Investigating the relationship between psychological ability and quality of work life with job satisfaction of professors of Islamic Azad University, Bandar Abbas branch

Master's thesis field: educational management

Tension: educational management

[1]Abstract:

This research was conducted with the aim of investigating the relationship between psychological ability and the quality of work life with the job satisfaction of the professors of Islamic Azad University, Bandar Abbas branch. The method of this research is a descriptive correlational type. To determine the reliability of the questionnaire, Cronbach's alpha method was used and it was calculated using SPSS software, which obtained a reliability of 0.945 for Spritzer and Mishra's psychological empowerment questionnaire, 0.865 for Walton's work life quality questionnaire, and 0.869 for Herzberg's job satisfaction questionnaire. The statistical methods used in this research include descriptive statistics (percentage, frequency, mean, and standard deviation) and inferential statistics (simple regression and multivariate regression).

The results of the research are as follows: 1- There is a positive and significant relationship between psychological ability and job satisfaction of the professors of Islamic Azad University, Bandar Abbas branch 2- In examining the dimensions of psychological ability, the results showed that between There is a relationship between competence, autonomy, influence, and trust in the job satisfaction of the professors of the Islamic Azad University of Bandar Abbas, and there is no relationship between meaningfulness and the job satisfaction of the professors of the Islamic Azad University of Bandar Abbas. 3- There is a relationship between the quality of work life and the job satisfaction of the professors of the Islamic Azad University of Bandar Abbas. Life, social dependence, work life, there is a relationship with the job satisfaction of the professors of Bandar Abbas Islamic Azad University, and there is no relationship between the provision of opportunities for growth and development security, human capabilities, legality in the organization with the job satisfaction of the professors of Bandar Abbas Islamic Azad University

Key words: quality of work life, psychological competence, job satisfaction

[1]

Empowerment of human resources, as a new approach to internal motivation of the job, means freeing the forces Internal employees and providing platforms and creating opportunities for the flourishing of talents, abilities and competencies of people. Empowerment begins with a change in the beliefs, thoughts and attitudes of employees, which means that they should believe that they have the necessary ability and competence to perform tasks successfully and feel that they have freedom of action and independence in performing activities, believe that they have the ability to influence and control job results, feel that they are pursuing meaningful and valuable career goals, and believe that they are treated honestly and fairly. The feeling of empowerment is a relatively new discussion that has a significant impact. in the performance of the organization's employees; If people feel empowered, it will include many organizational and individual benefits such as creativity, flexibility, high quality job performance problem solving, job satisfaction, health and mental health. In addition, capable people are self-controlled and self-regulated. They easily accept responsibility and have a positive view of themselves, others and the environment, and are optimistic about work life and basically see others as colleagues and partners, not competitors. When a conflict or problem occurs in a work situation, instead of being indifferent and blaming the problem on others, they look for a solution. They accept criticism and are constantly learning (Qorbanizadeh and Khaleghinia, 2018). The quality of work life entered the literature as an important part of employees' experiences in the workplace since 1970, and during the several decades that have passed since the emergence of that concept, it has been mentioned as a variable that can ensure employee satisfaction, and it was mainly formed in response to the lack of labor and the problem of recruiting young employees in normal office and production jobs. Therefore, in the 1980s, the quality of work life was again given major attention, and people tried to understand what the quality of work life really is and how its concepts can be used to improve their organizations (Lawler, 1983).

The purpose of this research is to investigate the relationship between psychological ability and quality of work life with the job satisfaction of the professors of Bandar Abbas Islamic Azad University.

1-2-Statement of the problem:

        The university has a special psychological normative system, these internal norms, which are the universal characteristics of scientific environments, cause the academic freshness and, as a result, the life of the university professors to enjoy normative characteristics, the more this normative system and the quality of the academic life of the professors are strengthened, the functions of the university will develop, and vice versa, as the norms weaken and the quality decreases University life is exposed to functional decline (Farastkhah, 2008). Paying attention to the quality of work life and taking an active role by employees in decisions related to working conditions with the aim of increasing their satisfaction in the field of development and improvement of employee productivity was done, and it was mainly in the field of industry, which was later extended to other fields of activity, including the field of scientific activities. A job is a job, although it has different concepts in different organizations, but it has a common denominator, which is dignity, position, and human status (Metal, Davis [1], 2008).

In Iranian universities, official employment and job security due to the long process of placement of academic staff members, the specialization of the stock exchange, receiving notification of need, and such issues have become a tension-generating issue. The issue of academic freedom in Iranian universities has become a challenging issue due to the acceptance of the limitations and definitions provided by senior managers. The research by Mirkamali and Naranji regarding the quality of their work life is at a relatively unfavorable level, despite the fact that their job satisfaction was reported at a relatively high level (Mirkamali, Naranji Sani, 2009). Human resources have been considered as a new approach in organizations. Today's organizations consider human resources as a smart and valuable asset as a strategic base, and they are already paying attention to improving the quality of life and job satisfaction of employees. which includes welfare facilities, treatment, job security, job design, job importance, job development and advancement, training and improvement, and such things, and it interacts with the quality of work life and personal life (2006/176)

Ability means granting power, participation in decision-making, receiving appropriate information, independence of action, creativity and innovation in work, having knowledge of necessary skills and responsibility, which are applied at both individual and organizational levels.

The process of psychological empowerment at the individual level means providing opportunities to work with others, learning decision-making skills and resource management, and empowering employees. Empowerment is used as a management technique in response to business needs in global organizations, and moving towards the core result is one of the key management strategies in all organizations. Empowering employees has a positive effect on job satisfaction, sense of commitment, responsibility, productivity and quality of service delivery. . The concept of empowerment means preparing the workforce with a high degree of flexibility and freedom in organizational decision-making. Psychological empowerment is a continuous process and its implementation requires the creation of coordination with the system and is one of the most important dimensions necessary to create the empowerment of organizational culture, and the creation of a powerful organizational culture requires human resources. Casio defined the quality of work life as employees' perception of their physical, physical, and mental health in the work environment and listed its factors as follows.