The relationship between some personality traits and the quality of work life with the organizational commitment of female managers in sports departments in Shiraz

Faculty of Literature and Humanities, Department of Physical Education and Sports Sciences

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

Tension: Sports Management

The purpose of this research is to investigate the relationship between some personality traits and quality of work life with the organizational commitment of female managers in Shiraz Sports Department in 2013. Using the total number method, 90 people were selected as a sample. To collect data, the questionnaire of personality traits (NEO), quality of work life (Walton) and organizational commitment (Allen and Mayer) were used. To test the hypotheses, statistical indicators such as frequency, percentage, mean and standard deviation and inferential statistics including the Kolmogorov Smirnov test to determine the normality of the data and the Pearson correlation coefficient for the relationship between the variables and multivariate regression were used to predict the relationship between the variables. A significant relationship was observed between some personality traits and its dimensions with organizational commitment and its dimensions in female managers. Also, a significant relationship was observed between the quality of work life and its dimensions with organizational commitment and its dimensions in female managers. Finally, the results of the research showed that the personality traits and quality of work life predict the organizational commitment of female managers in the sports departments of Shiraz.

Introduction:

Organizations in the broadest sense of the word are the main pillars of the current society and management is the most important factor in the life, growth and development of organizations, and it is undoubtedly the duty of managers to guide the process of moving from the current state to the desired state according to the organizational goals. On the other hand, extensive changes at the global level have made organizations face many problems and changes every day in order to achieve their goals. These changes have caused new developments in management theories day by day, so that it can be acknowledged that hundreds of management theories have been presented during the 20th century. The noteworthy point in all these theories is the emphasis on the important role of management and efficient human resources of the organization in order to achieve the organizational goals, and the emergence of this view regarding the role of management in the organization has led to numerous investigations and researches in the field of factors related to the management and leadership of the organization, because in management it is desirable for employees to feel that they are more accepted by the organization and to be involved in its work, and in this way, the feeling of self-respect, job satisfaction and cooperation of employees with management is improved. On the other hand, the psychological needs of the employees in the organization will be met with the use of quality of work life techniques. In fact, improving the quality of work life in any organization strengthens the mental peace and motivation for progress among employees. The quality of work life program includes any improvement in the organizational culture that supports the growth and excellence of employees in the organization. Therefore, the value system of the quality of working life considers investing in people as the most important variable in the strategic management equation, which means that meeting the needs of employees will lead to the improvement and long-term efficiency of the organization. What will affect the performance of employees under the influence of the dimensions of the quality of work life is the variable of organizational commitment. With the change in the social lifestyle of people and organizations over the last few decades, it seems that the quality of work life has also undergone many changes and has been affected by many factors that may have an adverse effect on organizational commitment and job satisfaction of employees. Also, on the other hand, during the recent years, the heads of recruitment and consulting psychologists, more and more, in order to evaluate some personality traits of the candidate at the critical moment of recruitment, they have declared completely accurate and satisfactory methods as mandatory. Hunt and Brove's research [1] on thousands of workers of different institutions shows that personality factors are more involved than the lack of skills and talent as factors of dismissal and failure and lack of success, promotion and advancement. These studies are related to the dismissal of workers for reasons other than lack of production. According to the personality of people, the process of hiring, transferring and promoting them can be improved. Because people's personality traits act as factors to determine their behavior. By identifying these characteristics, a framework for predicting behavior can be obtained.Knowledge of people's personality can help the management of the organization to appoint qualified people in different positions of the organization, which in turn will reduce the turnover of employees and increase their job satisfaction. One of the groups that have received attention in managerial positions are women who have long shown that with their attitudes and traits they can perform a task worthy of a manager. As it can be seen in sports organizations and especially the Ministry of Sports, the presence of women experts in managerial positions has been used and this shows their ability and capability, which is also addressed in this research with regard to personality characteristics and in order to create commitment and quality of work life.

Statement of the problem:

The history of the world has witnessed the enormous and undeniable role of women in various events. Today, when the issues of the development of the countries of the world are discussed, the role of women in this process has been strongly considered. The holding of numerous meetings, seminars and congresses regarding the position of women and their role in development indicates the importance of this issue. In order to achieve balance, equality and eliminate discrimination and as a result of better and more complete development of society, it is necessary that women can participate in the decision-making process at different levels of society. Fortunately, in many countries, these efforts have resulted in significant success. Among them, we can mention countries such as Norway, Denmark and Finland, where more than 40% of decision-making positions are held by women. Unfortunately, in many third world countries, this issue is not very worthy of attention and only a limited number of women are in managerial and important decision-making positions in the country. In Iran, despite the fact that the country's constitution has opened the way for women to hold most of the decision-making positions, only 2.8% of management jobs in the country are assigned to women. Despite the fact that there is a legal basis for this issue, as a developing country, we need the activation of women in the society, and all the officials of the system acknowledge the importance of this issue, but we have the lowest rates in the issue of women's management. Although the Ministry of Sports in our country benefits from the presence of women in various management areas, but still, due to the large number of female athletes who refer to this ministry, there is a need to have them in management positions in this ministry. Female employees As human power, it is the most important capital of organizations, and the better quality this capital has, the greater the probability of success, survival and development of the organization (Poursultani Zarandi et al., 2019). These are the people who give life to the soulless bodies of organizations and actually make the goal realization a path. In fact, the development of any organization depends on human power (Ferdossi et al., 2013). What makes the progress and success of the organization are people in organizations with many attitudes and personality traits that can have a significant effect on improving organizational behavior. Considering that the behavior of employees in the individual dimension is affected by the four factors of attitude, personality, perception and learning (Robbins [3], 2005), as a result, the personality characteristics of people act as a factor to determine their behavior. Personality traits represent the overall image of a person's response to various situations. Such traits are consistent from one situation to another and are considered stable over time. Biological structure, social affiliations, and culture all help shape these traits. Both personality traits and the environment together cause behavior and the environment has been recognized as more important than ever (Pasha and Khodadadi Andrieh, 2018). The behavioral characteristics of women and men in the administrative system are caused by their personality traits and work environment. Its improvement is one of the most important techniques. The quality of work life is one of the most important issues of human resource management in organizations. The quality of working life is a dynamic multidimensional structure that currently includes concepts such as job security, reward system, promotion and training opportunities, and participation in decision-making (Gensedine and Sensedine [4], 2001). In fact, improving the quality of work life in any organization strengthens the mental peace and motivations for progress among employees (Richard [5], 2007).