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Showing 8 results for Job Satisfaction
Mohammad حسین شکرکن Nevisandeh Election, Mohammad عبدالکاظم نیسی,
Volume 1, Issue 1 (1-2007)
Abstract
This research examined the relationship between job satisfaction and mental health among employees of an oil refinery in Iran. It was hypothesized that global job satisfaction and its five components: satisfaction with work, co-workers, pay, promotion,and supervision have negative correlations with the nine mental disorders: somatization (SOM), obsessive-compulsive (O-C), interpersonal sensitivity (I-S), depression (DEP), anxiety (ANX), hostility (HOS), phobic anxiety (PHOB), Paranoid ideation (PAR), and psychoticism (PSY). The JDI and the SCL-90-R were used to measure overall job satisfaction and its five components, and the nine mental disorders, respectively. The sample consisted of 828 subjects selected by a multiphase random method__AWT_NOKT_COMMA__ 665 were regular employees and 163 were managers at different levels. Results indicated that global job satisfaction and its five components have negative correlations with the nine mental disorders at P
Mohammad سیداسماعیل هاشمی Sheykhshabani Nevisandeh Election, Azin Taghipour,
Volume 4, Issue 2 (1-2010)
Abstract
The aim of the present study was to explore employees__AWT_QUOTE__ job stressors and investigating the relationships of these stressors with job satisfaction and mental health in an Iranian industrial company. Participants were 300 employees of a public organization who were selected randomly and were surveyed using interview and questionnaire. Three questionnaires were used to collect data. Mental health was assessed using the Symptom Checklist (SCL-25)(Derogatis et al., 1974), job satisfaction by five-item version of Job Satisfaction Questionnaire (Brayfield and Rothe, 1951) and Job Stressors Scale developed by authors. Items about job stressors were generated using interview with 30 employees. Then these items in the form of a questionnaire were answered by 270 employees. Principal components analysis using varimax rotation and eigenvalues over 3 on 124 items about job stressors yielded a four-factor solution of improper management, unfair procedures and treatments, organizational constraints, and insufficient payments that jointly accounted for 41.8 percent of the total variance. Cronbach__AWT_QUOTE__s alphas for total factors was 0.97 indicating good internal consistency. Pearson Correlation analyses revealed that these factors have positive correlation with employees__AWT_QUOTE__ mental health and negative correlation with job satisfaction. Finally, results were discussed based on mental health and organizational theories.
Mohammad شهناز محمدی Nevisandeh Election,
Volume 5, Issue 2 (1-2011)
Abstract
The purpose of the present study was to investigate the relationship between the Big Five personality factors and job satisfaction variables among high school teachers in Pune (India) in 2008. A sample consisted of 121 female and 102 male teachers teaching at high schools in Pune, India were randomly selected. The Neo-Five Factors Inventory (NEO-FFI) by Costa and McCrae (1992) and Job Descriptive Index (JDI) by Smith, Kendall and Hulin (1969) were used. To analyze the data Pearson correlation was used. The results showed that neuroticism predicted (low) job satisfaction on all the job satisfaction facets except pay. Extraversion predicted satisfaction with people at work. Openness predicted (low) job satisfaction in general and satisfaction with promotions and people at work. Agreeableness predicted satisfaction with people at work. Conscientiousness predicted satisfaction with work. The results indicated that the Big Five personality factors can well predict the job satisfaction among high school teachers.
Mohammad عبدالزهرا نعامی Nevisandeh Election, Mohammad حسین شکرکن,
Volume 5, Issue 2 (1-2011)
Abstract
This study investigates the relationship between job boredom proneness as the predictor variable and job satisfaction and job involvement as the criterion variables. Job Boredom Proneness Scale, Job Satisfaction Survey (JSS), and Job Involvement Questionnaire (JIQ) were administered to 275 employees, working in an industrial organization, selected according to a stratified random sampling method. The results indicated that job boredom proneness and its dimensions correlate negatively and significantly with job satisfaction and job involvement. The facets of perception of time and constraint had the most important role in explaining the variances of job satisfaction and job involvement.
