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外文翻译
原文
Job
Satisfaction and Its Influential Factors
Material Source
：
JRHS 2010;10(1):42-46
Author
：
Mohammad Amiri, Ahmad Khosravi, Abbas
Ali Mokhtari
Abstract
Background:
This study aimed
at determining the job satisfaction level of the
staff
in
Shahroud
University
of
Medical
Sciences
(SUMS),
northern
Iran,
and
its
influential factors.
Methods:
In
this
descriptive
study,
conducted
in
2008,
the
participants
were
384
workers
in
SUMS
selected
through
simple
random
sampling
procedure.
The
participants received a 33-item
questionnaire in a Likert format (8 general items
and
25 items related to job
satisfaction facets). The collected data in form
of frequencies
and percentages were
analyzed with SPSS software.
Results:
53.4% of interviewees were female and
more than 60% had associate
or
higher
degrees.
42.6%
had
less
than
10
yr
and
30.9%
had
20
to
30
yr
of
job
experience, respectively. The mean of
the overall satisfaction was 13.02 out of 20.
Regarding the facets of job
satisfaction, work, coworkers, supervisor, and
promotion
had the highest means,
respectively. Pearson and Spearman correlation
coefficients
showed
a
significant
relationship
between
overall
satisfaction
and
the
facets
(
P
=
0.001). Analysis of variance also
showed significant difference in overall
satisfaction
based
on
organizational
units;
however,
no
significant
relationship
was
observed
between
overall
satisfaction
and
gender,
degree,
age,
job
experience
and
type
of
employment.
Conclusion:
Improvement
of
promotion
process,
training
and
qualifying
managers,
observing
meritocracy
principles
in
appointments,
using
cooperative
management,
creating
convivial
and
friendly
atmosphere
and
improving
work
environment
onditions,
have
brought
about
an
increase
in
overall
satisfaction
of
employees in SUMS.
Keywords:
Job satisfaction
Employees
Needs
assessment
Iran
8
Introduction
The
effectiveness
and
productivity
of
an
organization
depends
on
the
development and nurturing of its staff.
It is neither possible nor practical to increase
the productivity of an organization
without considering the optimal exploiting of the
staff’s
capabilities.
Thus,
effective
management
and
application
of
its
appropriate
methods and procedures have assumed
considerable importance
[1]
.
It
is
commonly
said
that
happy
worker
is
an
effective
one
and
a
happy
worker
should
be
satisfied
with
his
job.
The
importance
of
job
satisfaction
results
from the fact that most people spend
about half of their waking hours at
work
[2]
.
Job
satisfaction
is
one
of
the
important
factors
playing
role
in
job
accomplishment
and results
to
greater
effectiveness,
efficiency
and productivity as
well as personal
satisfaction feelings [3].
Human
resources
are
the
most
valuable
resources
in
an
organization
and
assuring
workers’
job
satisfaction
is
one
of
the
most
important
factors
of
professional
accomplishment and organizational efficiency and
productivity [4]. Job
satisfaction is
one of the factors, which can moti vate and bring
about the feeling of
loyalty in the
workers and can be beneficial to the development
and improvement of
the organization
[5]. Appropriate measurement of personnel
satisfaction will increase
the rate of
staff's cooperation and subsequently, the
organization will be able to make
reasonable relations between work
processes, clients' satisfaction, and
profitability.
Personnel or
service providers are the people who play a
constructive role in the
organization
success. Therefore, it is important for the
managers to have a thorough
and
clear
view
of
their
needs
and
expectations
and
use
this
in
planning
and
organizational
goal
setting
[6].Hence,
managers
are
expected
to
know
the
importance
of
this
in
the
measurement
of
workers’
performance
via
establishing
relationship with their staff.
Moreover, workers are directly involved in input,
output,
consequences,
processes,
performance
and
any
other
important
aspects
of
the
organization; therefore, their
involvement in the organization affairs and taking
their
views into account will have the
major benefit of increasing their cooperation in
the
improvement
and
achievement
of
organizational
aims
through
creating
a
positive
organizational culture and establishing
appropriate conditions.
Management
specialists
believe
that
the
increase
in
job
satisfaction
leads
to
human resources
development, and that satisfaction is directly
related to productivity
9
so that higher satisfaction
will bring about higher productivity and will
consequently
result
in
the
elevation
of
the
organization.
In
contrast,
with
the
job
satisfaction’s
lowering,
not
only
administrative
delinquencies
will
increase,
but
also
much
harm
will be done to the
organization.
Regarding
the
importance
of
satisfaction
in
the
management
of
human
resources
development,
the
satisfaction
level,
and
its
influential
factors
should
precisely be
investigated so that the managers can plan to
eradicate the influencing
factors
and
therefore
pave
the
way
for
employees’
satisfaction
and
accordingly
increasing the
effectiveness and efficiency of the organization
[7, 8].
Efficient workforce
is one of the most important resources in an
organization
and in fact, the central
core of organization activities is based on human
resources
and
the
way
they
are
employed
to
perform
different
tasks
to
achieve
organization
goals.
Because
of
the
important
role
human
resources
in
universities
of
medical
sciences
have
in
people’s
health
and
sanitary,
their
job
satisfaction
needs
to
be
investigated
and
appropriate
solutions
and
strategies
should
be
found
to
boost
this
satisfaction so that proper and timely
services can be provided for the clients [9].
In the field of health care
services, human resources are the most valuable
and
the
most
expensive
of
resources;
furthermore,
they
are
the
means
of
optimal
and
reasonable
usage
of
other
resources
and
changing
them
into
services.
This
is
achievable when the personnel are
adequately motivated and are satisfied with their
job.
