Investigating the relationship between religious attitude, self-concept and social support with job satisfaction of female employees in the universities of Kerman

Dissertation for Master's Degree in General Psychology

Abstract

The purpose of this research was to "investigate the relationship between religious attitude, self-concept and social support with job satisfaction". The statistical population of this research is 303 women employees of Azad, National and Payam Noor Universities in Kerman, who work in the administrative department. The sample size in this research is 169 people who were randomly selected in a stratified manner. Data analysis was calculated using spss software at two levels of descriptive and inferential statistics. To collect information, Beck's self-concept questionnaire (1976), Barry Field and Ruth's (1951) job satisfaction, Sirajzadeh's religious attitude (1380), and Sherborne and Stewart's social support (MOS) were used. The results showed: the variables of religious attitude, self-concept and social support combined and combined in a linear combination were able to explain about 33% of the variance of the job satisfaction variable. The variable scales of religious attitude (belief, experiential, consequential, ritual dimensions) with self-concept, social support were also able to explain 32%, 34%, 32%, 34% of the variance of job satisfaction, respectively. In the step-by-step regression after entering all the variables in six steps, the social support variable in the first step is 30%, and with the addition of variables, physical attractiveness in the second step is 45%, moral issues in the third step are 52%, self-concept in the fourth step is 56%, belief dimension in the fifth step is 59%, work efficiency in the sixth step is 61% of the variance of job satisfaction. At the end, the results were presented and suggestions were made that can be taken into account in organizational planning. Key words: religious attitude, self-concept, social support, job satisfaction, knowing the characteristics and characteristics of human resources and the factors affecting their efficiency in order to use this organizational capital as optimally as possible is one of the preoccupations of the leaders and managers of all organizations. One of the very important factors that increases the efficiency and feeling of individual satisfaction, as well as job success, is job satisfaction[1]. Economic and social developments require special attention to the training of committed, expert, skilled human resources and efforts to increase the effective factors in their job satisfaction. Man is the most important capital of the organization, if we remove the human factor from the organization, what remains are facilities such as buildings, machines, equipment, materials, etc. is that it cannot be used by itself and will have no value, man breathes soul into things and uses them to improve and evolve his life. Man is the biggest and most valuable asset of the organization, which is never reflected in the balance sheets and profit and loss statements of companies. If the profitability of the organization depends on the people and the people are considered the backbone of the success of the organization, therefore, the human factor should be treated with the utmost dignity and respect, because the organization and the society as a whole have spent years of time and capital to educate and nurture expert, understanding and committed people so that after years of planning they can reach the peak of their efficiency. If they resign due to lack of job satisfaction from the organization, they cannot be replaced easily and in a short time, and their absence will cause great damage to the organization. In other words, the supply of capable and efficient human resources is limited, time-consuming and expensive, and requires spending time, energy and huge expenses. Committed human resources in the organization, with their actions and actions and taking correct and timely decisions, can compensate and secure material losses soon, in fact, they always create added value, wealth and benefits for the organization and add to the organization's material capital. Committed manpower brings benefit and value to the organization more than the cost spent on training, equipping and training him. On the contrary, an unsatisfied, uncommitted, inefficient and uninformed human force may add to the problems and losses of the organization with their wrong decisions and actions. Therefore, knowing the factors affecting the satisfaction of the organization's employees is of particular importance, and in this field, many studies have been conducted by researchers in the field of management and human resources, and various theories have been proposed in this regard.

Job satisfaction is considered one of the most important variables in the field of organizational behavior, and the achievement of organizational goals is not possible without

job satisfaction. Among the most important factors affecting people's job satisfaction are people's religious attitudes.A religious person somehow communicates with a source of creation that affects human life and natural affairs. Unfortunately, despite the obvious importance of religion for individuals and communities, psychologists, surprisingly, have paid less attention to this issue, in other words, during the defining years for psychology, although religion became the favorite of many scientists, including William James and Stanley Hall However, the study of religion, like other traditional subjects such as developmental psychology, social psychology, and personality psychology, has not attracted much attention among psychological researches.

Self-concept is one of the most important success factors in people's job satisfaction. If a person knows his abilities and talents and has a positive perception of his abilities and believes that he can achieve what he has the talent for, this will increase his efficiency and effectiveness and achieve his goals. Paying attention to managers' self-concept and their attitude towards themselves is of particular importance in the management process. Because this leads to the recognition of their abilities, talents, interests and motivations, which will affect their performance and success rate. Social support is one of the other influencing variables in people's job satisfaction. Social support means that we feel that we are noticed and that there is someone who loves us. In this chapter, firstly, the statement of the problem, the necessity and importance of the research, the objectives of the research, the scope of the research and the definition of terms and concepts, and finally the variables of the research are stated. In other words, if the job provides favorable conditions for the person, the person will be satisfied with his job, but if the job does not provide the person with the desired satisfaction and pleasure, the person will start criticizing the job and leave his job if possible. Job satisfaction is a set of feelings and beliefs that people have about their current jobs. Job satisfaction is one of the important factors in job success; A factor that increases efficiency as well as the feeling of individual satisfaction and means liking the conditions and equipment of a job, the conditions in which the work is done and the reward received for it, Fisher and Hanna consider job satisfaction as a psychological factor and think of it as a kind of emotional adaptation to the job and employment conditions (quoted by Shafiabadi, 2012). According to Hopak, job satisfaction is a complex and multidimensional concept and is related to psychological, physical and social factors. Only one factor does not cause job satisfaction, but a certain combination of various factors causes the working person to feel satisfied with his job at a certain moment of time and to say to himself that he is satisfied with his job and enjoys it (Beriri, 2014). Job satisfaction caused by internal factors and individual characteristics is actually a type of emotional adaptation to the job and employment conditions. Job satisfaction as a pleasant emotional state is the result of a person's evaluation of his job position and is defined in relation to job characteristics and dimensions (Aker [3], 1999. Quoted by Bagheri, 2013). Hakimi Javadi et al. (2014) stated; Job satisfaction has different definitions. Mentioning these major definitions leads to a complete definition. In 1935, Hopak defined job satisfaction in relation to psychological, physiological and social factors. That is, in order for the employee to achieve job satisfaction, it is necessary to be satisfied psychologically, physically and socially. This definition is a combination of various satisfying factors. Vroom (1694) defined job satisfaction as a person's psychological tendencies towards the role that the employee plays in his job. In this definition, according to the concept of role, which is the efficient aspect of performing a task by an individual, it can be said that in this way, the employee finds himself useful in the organization. As a result, he gets a sense of satisfaction, and in 1985, Newstorm considers job satisfaction as a set of compatible feelings towards the job. This feeling is achieved when the desires, needs, wishes and experiences that the employee has when entering the organization are fulfilled through the job. In this way, a balance is established between the employee's expectations and their fulfillment. As a result, the employee gets a positive attitude towards the job, which gives him satisfaction.