Examining the effect of social capital on job satisfaction

Dissertation for Master's degree (M.A)

Trend: "Finance"

Abstract:

The main goal of the upcoming research is to investigate the impact of social capital on job satisfaction. Social capital as a strong factor that connects people to each other is one of the valuable and invisible capitals of humans. It has received less attention so far. The impact of social capital on job satisfaction is investigated.

Social capital is one of the independent research variables with dimensions (structural, cognitive, relational) that form mutual relationships with each other and the theoretical framework used in this research to examine social capital follows the Nahapit Ghoshal model. In terms of social capital, it is the sum of the actual and potential resources available to people resulting from the network of mutual relationships to an individual or social unit. Social capital includes both the network and the assets that have the possibility of being mobilized through networks.

Nehapit and Ghoshal consider social capital as an effective factor in creating and participating in organizational knowledge. In this model, the concept of social capital is an organization based on which the degree of impact is examined with job satisfaction. In the same opinion, the theory of needs has been used for the variable of job satisfaction because this theory is close to Maslow's chain of needs as far as they can be considered as one. Needless to say, Maslow's theory of needs is more general and job satisfaction can be included in its scope, and based on the theory of needs, the level of job satisfaction of each person obtained from employment depends on two factors.

First: that the amount of needs that are satisfied through the achievement of the desired position. Second: The fact that the chart of needs remains unsatisfied through employment is the result of examining the first and second factors. It determines the level of job satisfaction of a person. Of course, many studies have been conducted in the field of job satisfaction, and many variables are related to job satisfaction.

Descriptive research is a survey that has been collected through the library method of articles, master's theses and doctorates in this field, and a questionnaire is also used to collect information. spss will analyze.  In this research, given that the variables are qualitative, the following formula is used to determine the sample size.

According to the results of the simple linear regression and the significance of the regression line coefficient (significance level less than 0.05), social capital has an effect on job satisfaction.

According to the results of the simple linear regression and the significance of the regression line coefficient (significance level less than 0.05), next The structure of the social capital component has an effect on job satisfaction. According to the results of the simple linear regression and the significance of the regression line coefficient (significance level less than 0.05), the cognitive dimension of the social capital component has an effect on job satisfaction. According to the results of the simple linear regression and the significance of the regression line coefficient (significance level less than 0.05), the communication dimension of the social capital component has an effect on job satisfaction. According to the regression results Multiple linearity and the significance of the coefficients of the regression line (significance level less than 0.05), all the structural, cognitive and communication dimensions of the social capital component have an effect on job satisfaction.

Based on these results, it can be said that managers and macro-planners should plan more for this huge and hidden capital, which if it can be actualized and strengthened, can have great and fruitful results for both the individual and the organization and even the society.

Key words Social capital - job satisfaction - social trust

1-Introduction:

Social capital gradually increased from the 1990s onwards in academic treatises and articles with the works of people such as James Coleman, Robert Pantham and Francis Foucault Yama. Unlike material capital, social capital is not transferable and is a bilateral relationship of interactions and networks that emerge between human groups. Of course, the title of social capital was first proposed by a sociologist named Hani Fan in 1916. After him, social capital became one of the important study axes of sociologists. But this discussion remained limited in the field of sociology until the early 1990s.It was from this time that all the attention of economists was suddenly drawn to social capital and its economic functions. In this way, economists focused on the issue of social capital and raised its value to the point where they called it an economic engine. Nowadays, social capital plays a much more important role than physical and human capital in societies, and the networks of collective and group relationships are the cohesion between people and organizations. Therefore, in the absence of social capital, other capitals will lose their effectiveness, and without social capital, the development and evolution of social and economic culture will be uneven and difficult.

It is considered a solid and rooted asset in social relations that may be used in activities and is a change that minimizes group costs and losses. These communication networks allow people to act more efficiently and effectively.

Today, the human resources of every organization are considered as a strategic resource of organizations, and increasing and maintaining the job satisfaction of the employees is one of the most common methods of achieving the organization's goals. However, due to various reasons, there is a possibility that some organizations have not acted efficiently, and this makes it necessary to investigate factors and identify the issues and problems of the organizations and put them in the hands of the managers for correction. Therefore, it requires more study and investigation of its effect on people's satisfaction.

1-2- Statement of the problem:

Social capital is a concept that has entered the literature of social capital sciences and has been able to find a suitable place in development discussions in a short period of time. Among the economic functions of social capital, we can mention the reduction of exchange costs, the facilitation of some formal relations, the improvement of efficiency, the speed of information exchange, strengthening, initiatives, and the reduction of corruption. One of the proposed definitions is that social capital is the set of norms in social systems that increases the level of cooperation among members of that society and lowers the level of exchange and communication costs (Fukuyama 1999). Based on this definition, concepts such as civil society and social institutions are also conceptually closely related to capital. They become social.

From the point of view of Kushina and Shreider 1999, social capital is called at the micro level (cognitive capital) and includes components such as values, attitudes, commitments, participation, trust in the social system of the organization, and at the macro level it is called (structural capital), which is related to the structure and management processes, such as the accountability of managers and leaders for their performance, transparency in decision making, the level of decision making and group cooperation. 1380) (source p. 97 of social capital - Niko Maram.)

There are also examples of organization and business for social capital. It shows strong evidence that social capital strengthens organizational activities that people who create and use social capital find better jobs and receive more salaries and promotions, and compared to their isolated counterparts, they do not have the desire to use the power of social capital or are unable to use it. Organizations that benefit from strong social capital can obtain the necessary funds for entrepreneurship and brave activities and improve organizational learning, and social capital is a defensive wall for democracy.

Robinson believes that what can be measured can be done (if you can't measure, you can't manage). The measurement of this phenomenon is (Dr. Mahnaz Hashemi Bahman 89)

Organizational structure should be compatible with the size of the environment, technology, and strategy. Insights and insights derived from the experience and study of new organizational forms show that we should abandon the idea of ??((fitness)) or at least change it.