The relationship between human resources development and job satisfaction of the studied employees of Mellat Insurance Company

Thesis of Master of Business Administration - Transformation trend

Abstract

Given the relationship between human resources development and employee job satisfaction, and the increasing importance of leaving jobs and moving employees and the large costs that this phenomenon imposes on the organization, paying attention to the job satisfaction of the organization's employees is one of the important issues in the human resources management of any organization. With the increase of environmental and work and competitive pressures in organizations and the need to bear these pressures by employees, it is inevitable and these employees are the ones who must prepare themselves to face organizational and environmental issues. This leads to different feelings, pressure, tension and work stress for them. Therefore, human resource management should try to increase the job satisfaction of employees by considering human resources activities and increasing the ability of employees to perform their job duties and responsibilities. Since, in service companies, human power is considered as the most important resource of the organization and plays an essential role in order to earn profit and survival of the organization. Paying attention to the behavior and performance of employees is very important for the continuation of the organization. In this research, the impact of human resources development on the job satisfaction of employees has been investigated. A sample of 120 employees of Mellat Insurance Company was selected and their level of satisfaction was investigated by distributing a questionnaire in relation to human resources development activities. The results of the analysis show the existence of a relationship between human resources development and employee job satisfaction.

Key words: human resources development, job satisfaction

Chapter 1

Generalities of the research

Part I

1-1- Statement of the problem:

Job satisfaction can be considered as the result of all factors affecting the quality of people's work life. Job satisfaction has been continuously raised as an important attitude in organizational research. In fact, many employee achievements are caused by job satisfaction or lack of job satisfaction. Job satisfaction increases the positive satisfaction of employees, which is both for the benefit of the organization and for the benefit of the individual.

The human force with its capabilities and potentials, if well taken care of, can play an important and essential role in meeting the needs of goals and economic development. Therefore, it is necessary to provide an environment in organizations that, in addition to recruiting and retaining human resources, maximum use can be made of the abilities and talents of individuals (Hanifa, 1384, 141).

Among the topics of behavioral sciences, one of the most important and perhaps the most controversial concepts, which on the one hand has focused a lot of theoretical and fundamental efforts, and on the other hand, has become very important at all levels of management and human resources, is job satisfaction. On the one hand, this importance is due to the role that this structure has in the progress and improvement of the organization as well as the health of the workforce, and on the other hand, it is due to the fact that, in addition to numerous and sometimes complex definitions and conceptualizations, job satisfaction has been a meeting place and also a common structure of many scientific fields such as education, psychology, management, sociology, and economics. According to many experts, job satisfaction has been one of the most important research fields among the concepts that organizational behavior specialists, management and organizational and industrial psychologists have studied in different situations. For this reason, many and sometimes contradictory views and conceptualizations have been formed and developed about it (Homan, 2008). Recent decades have been known as a period of accelerated and radical organizational changes (Polit, 1999).

Attention to employee job satisfaction has taken an important part of the time of experts and managers, and many efforts have been made to enumerate the factors affecting employee job satisfaction so that with the optimal use of these factors, employee satisfaction and the productivity of the organization can be increased. Valid evidence shows that managers of organizations may be concerned about determining the factors that increase employee job satisfaction and are of great importance to them. have wrong perceptions. For example, Hersi and Blanchard have reported studies in which supervisors and managers were asked to determine what employees and subordinates want from their work environment, or what is of great importance to them and causes job satisfaction in them, in order of importance and priority, and on the other hand, the same method should be implemented for employees.The results of this research showed that there were major and fundamental differences between what the supervisors had determined for their employees and the employees' demands, so that what the employees had set as the first priority was the least important in the supervisors' opinion (Homan, 2011). Also, most of the studies related to job dissatisfaction have been carried out in the environment of a company or on a single job group or at most in a limited number of companies or work groups. Therefore, most of their results are limited to the same population and situation that were chosen for the study (Kemp, 2010). So maybe this is the reason why despite the many articles that have been published in this field, we still don't have much information about this concept (Homan, 2008). Introducing different forms of organization (such as teamwork), reengineering have played a major role in these changes. that these changes in some cases have increased the job satisfaction of employees and in some cases have decreased it. Human resources and their use are the most efficient ways to get rid of bottlenecks and difficulties in economic, social and educational development. Because efficient human resources are the most fundamental factor of production, construction, growth and development. And this new attitude has led to the creation of new developments in management and leadership styles, resource management and expansion of the idea of ??collaborative management and attention to the behavior, personality and psychological characteristics of employees (Homan, 2011, 4)

Nowadays, it has been clearly proven that successful organizations need employees who are satisfied with their jobs and perform their duties beyond the formal scope of their jobs. This, in fact, expresses the organization's need for employees who behave beyond organizational expectations. Researchers have found that job satisfaction is one of the most important attitudinal issues about work, which managers face and it affects every other aspect of the organization. They have stated that job satisfaction includes the interaction between various organizational characteristics, individual characteristics and the work environment (Komala & Ganesh, 2007, 124-130)

Analysis of job satisfaction and employee empowerment based on this The fact that empowerment leads to the strengthening of positive results in the field of job satisfaction confirms that while the relationship between psychological empowerment and job satisfaction is estimated to be very strong, the relationship between empowerment and performance is relatively weak, but it is still considered important.      (Hechanova, Alampay & Flacol, 2006, 76) According to the above claims, one can understand the importance of human resource management activities in job research. Job satisfaction is a positive and pleasant feeling and a message in the evaluation of a person's job or experience. This mode helps people's physical and mental health a lot. From an organizational point of view, a high level of job satisfaction reflects a very favorable organizational atmosphere that leads to the attraction and survival of employees. Luke believes that job satisfaction is the result of job evaluation as something that provides the achievement or the possibility of achieving important job values. Therefore, a person effectively helps the organization to achieve its goals when he is first satisfied and satisfied with his job and profession and also engages in work that he is interested in (Faroghi, 2016).

2-1- Importance and necessity of the topic:

Undoubtedly, the most important element of any organization is its human resources, if this human resource has sufficient motivation and satisfaction, it will undoubtedly use its talents and abilities to achieve the goals of the organization. One of the factors that cause interest or lack of interest in a job is job satisfaction[1] or lack of job satisfaction[2]. Job satisfaction, as a factor that affects job success and increases individual efficiency and satisfaction, should be given collective attention. On the other hand, lack of satisfaction also causes lack of work, absenteeism, and negligence, and even at higher levels, it can have adverse and destructive effects on planning and make it face failure, and by creating a suitable environment for the growth of employee job satisfaction, it can be done in a suitable context. Job satisfaction of employees has a special importance and sensitivity. Because if the satisfaction and satisfaction of the employees does not come before other goals in an organization, that organization is doomed to failure, decline and collapse. Job satisfaction has a mutual effect on the individual and the organization. A person joins an organization with desires and aspirations, and the coordination and alignment of the organization with these ideals creates satisfaction in the individual, and this job satisfaction itself causes innovation, creativity in work, increasing the amount of production or services, and from this approach, the organization enjoys health and dynamism.