A review and modeling on job satisfaction in Zahedan municipality district No.1
Abstract
The effective orientation that an employee has towards his or her work described as job satisfaction . In other words, it is an affective reaction to a job that results from the comparison of perceivedoutcomes with those that are desired. The purpose of this study was to examine the level of jobsatisfaction in Zahedan municipality, district-No.1, staff and define the relationships between JobDescriptive Index questionnaire (JDI)’s five involved parameters and job satisfaction and potentialbiographical variables on the staff retention. Moreover, finding the main effective involved factorsregarding area and organization’s culture is another objective which may ease understanding the area’sworking atmosphere. The Job Descriptive Index questionnaire was administered to gather data. The JDImeasures job satisfaction on five job facets, namely, pay, promotions, supervision, co-workers and the workitself. Descriptive and inferential statistics were used to analyze the data. The results of the present studyindicated that there is no significant relationship between two biographical variables, age and gender, andjob satisfaction. Therefore, the relationship between biographical variables and job satisfaction levelshould be investigated in every country, based on its own economical level and cultural background.Considering culture of the area, with very complicated human behavior of Asian pattern, it was expectedthat there would be a significant relationship between participant’s direct supervisor and their jobsatisfaction level. Significant relationship between salary and opportunity for promotion which is in closeconnection to the salary and job satisfaction among Zahedan municipality employees, has been seen, itseems that, the poverty of this deprived area and literacy level of employees do influence these involvedparameters. This study also indicated that there is a significant relationship between co-workers and theirjob satisfaction level. The findings strengthen the argument that organizations should engage in theintegration of employees so as to create group cohesion among employees and departments within theorganization. It is also notable that absenteeism is regarded as withdrawal behaviorwhen it is used as a way to escape an undesirable working environment.References
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