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جامعه شناسی کاربردی، جلد ۲۷، شماره ۲، صفحات ۱۲۷-۱۴۰
عنوان فارسی مطالعه تعیین‌کننده‌های سازمانی و فراسازمانی رضایت شغلی کارکنان یک شرکت خدماتی
چکیده فارسی مقاله  رضایت شغلی یکی از اساسی‌ترین سازه‌های مورد توجه در مطالعات سازمانی معاصر به شمار می‌رود. تحقیق حاضر با هدف بررسی رضایت شغلی و مهم‌ترین عوامل مرتبط با آن در میان کارکنان یک شرکت خدماتی در شهر شیراز انجام شده است. در این مطالعه با رویکرد کمی و روش پیمایشی و با تأکید بر نظریات مبادله و گروه مرجع یازده فرضیه ارائه شد. برای گردآوری داده‌های مورد نیاز، پرسشنامه طراحی شد و توسط 400 نفر از کارکنان که به شیوه نمونه‌گیری تصادفی سیستماتیک انتخاب شدند، تکمیل شد. نتایج تحلیل داده‌ها نشان داد که جنسیت رابطه معناداری با رضایت شغلی ندارد. تحصیلات، سن، سابقه خدمت در سازمان، میزان دستمزد، آموزش شغلی، امنیت شغلی، ابهام نقش، رضایت از زندگی، ارزیابی همکاران و خانواده از شغل با رضایت شغلی رابطه معناداری دارند. براساس نتایج آزمون رگرسیون، متغیرهای آموزش شغلی، ارزیابی همکاران از شغل، امنیت شغلی، رضایت از زندگی، ابهام نقش و میزان دستمزد به ترتیب مهم‌ترین متغیرهای مرتبط با رضایت شغلی بودند که در مجموع 50 درصد از تغییرات متغیر وابسته را تبیین می‌کنند. در مجموع می‌توان گفت متغیرهای تعاملی درون سازمانی نقش عمده‌ای در رضایت شغلی ایفا می‌کنند.
کلیدواژه‌های فارسی مقاله
عنوان انگلیسی A Study about Organizational and Ultra Organizational Determinants of Job Satisfaction among a Service Corporation Employee’s
چکیده انگلیسی مقاله Introduction: Job satisfaction is a fundamental construction in current organization studies. The importance of this construct is because of that’s role in organization’s development and effects on quality and quantity of services and processes. The goal of this study is to study employee’s job satisfaction of a service corporation related to organizational and ultra organizational variables. Job satisfaction defined as positive sense and orientation to job and that’s experiences include satisfaction from job tasks, wage, work conditions and management.  Material & Methods: Research model has been designed according a quantitative approach and conducted with survey strategy. Social exchange theory and reference group theory used as theoretical framework and 8 hypotheses posed. After operational and theoretical definition of job satisfaction and independent variables, a questionnaire has been designed and conducted. Research sample contained 400 employees that selected with systematic random sampling method from employees list in a service oriented organization at Shiraz city-Iran. The questionnaire validity tested with formal validity that evaluated by some psychology, Sociology and Management researchers and organization employee’s. the reliability of scales tested by Chronbach’s alpha coefficient. Reliability test showed that chrobach alpha was up than 0.7 for all scales. Research questionnaire include individual and job information, job satisfaction scale with 48 items and other variables scales that designed with Likert scale.    Discussion of Results & Conclusions: 10 percent of respondents was woman and 90 percent man. Age average was 43 years and age minimum was 25 and maximum 54 years old. More than 44 percent of respondents have middle job satisfaction. In different job satisfaction dimensions, satisfaction from job tasks, then satisfaction of managers, work conditions and wage was at later levels.   Referential Results showed that there is no significant relationship between gender and job satisfaction. Such as other recent researches about comparison of job satisfaction among man and woman, this research showed that job experiences in organizations become similar in organization.  other variables such as education level, age, wage, job training, job security, role ambiguity, life satisfaction and family and colleagues evaluation of job was significantly related to job satisfaction. The employees job satisfaction reduced by increasing education. In other words, the relationship between job satisfaction and education level was reverse;  when employee education is higher, his expectation from job and related factors become higher and if organization couldn’t respond to this expectations, the person experience negative in his job.  Age and working years was significantly and positively related to job satisfaction. As other researchers mentioned, older people and who was more in organization, committed more to organization and also gained more skills for doing job and ultimately experienced more positive sense from job. Job training, positively correlated to job satisfaction; employees that trained more in organization, can do better job tasks and probably received encourages and this important source of satisfaction for employees. Inversely, role ambiguity had negative relationship with job satisfaction. Stress and anxiety is A critical consequences of role ambiguity and can reduce satisfaction and positive sense of work conditions. As reference group theory focused, colleague’s and family evaluation of job was significantly correlated with job satisfaction but colleague’s evaluation was more important than family. Also life satisfaction and job satisfaction was correlated and employees that was more satisfied in life, more satisfied in job; this showed that the life is a system that different parts affect each other. Multi level analysis showed that colleague’s evaluation of job, job security, life satisfaction, role ambiguity and wage entered in regression model and explained 50 percent of dependent variable. According to this, should be mention that job satisfaction is very complex construct that affect from different organizational and ultra organizational variables. But in comparison, the interactional variable in organization is more important than others.
کلیدواژه‌های انگلیسی مقاله
نویسندگان مقاله حسین افراسیابی |
استادیار، گروه جامعه شناسی دانشگاه یزد ایران
سازمان اصلی تایید شده: دانشگاه یزد (Yazd university)

نشانی اینترنتی http://jas.ui.ac.ir/article_20495_144687a18326fe8677f418d5f1210141.pdf
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