Kioumars Beshlideh, Rastegar Sharifi, Seyed Esmaeil Hashemi, Abdolzahra Naami,
Volume 12, Issue 2 (10-2018)
Abstract
The present study aimed at designing and testing a model of servant leadership consequences. It has selected the servant leadership structure as an antecedent variable, the job satisfaction, organizational commitment and organizational citizenship behavior structures as the consequent variables, and the perceived organizational support and leader-member exchange structures as the mediator variables. The research method was descriptive correlational. Therefore, a total of 230 employees from an industrial company were selected through simple random sampling. The research tools included the servant leadership, perceived organizational support, leader-member exchange, job satisfaction, organizational commitment and organizational citizenship behavior questionnaires. The data was analyzed through structural equation modeling (SEM) and mediator analysis. The analysis of structural equation modeling supported the proposed model fit with data.The results indicated a direct positive effect of servant leadership on all dependent variables in the model, and a direct positive effect of perceived organizational support on job satisfaction, organizational commitment and organizational citizenship behavior, and a positive indirect effect of servant leadership on job satisfaction, organizational commitment and organizational citizenship behavior through perceived organizational support and leader-member exchange.
Mr Mohsen Dereke, Miss Nasrin Arshdi, Mr Hossein Shokrkon, Mr Kioumars Beshlideh, Mr Bahram Peymannia,
Volume 16, Issue 2 (10-2022)
Abstract
The present research investigates the effectiveness of EFT emotion-focused training on job stress, quality of work life, job satisfaction and resilience in police officers. In this research, an experimental method with a pre-test and post-test design was used. The statistical population of research was the entire police force working in Kermanshah police stations. All of the statistical population responded to the SPIO and SPOKAN job stress questionnaires and 50 people who got the highest scores were selected as the sample and randomly divided into two groups, the experimental and control, each of 25 persons. During the pre-test and post-test phases, participants answered the SPIO and SPOKAN job stress questionnaires, Walton's quality of work life, job satisfaction, and Conor's and Davidson's resilience questionnaires. The experimental group received the EFT emotion-focused therapy training for 9 sessions of 2 hours, and the control group did not receive any treatment. The results of the research with covariance analysis showed that EFT emotion-focused training has a positive and significant effect on reducing job stress, and increasing the quality of work life, job satisfaction and resilience. The research showed that EFT emotion-focused training can be a beneficial training method to improve police officers' mental health
Dr Abdolzahra Naami, Ms Saba Gheysari, Ms Atefeh Mohammadhosseini,
Volume 17, Issue 1 (5-2023)
Abstract
In contemporary society, developing a conducive work environment that prioritizes decency holds paramount importance, given its implications on human welfare, societal cohesion, and economic prosperity. This study seeks to explain the relationship between perceived social support and work volition in relation to job satisfaction and turnover intention, with the mediating role of decent work, within the context of Khuzestan province's teachers in 2023. Through instruments, namely the multidimensional scale of perceived social support (Zimmet et al., 1988), the work volition questionnaire (Duffy et al., 2012), the job satisfaction questionnaire (Tso et al., 1992), and the turnover intention questionnaire (Cummann et al., 1979), data were collected from a sample of 320 teachers selected via convenient sampling methodology and responding to online surveys. The findings revealed the direct effects of perceived social support and work volition on decent work, which in turn emerged as a significant predictor of job satisfaction and turnover intention. Through bootstrap analysis, it was further revealed that the indirect pathways via decent work significantly mediated the relationships between perceived social support and work volition with both job satisfaction and turnover intention. These results offer insights into the role of social support and volitional aspects in shaping the quality of work experiences among employees, ultimately informing interventions aimed at enhancing job satisfaction and mitigating turnover intention within workplace. Eventually, this study contributes empirically insights that underscore the importance of fostering supportive work environments and promoting individuals' volitional agency in cultivating decent work experiences, building employees' wellbeing and resilience.
Sayyed Meysam Dibaji, Hajar Massah,
Volume 17, Issue 2 (10-2023)
Abstract
The present study aimed to investigate the complex interplay of factors affecting employee turnover by developing a structural equation model. Key variables included job satisfaction, emotional intelligence (EI), and perceived organizational support. A stratified random sample of 112 employees from Tamin Ejtemayee organization in Isfahan province was selected to participate in the study. During the study, participants completed questionnaires to assess their job satisfaction, their Emotional Intelligence, their perception of organizational support, and their intent to leave. Data were analyzed using structural equation modeling with AMOS-22 software. Initial model testing showed the need for revisions. The final model, incorporating adjustments to model components, demonstrated excellent fit indices. The results indicated that emotional intelligence indirectly affected turnover intentions through its mediating effect on job satisfaction. Furthermore, perceived organizational support exerted direct and indirect effects on the turnover intentions, partially mediated by job satisfaction. The model explained 39 percent of the variance in turnover intention. These findings underscore the importance of fostering job satisfaction, and providing perceived organizational support to mitigate employee turnover. Organizations can benefit from implementing strategies that enhance employee well-being and create a positive work environment.
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