مطالعه تطبیقی رضایت شغلی به عنوان تابعی از تعهد سازمانی و سلامت روان کارمندان دانشگاه مسلم علی گر(هند) و سیستان و بلوچستان (ایران)

نوع مقاله : مقاله پژوهشی

نویسندگان

1 استادیار گروه روانشناسی دانشگاه سیستان و بلوچستان

2 استادیار گروه علوم تربیتی، دانشگاه سیستان و بلوچستان

3 دانشجوی کارشناسی ارشد گروه روانشناسی دانشگاه سیستان و بلوچستان

چکیده

هدف پژوهش حاضر بررسی رابطه رضایت شغلی با تعهد سازمانی و سلامت روان در بین کارمندان دانشگاه مسلم علی گر و دانشگاه سیستان و بلوچستان می باشد.  نمونه این پژوهش را 205 کارمند (104 کارمند از دانشگاه مسلم علی گر و 101 کارمند از دانشگاه سیستان و بلوچستان ) تشکیل می دهند که به صورت تصادفی انتخاب شدند. برای گردآوری داده ها از پرسشنامه رضایت شغلی، مقیاس تعهد سازمانی و پرسشنامه سلامت روان (GHQ-12) استفاده گردیده است. نتایج نشان داد که رضایت شغلی با تعهد عاطفی، تعهد مداوم و تعهد هنجاری و نمرات کلی تعهد سازمانی رابطه مثبت و معنی داری دارد. اما رضایت شغلی با نشانه های جسمانی، اضطراب، کژ کنشی اجتماعی، افسردگی و نمرات کلی سلامت روان  رابطه منفی داشت. نتایج رگرسیون گام به گام نشان داد که در بین کارمندان دانشگاه مسلم علی گر نمرات کلی تعهد سازمانی %9/21 واریانس و در مرحله دوم نمرات کلی سلامت روان به میزان %8 واریانس را برای رضایت شغلی تبیین کرد. در بین کارمندان دانشگاه سیستان و بلوچستان نمرات کلی تعهد سازمانی به میزان %1/29 واریانس و در مرحله دوم نمرات کژکنشی اجتماعی به میزان %7/5 واریانس را برای رضایت شغلی تبیین کرد. نتایج آزمون t نشان داد که کارمندان دانشگاه مسلم علی گر به طور معنی داری نمرات بالاتری در مقایسه با کارمندان دانشگاه سیستان و بلوچستان در کل سلامت روان و زیر مقیاس افسردگی کسب کردند. اما تفاوت آماری معنی داری بین کارمندان دانشگاه مسلم علی گر و دانشگاه سیستان و بلوچستان در نمرات رضایت شغلی، تعهد عاطفی، مداوم، هنجاری و نمرات کلی تعهد سازمانی، نشانه های جسمانی، اضطراب و کژکنشی اجتماعی وجود نداشت. نهایتا" می توان نتیجه گرفت که  سلامت روان کارمندان دانشگاه مسلم علی گر وضعیت بهتری نسبت به کارمندان دانشگاه سیستان و بلوچستان دارد اما رضایت شغلی و تعهد سازمانی کارکنان دو دانشگاه مورد بررسی یکسان است.

کلیدواژه‌ها

عنوان مقاله [English]

A Cross-Cultural Study on Job Satisfaction as a Function of Organizational Commitment and Mental Health among Employees of Aligarh Muslim University in India and University of Sistan and Baluchestan in Iran

نویسندگان [English]

  • - - 1
  • - - 2
  • - - 3
1 -
2 -
3 -
چکیده [English]

