personal needs on job satisfaction The faculty members of Amin University of Law Enforcement Sciences are significant.

The purpose of this study was to do meta-analysis on the spirituality variable in the workplace. Meta-analysis is also a technique for data analysis. The statistical population for the study is comprised of publications published on spirituality in the workplace between 1390 and 1397 (2011 to 2018) in scientific research journals certified by the Ministry of Science, as well as authoritative literature indexed on Wiley and Science Direct. These 106 papers include articles on the variable "spirituality in the workplace." 61 of these were chosen for inclusion in the first examination. The other studies were omitted from the research for a variety of reasons, including conference papers, statistical mistakes or ambiguity, and the use of variable dimensions instead. Finally, 42 papers were chosen for examination. The first stage was to evaluate these publications and quantify the impact of each of the six hypotheses suggested. The descriptive statistics part of this research revealed that 75 factors were associated with workplace spirituality. Meta-analysis verified all six hypotheses investigated in this research; the strongest correlation between spirituality in the workplace and job satisfaction is 0.725, while the lowest correlation with moral leadership is 0.416.