Job
satisfaction is a personal attitude toward the job
and it shows how well the
staff’s
expectations
are
compatible
with
the
rewards
the
work
or
organizat
ion
provides for them [10]. Moreover, it is
an effective factor in staff's retaining in their
positions,
and
influences
the
accomplishment
and
efficiency
of
people
and
the
improvement of the quality of services
they provide; it is also a tool in the hands of
managers to maintain and preserve the
personnel. Undoubtedly, job satisfaction is of
paramount importance and due to
consequences such as reduction in work absence
and leave or resignation, promotion of
the personnel and society’s health as well as
achievement
of
organization
goals
and
its
elevation
that
it
might
have,
it
should
receive the special attention of the
managers.
As it was
mentioned, staffs are the most important resources
of an organization
that directly
perform the organizational activities via spending
the other sources, and
10
organizational
success
or failure is
undeniably
related to
their job
satisfaction. Job
satisfaction is one of the constructs
that has achieved a special position in the
science
of management [7].
Noting the importance of job
satisfaction for the success of an organization
and
noting
the
lack
of
significant
research
projects
in
this
regard,
this
study
aimed
at
investigating
the
job
satisfaction
of
workers
in
Shahroud
University
of
Medical
Sciences
(Shahroud,
northern
Iran),
and
tried
to
determine
the
factors
that
might
influence employees’
job satisfaction.
Materials
and Methods
This
research
was
a
cross-sectional
and
applied
study.
Noting
the
previous
studies done on
this area and using the complete list of the
workers in the university,
a
sample
of
384
people
were
selected
through
simple
random
sampling
with
a
confidence interval of 95% and an error
of 5%. The target population included 1300
workers
in
the
related
units
of
the
university.
The
data
were
collected
using
a
self-filled questionnaire. The job
satisfaction questionnaire included 33 Likert
items
(8
general
items
and
25
items
related
to
job
satisfaction
facets
such
as
work,
supervisor, coworkers,
and promotion. The maximum average score of every
facet
was five and total
score, which showed the overall or global
satisfaction, equaled 20.
Validity
of
questionnaire
was
verified
by
experienced
experts
and
the
reliability
index of the
present questionnaire found for Cronbach’s Alpha
was 0.92.
The data obtained
was analyzed with SPSS software, version 11.0
(SPSS Inc,
Chicago, IL, USA). Data are
given as mean±
SD for quantitative
variables and counts
as well as
percentages for categorical variables. Chisquare
test for nominal variables
and
Student's
t
-test (two-
tailed) were used to determine the significance of
difference
between
two
numeric
variables.
Oneway
analysis
of
variance
was
applied
to
determine
the
significant
differences
between
job
satisfaction
facets.
Level
of
statistical significance was chosen 5%.
Results
From 384
participants, 53.4% were male, 46.6% were female,
and the overall
satisfaction mean score
was 13.02±
2.9. Analysis of variance
showed no significant
relationship
between the overall satisfaction mean score and
gender, education level,
job
experience, kind of employment and age (Table1).
Comparing the overall
satisfaction mean score based on the level of
education,
11
showed
that
increasing
the
level
of
education,
caused
the
mean
of
satisfaction
to
increase,
although
it
was
not
statistically
significant.
Regarding
the
age
of
the
participants, workers with the age of
50 yr and higher showed higher levels of job
satisfaction.
Table1:
Satisfactions
mean scores and t-test
results based on
age,
gender, level
of
education, work experience
Table 2 shows
mean scores of the different facets of job
satisfaction as wells as
the
correlation coefficients of these facets with the
overall satisfaction. As the results
indicate the highest correlation is
between the overall satisfaction and supervisor,
and
between overall satisfaction and
coworkers (
r
= 0.82).
Table 2:
Correlation of overall satisfaction and
facets of Satisfaction
12
The
leading
factors
influencing
the
work
facet
of
satisfaction
in
the
staff
were
feeling
of
having
a
useful
and
valuable
job,
being
interested
in
the
job,
feeling
of
usefulness
in
the
work
environment,
taking
pride
in
the
job,
feeling
of
goal
accomplishment, having non-monotonous
job and continuous on-the-job training.
The
main
factors
influencing
the
coworker
facet
of
satisfaction
in
the
staff
hierarchically
were
friendly
manners
of
coworkers,
intelligence,
and
capability
of
coworkers, responsibility of coworkers
and team working.
The
major
factors
influencing
the
supervisor
facet
of
satisfaction
in
the
staff
hierarchically were having qualified
supervisors, providing assistance and counseling
to workers by the
supervisor, respecting the staff’s
opinions and suggestions by the
supervisors, and giving feedback to
workers on their job performance.
The most important factors influencing
the promotion facet of satisfaction in the
staff
hierarchically
were
suitable
and
justifiable
job
promotion
merely
based
on
capability
not
favoritism,
and
providing
the
staff
with
facilities
to
pursue
their
education.
Discussion
Results of data analysis indicate that
the staff views facets of work, coworker,
supervisor, and promotion as
the most important
facets
of job
satisfaction. All
the
hypotheses of the study
on the relationship between the overall
satisfaction and the
facets were
statistically confirmed. It was also shown that
there was not a significant
relationship between overall
satisfaction and factors such as gender, age, and
level of
education,
work
experience,
and
type
of
employment.
These
findings
are
in
accordance with the results
of a study done in Ghazvin [11]. Moreover, the
findings
of
this
study
are
in
line
with
those
of
Kamkary
[8]
who
also
found
a
significant
relationship
between
overall
satisfaction
and
gender.
However,
the
studies
by
Dehbashi [12] and Ranai Ashkiki [10]
did not show such a relationship.
Despite
the
findings
of
Dehbashi
[12],
Ranai
Ashkiki
[10],
Koari
[13],
Mirbagheri [14], Khoshbakht [15] and
Azarbin [16], the results of this study did not
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