The purpose of the present study is to ascertain the relationship of job satisfaction with organizational commitment and mental health between Aligarh Muslim University (A.M.U) andUniversityofSistanand Baluchestan (U.S.B) employees. The sample size consists of 205 employees (104 employees from A.M.U and 101 employees from U.S.B), randomly selected for this study. Job Satisfaction Questionnaire, Organizational Commitment Scale and General Health Questionnaire (GHQ – 12) were applied to collect the data. Results demonstrated that job satisfaction had significant positive relation with affective, continuance, normative and total scores of organizational commitment. But, job satisfaction was negatively correlated with physical symptoms, anxiety, social dysfunction, depression, and total scores of GHQ – 12. The results of stepwise regression revealed that in A.M.U employees total scores of organizational commitment accounted for 21.9% of the variance and in the second step total scores of mental health accounted for 8% of the variance in job satisfaction; organizational commitment was a significant positive predictor for job satisfaction while mental health was a significant negative one for it. In U.S.B employees total scores of organizational commitment accounted for 29.1% of the variance and in the second step total scores of social dysfunction accounted for 5.7% of the variance in job satisfaction; organizational commitment was a significant positive predictor for job satisfaction; social dysfunction was a significant negative one for it. Results of t-test showed that U.S.B employees had significantly higher scores on depression and mental health in comparison with A.M.U employees. But there was no significant difference between A.M.U and U.S.B employees on job satisfaction, affective, continuance, normative commitment, total scores of organizational commitment, physical symptoms, anxiety, and social dysfunction. Eventually, it can be concluded that the amount of mental health of A.M. U employees were better than U.S.B employees. 

کلیدواژه‌ها [English]

  • job satisfaction
  • organizational commitment
  • Mental health
  • employees
  • India
  • and Iran

