The effect of social capital on employees' performance through their attitude in Gilan Regional Water Joint Stock Company

Academic Thesis for Master's Degree Field: Public Administration, Human Resource Orientation

Abstract

• The basis that managers are facing is to improve the performance of employees to increase the productivity of the organization and to cultivate employees who, with good intentions, use all their experiences, abilities and capacities to enhance organizational goals. This will not be possible unless the organizations identify the factors affecting the job performance and organizational citizenship behavior of the employees and everything that mediates this effect, in order to provide the necessary platforms for the implementation of such behaviors. Therefore, the purpose of this research is to investigate the impact of social capital on the job performance and organizational citizenship behavior of employees, to investigate the impact of social capital on organizational commitment and commitment to employee service quality, to investigate the impact of social capital on job performance and organizational citizenship behavior through organizational commitment and commitment to employee service quality, and to test the whole model. The statistical population of this research is Gilan Regional Water Joint Stock Company, which has a population of 548 people, but since only the employees of this company are considered, the employees who are both able to answer and have the desired educational conditions were 261 people, of which 129 people were estimated as a sample using the available sampling method, data collection was done in the field and through a standard questionnaire. Ellinger and his colleagues (Ellinger et al, 2013) which has apparent validity and after confirmatory factor analysis, its construct validity was also confirmed and was accepted by expert professors and its reliability measurement was also confirmed by Cronbach's alpha. To analyze the collected data, descriptive statistics (frequency table, graphs, mean, standard deviation and variance) were used, and in the inferential analysis of the data, structural equation modeling was used using SPSS18 and LISREL 8.53 software. The results have shown that social capital has a significant effect on organizational commitment, commitment to service quality, job performance and organizational citizenship behavior of employees of Gilan Regional Water Company, also organizational commitment on job performance and commitment to service quality has a significant effect on job performance and organizational citizenship behavior of employees of this company. In the meantime, hypothesis 4-b has shown that organizational commitment does not have a significant effect on organizational citizenship behavior of employees of Gilan Regional Water Company.

  Keys: social capital, job performance, organizational citizenship behavior, organizational commitment, commitment to service quality, Gilan Regional Water Joint Stock Company

  Introduction

  Efforts to improve and effectively and efficiently use various resources such as labor, capital, materials, energy and information, all goals Managers of economic organizations and industrial production units and service institutions. The existence of a suitable organizational structure, effective implementation methods, healthy work equipment and tools, a balanced work environment, and most importantly, qualified and competent human resources are among the necessities that must be taken into account by managers in order to achieve optimal productivity (Tahiri; 2016: 231). For this reason, today the human factor is considered as the most key and sensitive organizational element, and most of the new theories of organization and management have also pointed to such a sensitive factor) 1370: 11) because capable and efficient human resources can make the organization efficient and be useful to the society and make the whole country flourish.  For this reason, countries and organizations have been investing in this valuable force for a long time and are trying to flourish and improve it (Esfandiar; Falah Jolodar; Darvish Mutoli; 2013: 24) and since the performance of individuals in an organization is an important variable in this field, for the success and efficiency of an organization, the need for expert employees with high responsibility is a necessary thing for it.. In this way, it is very important to identify the factors that affect the job performance of the employees and also the obstacles that exist in this way (Fang Chiang & Sheng Hsiesh; 2012: 181). Therefore, in order to know the results of the human resources performance, in relation to the expected efficiency and effectiveness, the employees in the organization are evaluated. In this way, by recognizing the weaknesses of the employee, the shortcomings of the organization and the honest and high-quality forces, the necessary measures are taken to improve) Asgarian; 1370 : 11)

  On the other hand, during the reign of public management thought (initial approach), due to the emphasis on the separation of politics from administration, the accountability of public managers was based on a hierarchical system and exposed to bureaucratic malfunctions, so in the dry and soulless organizational environments of the modern era, the management of affairs was practically in conflict with the behaviors of organizational citizenship with the emergence of the modern public management thought that service to the customer is the most important role of the manager. He considered service to citizens as the most important role of government managers, democratic values ??such as freedom, participation, equality and so on. It was possible to grow and led to the flourishing and formation of civil and citizenship behaviors in organizations according to the society, but in today's approaches and after the transition from concepts in the new management doctrines, the role of governments has evolved into a servant. Therefore, it is possible to look more hopeful at the strengthening of citizenship behaviors at the social and organizational level (Ahmadi and Khodami; 1390: 112).

  In this section, we discuss the statement of the problem, the necessity, the importance and objectives of the research, the theoretical and operational definitions of the research variables and the scope of the research in terms of subject, place and time.

   

   

  1-2 statement of the problem

   

  An organization is a social institution that has a purpose and a system that performs a specific activity due to having a conscious structure and has known boundaries. In order to realize the goals of any organization, the human resources of that organization play an important role. It is the responsibility of the human resources to achieve the tasks of the organization and the performance of these people is the same as the performance of the organization (Landran Esfahani; Kamkar; Rai; 2014: 20). And since the low performance of employees is usually one of the problems of organizations (Khordmand and Nazem; 1389: 161), job performance as a subset of the overall performance of employees is considered as a behavior that forces every organization to search for ways to achieve its optimal level and effective efficiency and productivity to make the environment favorable for employees to reach a level of ability to have a greater impact on their work. be (Naimi; Nazari; Sanai Zakir; 2013: 58). Examining and recognizing the factors affecting job performance is one of the important management programs so that it is possible to act on their recruitment, maintenance and development (Hijazi and Shams; 2014: 32). On the other hand, successful organizations need employees who work more than their duties and perform beyond the organization's expectations. Organizational citizenship behaviors describe actions in which employees act beyond their predetermined needs and this increases the effectiveness of the organization (Mirspasi; Mimarzadeh; Ghanbari Arbastan; 1389: 94) and since increasing effectiveness is always one of the issues and concerns of managers, recognizing organizational citizenship behaviors and effective factors It can be an effective and useful step in this direction (Haj Karimi; Tabarsa; Rahimi; 1387: 104).

  Today, paying attention to the job performance of employees and its continuous evaluation leads to obtaining information that plays a significant role in promoting the status of individuals and increasing the salaries of employees and giving the necessary rewards and punishments and reprimands. The functional defects of the employees and causes the rooting of the defect or weakness of the employees (Mirspasi et al.; 1389: p. 94).