Job satisfaction model based on the components of job burnout and work-family conflict in working women of Yasouj universities

Dissertation for Master's degree (M.A.)

Trend: industrial and organizational

Job satisfaction model based on job burnout components of work-family conflict

in women working in universities in Yasuj city

Abstract

The purpose of this research was to investigate the job satisfaction model based on the issue of burnout in women working in universities in Yasuj city. The statistical population of this research included all the working women of Yasouj University in the number of 260 people. The sample size was selected using the Morgan Karjesi 1 table in the number of 155 people as available sampling method. The research method was carried out in a descriptive (correlation) way. In order to collect research data, the standardized questionnaires of job satisfaction of Fieldroth (1951), job burnout of Mezlech (1986), work-family conflict (Karlson et al.) questionnaires (2000) were used in order to measure. Descriptive statistics (mean, frequency percentage, standard deviation), inferential statistics (Piersbaton correlation coefficient and multivariate regression) and spss software were used for data analysis.  The obtained results indicate that there is a significant relationship between job burnout and work-family conflict with related job satisfaction.  Also, compared to the components of work-family conflict, the components of job burnout have a greater ability to predict changes in job satisfaction.

Key words: job satisfaction, job burnout, work-family conflict, working women

1. Kerjsi

2. Phildroos

3. Maslach

4. Carlson

Introduction

               Human has been engaged in physical, intellectual and social work and effort to ensure his livelihood and develop his personal and social well-being. In this regard, with the passage of time, the complexities of the field of work and production have increased, and the necessity of division of labor has been felt in all social affairs. In other words, with the growth and development of scientific-industrial and service technologies, great changes have occurred in the fields of human life. With the occurrence of these changes, the need for human adaptation and adaptability has been felt more and more, and relying on his intelligence, humans have turned to division of work in different fields in order to increase the production and service efficiency by specializing the work. However, a person needs more capabilities to adapt to new work and job situations in order to be able to provide appropriate and healthy answers to the new demands of industry and modernity, because these requests put increasing pressure on workers in the workplace and threaten their health (Tsai [1], 2003). Also, work causes purposeful mental and physical activity, increases self-esteem and the sense of competition, and finally fulfills some social needs by providing opportunities for social communication (Beach, Burns and Sheffield[2], 1982).

Each job has its own problems and characteristics. But one of the characteristics of many jobs is that it exposes the employees to the demands or pressures of the managers, and on the other hand, because the employees cannot meet these demands, they face successive objections from the managers and suffer a lot of psychological pressure. Continuation of this cycle eventually causes a person's mental and physical disintegration. Imagine the above situation when the employee also experiences many social inequalities in his work environment. In such a situation, a person may give different responses to stressful working conditions according to predisposing factors. For example, he engages in social idleness or lack of work, gets sick frequently and somehow saves himself from stressful working conditions. Finally, it is possible for a person to suffer from job burnout. Burnout is defined as a psychological state that results from high levels of long-term stress in work life (Grunfeld et al. [3], 2000). Job burnout is a decrease in a person's ability to adapt to stressful factors and a general decrease in physical and mental resources due to excessive efforts to achieve unrealistic work goals and is a syndrome composed of burnout. Emotional, depersonalization, and the lack of individual success that can happen among people who do some kind of human services (Haghesh, 2016).

Occupational stress can be caused by inappropriate work conditions, such as the amount of work (too much or too little) and its quality.

Occupational stressors can be from inappropriate work conditions, such as workload (too much or too little) or its quality (higher or lower than the individual's abilities), lack of fit, lack of job security and job satisfaction, unsatisfied career ambition, incorrect relationship with employees, conflict between work and family, ambiguity and role conflict, etc. (Brahini, 1379).

Job satisfaction is one of the factors that has a significant impact on people's lives, and if people are satisfied with their jobs, they look at life with a more positive attitude. They are optimistic about their lives and believe that unattainable goals are attainable if they try to achieve them. If people who are not satisfied with their jobs and are basically dissatisfied, they complain about everything and when they do not achieve their goals, they blame it on others.

Given the importance of job satisfaction in the mental health and productivity of people, this research was conducted to determine the level of job satisfaction of women working in Yasouj universities and the effective factors in creating job dissatisfaction.

The results of this research can be It is an effective step towards knowing more and better and increasing job satisfaction and factors affecting it.

Statement of the problem

One of the topics of interest in human resource management in the organization is providing human resources and creating motivation to improve the quality of their work. Every person's job should provide a part of his material, psychological and social needs, but some people feel job dissatisfaction due to economic problems, weak management, lack of proper planning and especially not paying attention to the need to satisfy basic needs. Increasing job satisfaction motivates employees to work more, and by increasing employee satisfaction, better services can be provided (Falah Mehneh, Asadian, 1384).

Since the 1980s, many organizational behavior researchers have tried to answer this question, which of the contextual attributes (people) and organizational factors (workplace) are the main determinants of job satisfaction in different work situations and conditions. Job satisfaction means a person's general attitude about his job and it is obvious that the effectiveness and efficiency of the organization depends on having efficient employees (Saedi, Gurji, 2017). According to the theory of internal satisfaction, the theory of internal characteristics, in the conditions that we find it enjoyable to perform job tasks, our job satisfaction is also higher, of course, different people's perception of the enjoyableness of job tasks is different from each other (Saatchi, 2018).

According to Research findings, including the factors of job burnout, reduce job satisfaction, which can have a great effect on reducing the enjoyment of the job and, as a result, reduce job satisfaction. Also, according to research conducted especially in America and European countries, conflict between work and family, as well as family and work, can also be a big obstacle in the job satisfaction of employees. Job satisfaction, like all other constructs in the humanities, has different definitions, as Saatchi says job satisfaction. Saatchi (1389) describes Rabian's individual feelings towards his job. Hersey Blanchard [4] (1969) proposes job satisfaction as a person's general attitude towards his job. According to this definition, a person's job is more than the written duties defined for him in the organizational environment. According to another definition provided by Lutans, job satisfaction includes the employee's perception of the fulfillment of his expectations from the job. Lutans[5] (1992).

Arnold and Feldman[6] (1992) named job satisfaction as the most important job attitude and believe that job satisfaction depends on the employees' perception of the job and the organization. Neustern [7] (1996) has provided a more comprehensive definition of job satisfaction. According to his definition, job satisfaction is a positive and general attitude of a person towards a certain job and includes the degree to which a person is satisfied with his job and expresses a positive feeling towards it. Quoted by (Mansoori et al., 2016). with colleagues and managers as well as job and professional characteristics. In addition to the mentioned factors, the personal characteristics of employees also affect their job satisfaction. Age is one of these characteristics. Older employees are usually happier. Intelligence also affects job satisfaction