مراجع

—AL-Aameri, A. S. (2000). Job satisfaction and organizational commitment for nurses. Saudi Medical Journal, 21(6): 513-535.
—Baglioni, A. J., Cooper, C. L. and Hingley, P. (1990). Job stress, mental health and job satisfaction amongUKsenior nurses. Stress Medicine, 6: 9–20.
—Blegen, M. (1993). Nurses’ job satisfaction: a meta-analysis of related variables. Nursing research, 42 (1): 36-41.
Crossman, A., & Abou-Zaki, B. (2003). Job satisfaction and employee performance of Lebanese banking staff. Journal of Managerial Psychology, 18(4): 368-376.
—Draper, J., Halliday, D., Jowett, S., et al. (2004). NHS Cadet Schemes: student experience, commitment, job satisfaction and job stress. Nurse Education Today, 24(3): 219-228.
—Eby, L. T., & Freeman, D. M. (1999). Motivational bases of affective organizational commitment: A partial test of an integrative theoretical model. Journal of Occupational & Organizational Psychology, 72 (4): 463-483.
—Fang, Y. (2001). Turnover propensity and its causes amongSingaporenurses, an empirical study. International Journal of Human Resource Management, 12(5): 859-871.
—Fischer, J. A. V., & Sousa-Poza, A. (2007). Does Job Satisfaction Improve the Health of Workers? New Evidence Using Panel Data and Objective Measures of Health. Discussion Paper No. 3256.
—Flynn, D. M., & Solomon, E. (1985). Organizational Commitment: A multivariate test within the banking industry. Psychological Reports, 57: 119-130. 
—Goldberg, D., Gater, R., Sartorius, N., Ustun, T.B., Piccinelli, M., Gureje, O. & Rutter, C. (1997). The validity of two versions of the GHQ in the WHO study of mental illness in general health care. Psychological Medicine, 27: 191-197.
—Ingersoll, G., Olsan, T., Drew-Cates, J., & et al. (2002). Nurses’ job satisfaction, organizational commitment, and career intent. Journal of Nursing Administration, 32, (5): 250-263.
—Judge, T. A., & Larsen, R. J. (2001). “Dispositional Affect and Job Satisfaction: A Review and Theoretical Extension.” Organizational Behavior and Human Decision Process, 86(1): 67 – 98.
—Khan, S. M., & Mishra, P. C. (2002). Construct Validation of Multi Dimensional Organizational Commitment Scale. (Unpublished Manuscript). Department of Psychology,LucknowUniversity,Lucknow.
—Knoop, R. (1995). Relationships between job involvement, job satisfaction, and organizational commitment for nurses. Journal of Psychology Interdisciplinary & Applied, 129 (6): 643-649. 
—Lalopa, J. M. (1997). The prediction of Organizational Commitment and Turnover in Resort Jobs. Journal of Hospitality and Tourism Research, 21: 11-26.
Journal of Organizational Behavior, 12: 341-363.
—Locke, E. A. (1976). The nature and causes of job satisfaction. In M. D. Dunnette (Ed.), Handbook of industrial and organizational psychology (pp. 1297–1349).Chicago: Rand McNally.
—Luthans, F. (2008). Organizational Behavior, (11th Ed). Mc Graw Hill:New York.
—Morrison, K. A. (1997). How franchise job satisfaction and personality affects performance, organizational commitment, franchisor relations, and intention to remain. Journal of Small Business Management, 35 (3): 39-67.
—Mottaz, C. J. (1987). An analysis of the relationship between work satisfaction and organizational commitment.  The Sociological Quarterly, 28(4): 541-558.
—Porter, L. W., Steers, R. M., Mowday, R. T., & Boulian, P. V. (1974). “Organizational Commitment, Job Satisfaction, and Turnover among Psychiatric Technicians”. Journal of Applied Psychology, 95: 603-609.
—Price, J. L. (1977). The study of turnover.Ames,IA:IowaStateUniversityPress.
—Price, J., & Mueller, C. (1981). Professional Turnover: The Case of Nurses.New York, Medical and Scientific Books.
—Puriene, A., Aleksejuniene, J., Petrauskiene, J., Balciuniene,I., & Janulyte, V. (2008). Self-perceived Mental Health and Job Satisfaction among Lithuanian Dentists. Journal of Industrial Health, 46: 247–252. 
—Redfern, S., Hannan, S., &Norman,I.(2002). Work satisfaction, stress, quality of care, and morale of older people in a nursing home. Health and Social Care in the Community, 10 (6): 512-517.
—Rose, R. W. (1991). Comparisons of employee turnover in food and beverage and other departments in hotel properties.Ann Arbor,MI: UMID Dissertation Services.
—Saari, L.M., & Judge, T. A. (2004). Employee Attitudes and Job Satisfaction. Human Resource Management, 43 (4): 395–407.
—Sikorska, S. E. (2005). Predictors of organizational commitment among staff in assisted living. Gerontologist, 45(2): 196-205.
—Singh, S. (1989). “Organizational Stress and Executive Behavior”. Unpublished Research Monograph, Shri Ram Centre of Industrial Relations & Human Resources:New Delhi.
—Sonia, A., Pamela, A. R., & Marilyn, C. (1997). Decentralization as a Determinant of Autonomy, Job Satisfaction, and Organizational Commitment among Nurse Managers. Nursing Research, 46 (1): 52-58.
—Spector, P. E. (2003). Industrial & Organizational Psychology, (3rd Edition). John Wiley Publications.
Steinhaus, C. S., & Perry, J. L. (1996). Organizational commitment: Does sector matter? Public Productivity & Management Review, 19 (3): 278-288. 
—Tamini, B. K., & Khan, M. S. (2009). “A Comparative Study of Job Satisfaction as a Function of Organizational Commitment, Personality Type and Self-concept of Bank Employees ofIranandIndia. Indian Journal of Psychology and Mental Health, 3(5): 1-9.
—Tamini, B. K., & Mohammadyfar, M. A. (2009). “Mental Health and Life Satisfaction of Irani and Indian Students”. Journal of theIndianAcademyof Applied Psychology, 35 (1): 137 – 142.
—Testa, M. R. (2001). Organizational commitment, job satisfaction, and effort in the service environment. Journal of Psychology, 135 (2): 226-236.
—Tinti, L. (1995). The Effect of Leadership Behavior on Subordinate Employees’ Perceived Level of Organizational Support, Organizational Commitment, and Job Satisfaction. Unpublished M.A. thesis,CaliforniaStateUniversity, Industrial and Organizational Psychology,Long Beach.
—Vandenberg, R., & Lance, C. (1992). “Examining the causal order of job satisfaction and organizational commitment”. Journal of Management, 18, (1): 153-167. 
—Williams, L. J., & Hazer, J. T. (1986). “Antecedents and consequences of satisfaction and commitment in turnover models: a re-analysis using latent variable structural equation methods”. Journal of Applied Psychology, 71(2): 219-231.
—Wu, L., & Norman, J. I. (2006). An investigation of job satisfaction, organizational commitment and role conflict and ambiguity in a sample of Chinese undergraduate nursing students. Nurse Education Today, 26: 304-314.
—Young, B. S., Worchel, S., & Woehr, D. (1998). Organizational commitment among public service employees. Public Personnel Management, 27(3): 339-348. 
 
 
 
 
 
 
مطالعات شبه قاره
دوره 3، شماره 7 - شماره پیاپی 7
Vol. 3, No.7, summer 2011
مرداد 1390
صفحه 53-70

فایل ها

هم رسانی

ارجاع به این مقاله

آمار