The relationship between social capital and job satisfaction and organizational commitment of the employees of the General Department of Sports and Youth in Fars province

Faculty of Humanities, Department of Physical Education and Sports Sciences

Dissertation for Master Degree (M.A)

Tension: Sports Management

Abstract

The purpose of this research is to investigate the relationship between social capital and job satisfaction and organizational commitment of employees of the General Department of Sports and Youth in Fars province. The statistical population of the research includes 138 people; Considering that the population is limited, the sample size was done using the total census method. The same number of questionnaires were distributed among the employees of the General Department of Sports and Youth of Fars Province; that after completion, 93 respondents returned the questionnaire; Therefore, the statistical sample is 93 people. In order to collect data, the social capital questionnaire of Ezkia, Barry Field and Ruth's job satisfaction, Meier and Allen's organizational commitment were used. In the data analysis section, descriptive statistics (prevalence, mean, standard deviation) and inferential statistics (Pearson's correlation test, multivariate regression, t-test and ANOVA one-way analysis of variance) were used using SPSS16 software. The results of this research showed that there is a significant relationship between the variables of social capital and job satisfaction, gender and job satisfaction, type of employment and organizational commitment, education level and job satisfaction. Also, there is no significant relationship between the variables of social capital and organizational commitment, job satisfaction and marital status, organizational commitment and marital status, organizational commitment and gender, education level and organizational commitment. The results of the multivariate regression analysis show that the variance of the criterion variable (job satisfaction) explained about 28% of the variance of job satisfaction according to the predictor variables through R2, which had the greatest impact according to the observed beta value of social capital; Also, in relation to the criterion variable of organizational commitment, multivariate regression showed that the predictor variables through R2 explained about 14% of the variance of organizational commitment.

1-1- Introduction

Organization and being organized are an inseparable part of our lives, we are cared for by organizations before birth and in the mother's womb, we open our eyes to the world in a medical organization, we are trained in many organizations We see and work in one organization on time and at the same time we have relations and dealings with many organizations and finally we leave the world stage in one organization with a special funeral and burial ceremony. Therefore, people spend most of their lives in organizations or in relation to organizations, and this shows the importance of the position of organizations in today's world (Hosseinzadeh, 1381).

Human forces, as the most important and valuable capital of the organization, are thinking and capable agents who can create a dynamic and powerful organization by optimally using other resources. (Rezaei, 2012). In fact, human capital is the most vital strategic element and the most basic way to increase the effectiveness and efficiency of the organization, and it will lead to the progress and development of the society. Manpower committed to the organization's goals and values ??is not only a factor for the superiority of an organization over other organizations, but it is considered a sustainable competitive advantage for many organizations (Ansari, 2012). In addition to this, the human power of every society is the eternal and active capital of production, creation, technology, material well-being and the achievement of spiritual goals and human excellence, and other factors of capital and technology are secondary components. It is human power that accumulates capital and creates technology and puts society on the path of development and prosperity (Rezaei, 92). The concept of social capital [1] as the resources and rewards that people get through social relations has gained wide acceptance. Social capital, like other capitals, is productive and has many components that can only be obtained in the heart of groups and communities and based on the interaction of people. This capital has reserves that not only do not run out in case of repeated use, but also increase. Also, social capital is not an individual property, but a collective property and belongs to all members of a community. Trust, participation, collectivism, empathy, cooperation and realization of individual interests in the form of common group interests are among the important characteristics of this concept.Therefore, many social life processes of people will be somehow involved with the concept of social capital (ibid.). The reason for paying attention to social capital is based on the role that social capital plays in the production and increase of human, economic and environmental capital (Nadi, 2011).

During the studies conducted by (Vilanova and Josa[2], 2003), social capital is considered a management phenomenon that has the characteristics of: trust, common values ??and behaviors, relationships, cooperation, understanding, mutual commitment and mutual networks. According to them, it is impossible to imagine that an organization can perform its task without the presence of some characteristics of social capital. According to them, social capital facilitates cooperation-based action and increases the value of intangible assets (ibid.).  

Job satisfaction is one of the most important factors in every person's job success and it increases the efficiency and also the feeling of satisfaction in the person. Job satisfaction is a complex and multidimensional concept that is related to various physical, psychological and social factors. Job satisfaction is the basic condition of an individual's presence and cooperation with the organization, and this is due to the important role of job satisfaction in increasing productivity, commitment to the organization, ensuring physical and mental health, accelerating the learning of new job skills, and increasing the individual's morale (Bazvand, 2012). From another point of view, job satisfaction [3] is considered an important factor for increasing efficiency and also individual satisfaction in the organization. There are reasons why the job satisfaction of individuals and members of the organization should be given importance, including: the job satisfaction of employees in any organization increases the ability and efficiency of employees and generally increases efficiency (Hekirtian, 2013).

Job satisfaction and organizational commitment[4] are hidden but effective factors in the work behavior of employees. It is very important to pay attention to the commitment of human energy both in the public sector and in the private sector. Recognizing and maintaining human resources is not just keeping people in the organization, but welding them with the organization and creating mutual solidarity between the individual and the organization; Maybe people who stay in the organization for years, but their stay is forced, and in this case, they not only do not take a burden off the shoulders of the organization, but if they get a chance, they put a heavy burden on the shoulders of the organization. Among the root and fundamental problems of our society in the direction of cultural, economic and social development is the weakness of organizational commitment and job satisfaction among the country's employees (Ansari, 92).

The reason why organizational commitment has received a lot of attention from researchers is that organizational commitment is one of the structures that affect the behavior of employees in the organization, and it affects many organizational variables such as the intention to move employees, job performance, organizational citizenship behavior, the amount of absenteeism, as well as the aggression and occupational stress of individuals. leaves and determines whether the employees will stay or leave (same). Which shows the reason and importance of studying this variable in this research, commitment and sustainability can have many positive consequences; Employees who have commitment and adherence are more disciplined in their work, stay longer in the organization and work more, so managers should increase the commitment and adherence of employees with different methods. Some of the valuable reserves, which are sometimes referred to as social values, are: honesty, good understanding, self-health, sympathy, friendship, compassion, solidarity, sacrifice, etc. Through these resources, social capital makes the actions of actors at different micro, middle and macro levels of society easy, fast, low-cost, and reliable, thereby helping them to achieve common social goals (Ezkia and Ghaffari, 2013). He writes: By establishing contact with each other and making them stable, the members of the society are able to cooperate with each other, and in this way they acquire things that they are not able to acquire alone (Field, 2016). Putnam [6] calls all the social characteristics of institutions and organizations such as trust, norms and social networks as social capital and believes that social capital causes positive interactions with others (Parsa Mehr, 2013). Coleman [7] has also pointed out that this capital will lower the level of social and economic transaction costs and various actions.