Sociological study of the relationship between organizational commitment and job satisfaction of teachers in Kausar city

Dissertation for receiving a master's degree in social sciences (M.A)

Researcher orientation

Abstract

The main purpose of this research was to investigate the sociological relationship between job attachment and job satisfaction among secondary school teachers in Kausar city. The statistical population of this research is made up of all education teachers of Kausar city who were working in the academic year of 2012. For this purpose, 118 people were selected by stratified random sampling and answered the necessary questionnaires, out of which 103 usable questionnaires were obtained. The results of the research showed that there is a significant relationship between job attachment and job satisfaction at the 0.001 level; Also, a significant relationship was obtained between job satisfaction variables and gender; However, no significant relationship was found between job attachment and the variables of gender, education, marital status, age, background and employment status of the teachers of Kausar city, as well as between education and job satisfaction.

Keywords: sociological, job attachment, job satisfaction, secondary school teachers.

Among the factors that are very effective in the survival of organizations and are always considered by the managers and managers of organizations, is strength. is human The study and investigation of the history of the development and transformation of industrial societies shows that the skilled and educated manpower has had an undeniable impact in the transformation process of the traditional society to the industrial society, in such a way that human power is considered the most important and main factor in the development of societies and organizations. At one time, it was thought that satisfying the needs of individuals reduces the resources and facilities of organizations. According to this idea, in order to reach the minimum efficiency, the minimum needs must be satisfied, but today this theory has been completely rejected. Currently, management experts believe that if the real needs of employees are not properly understood and valued and managers do not try to satisfy them, the productivity in the organization will decrease because the interest and positive attitude towards the job causes more effort and work effort and as a result reduces costs (Alwani, 2013). are, examining employees' attitudes has been the focus of researchers and experts for the past few decades due to the many results it can have on improving organizational behavior. The research conducted on the attitude of the members of the organizations makes the managers aware of the attitude of the employees towards themselves and find out whether the policy and procedure they implement is fair or not. Therefore, managers should pay much attention to the attitude of members and employees of the organization; Because these attitudes affect the behavior of people in the organization (Robbins, translated by Parsaian and Arabi, 1997).

A person's attitude towards his work shows the negative or positive evaluation he has about an aspect of his work environment. Most of the researches that have been carried out recently in the field of behavior are looking at the job attitudes of people in their respective work organizations. Among these attitudes, the word job or job attachment has not entered organizational behavior for a long time, and the definition that can be given is that job attachment (considering the job to be a representation of oneself) refers to the degree or extent to which a person considers his job to be a representation of himself and his work or performance as a source of pride and gaining dignity and prestige, and his job in terms of components such as belonging, conformity, loyalty, acceptance of goals and desire In other words, how much a person puts his heart into his work and actually spends his time with his job, and the workforce needs motivation, and we know that motivation or motivation cannot be directly observed and must be inferred from the behaviors of living beings and the results of such behaviors. Motivational processes can only be identified by analyzing the constant flow of behavior and observing its various effects on the personality, beliefs, knowledge, abilities and skills of people. In various studies, when motivation is discussed, it is mostly expressed along with satisfaction, and we see that these two discussions are very close to each other. Work motivation can be defined as a process that empowers and moves a person towards achieving a goal. The source of this power generation can be internal or external. Job satisfaction is also a kind of feeling of satisfaction that is obtained as a result of achieving goals.If we liken life satisfaction to a big river, the water of this river is supplied by many small rivers. In other words, life satisfaction is the result of factors such as job satisfaction, salary satisfaction, promotion and progress in work, satisfaction with the way of supervision, satisfaction with colleagues, satisfaction with feedback (awareness of work results), satisfaction with mutual trust between people in the organization, job satisfaction, satisfaction with married life, satisfaction with leisure time, satisfaction from family and . ., is obtained (Maqimi, 2008).

Job satisfaction is a level of positive feelings and attitudes that people have towards their jobs. When a person says that he has high job satisfaction, it means that he really likes his job, has good feelings about his job, and values ??his job a lot (Maqimi, 2013). Therefore, motivation is a psychological and multifaceted process that directs people's behaviors towards optimal goals, and job satisfaction is a favorable, positive and pleasant feeling that people have from their jobs. 12 Statement of the problem In recent years, many researches have been conducted in connection with attachment theory, but only a few of them have been within the scope of organizations. People appear to evaluate their formed social experiences as reflected in their active internal patterns of attachment, especially when social information is ambiguous. Internal schemas that are related to interpersonal relationships probably evaluate interpersonal exchanges as well.

The efficiency and effectiveness of organizations is affected by several factors, one of which is the job attachment of employees. Job attachment is also affected by several factors. People in organizations have many attitudes that affect their behavior in the organization. Among these attitudes, the term job attachment has not entered organizational behavior for a long time. Organizations need employees who are compatible with organizational values ??and goals, have strong and committed motivation, and tend to maintain and continue organizational membership. engage in work and activities beyond the description of their prescribed and usual duties; Employees who are willing and able to work more than the usual amount to achieve organizational goals (Heydari Nejad, 2019).

Job attachment is a motivational variable of organizational interest, especially in the economy where organizational rules have been established for the full mobilization of human resources. (Buzinlos, 2004), quoted from (Verek Estadi, 2004) Interest and positive attitude towards the job, causes more effort and work and as a result, reduces costs (Sadeghi, 2018). Owens (1986) defined job attachment as the degree or extent to which a person is cognitively involved in his job, considers it to be his own representative, is interested in it, and is a source of pride and self-esteem. Robbins (1996) has proposed job attachment as one of the most important indicators of the quality of work life. Dubin et al. (1965) and Siegel (1969) point out that job attachment is a moral and intrapersonal variable that indicates the level of responsibility of a person. Knotts et al. (2005) and Morris (2002) emphasize more on the conditions and organizational characteristics in creating job commitment and believe that organizations that prevent the need for growth and self-satisfaction of employees reduce job commitment (Morris, 2002). have given and believe that although the level of attachment of people is somewhat affected by their previous backgrounds and personal characteristics, environmental and organizational situations are also important in creating occupational attachment. Employees who have a healthy working environment, by using all their strength, take steps towards greater and better work efficiency. According to research, employees with high job attachment are more satisfied and successful with their jobs, and the rate of leaving their jobs and absenteeism is lower compared to employees with low job attachment (Gonzalez, 2006).

Job satisfaction is among other factors that have a positive effect on increasing the productivity of employees and organizations. Job satisfaction is the positive feelings and attitudes that people have towards their jobs. Job satisfaction of human resources is one of the effective factors in increasing efficiency and productivity and reducing anxiety, absenteeism, late work, leaving service, union activity and early retirement.