Investigating the impact of the organization's intellectual capital on job satisfaction and maintaining human resources of the central offices of Maskan Bank

Dissertation for Master degree (M.A)

Trend: "Transformation"

Abstract

In the hyper-competitive era, organizations face an environment characterized by increasing complexity, globalization and dynamism. Therefore, organizations are facing new challenges for their continuity and establishment, and overcoming these challenges requires more attention to the development and strengthening of internal skills and abilities, which is done through the foundations of organizational knowledge and intellectual capital, which organizations use to achieve better performance in the business world. Knowledge and intellectual capital have been recognized as sustainable strategies for obtaining and maintaining the competitive advantage of organizations, and therefore, in the current world of knowledge, organizational capabilities are based on knowledge and intellectual capital, and managers must understand what capabilities are necessary to maintain a competitive advantage.

The purpose of this research was to investigate the effect of organizational intellectual capital on job satisfaction and the preservation of human resources of the employees of Maskan Bank's central offices. And they answered the questionnaires taken from Marilina and Mathieu's article (2011). At the end, the results obtained from the research questionnaires were analyzed with the help of bivariate linear regression test and the results showed that intellectual capital has a significant effect (P<0.01) on job satisfaction and human resources preservation of the central offices of Tehran Housing Bank.

Key words: intellectual capital, job satisfaction, preservation of human resources, Tehran Housing Bank

Chapter One:

"General Research"

1-1-     Introduction

In the hyper-competitive era, organizations are in an environment that is characterized by increasing complexity, globalization and dynamism, therefore, organizations are facing new challenges for their continuity and establishment, and overcoming these challenges requires more attention to the development and strengthening of internal skills and abilities, which is done through the foundations of organizational knowledge and intellectual capital. It happens that organizations use them to achieve better performance in the business world. Knowledge and intellectual capital have been recognized as sustainable strategies for obtaining and maintaining the competitive advantage of organizations (Barney 1991, Darker 1988, Grant 1991). On the other hand, any organization is created with human power and will not be able to survive without it. Therefore, knowing the needs, motivations, desires, factors of satisfaction and dissatisfaction of employees as one of the competitive advantages of the organization is not only necessary, but also necessary to adopt correct policies, appropriate strategies and effective programs. According to the mentioned cases, in this chapter, the general research has been reviewed. First, the main problem of the research was stated, and then the importance and necessity of the research was examined, and then the basic research objectives and research assumptions, the theoretical framework of the research, and the conceptual model of the research were discussed, and at the end, the specialized words and terms of the research were defined. Organizations attract and exploit expert and superior human resources, knowledge and skills of these people, internal processes and procedures, internal organizational culture, reputation and goodwill in the eyes of customers and stakeholders, and in other words, intangible assets and intellectual capital, since this category of organizational capital is not reflected in the balance sheet, and at the same time, they have a significant impact on value and profitability performance. It requires the attention of resource allocation and increasing emphasis of the top management of organizations. For this purpose, companies and organizations must first identify these factors. (Yahi Tabar and Taheri, 1390: 2). Because innovation capital is an intangible and important asset for the company (Yang & Kang, 2008: 667). This capital can be a strong point for the company (Bontis, 2002: 25). Innovation capital is continuous efforts to achieve improvements and change. Innovation capital organizes research and development activities and creates new technology and products to satisfy customer demand (Plessis, 2007: 22).

One of the indicators for measuring the superiority of organizations compared to each other are the employees working in those organizations whose level of loyalty and commitment makes them perform the assigned tasks with a higher quality. This increases the performance, productivity and effectiveness of the organization. On the contrary, people who are indifferent or irresponsible towards the actions assigned by the organization, transfer this behavior to others and cause a decrease in the performance of individuals and the degradation of the organization in terms of quantity and quality (Abbaszadegan, 2013). According to William et al.'s research, job satisfaction and organizational commitment are based on related but distinct constructs. However, in order to provide a basis for the decisions of human resources managers in the fields of planning, recruitment and retention of human resources and reducing the costs caused by employees leaving the organization, they are jointly evaluated, which is of particular importance (3)

Research has shown that employees with higher job satisfaction are in a better condition in terms of physical fitness and mental strength, and from an organizational point of view, a high level of job satisfaction reflects a very favorable organizational atmosphere that leads to the attraction and retention of employees (Robbins, 1374). The issue of job satisfaction is considered one of the most important research areas in sociology and organizational behavior, which requires extensive research in addition to theoretical dimensions. Sociologists, like other researchers of educational, behavioral and management sciences, try to produce knowledge in this field with scientific researches in order to increase these findings. The basic issue for managers of organizations is how to act simultaneously by equipping people's activities towards the goals of the organization so that people get personal satisfaction and reward from their work and effort in the organization (Kamalvand; 2017; p. 114).

I, having observed the low level of job satisfaction among the employees of the central offices of Maskan Bank and also their departure from the organization, decided to conduct the aforementioned research in order to increase job satisfaction and improve organizational productivity.

Regarding satisfaction Career and retention of human resources and the effect that intellectual capital can have on it. In this research, we are looking for an answer to the question, "What effect does the organization's intellectual capital have on the job satisfaction and retention of human resources of the central offices of Maskan Bank?" In order to improve performance and face competitors, companies must have competitive advantages, so that they can have superior performance in complex and changing conditions and maintain themselves in the markets.

In recent years, not only the sensitivity of competition in the market has increased, but its nature has also changed. Because the attention of companies, to obtain superior performance and competitive advantages, has changed from investing in tangible resources to investing in intangible resources (Ramaswami & Srivastava, 2009: 99). Among the intangible resources in the organization is intellectual capital, which includes innovation capital and customer capital (Chang, 2004: 27).

Intellectual capital provides a base and a new resource through which the organization can compete. Intellectual capital is a term for the combination of intangible market assets, human assets and structural assets, which enable the organization to perform its activities. In other words, intellectual capital is: the sum of knowledge of organization members and the application of their knowledge (Ghlichli & Moshabaki, 2006: 126). Intellectual capital is classified into four groups: innovation capital, customer capital, human capital and process capital (Chang, 2004: 29). Indeed, the progress and survival of organizations depends on the all-round attention of managers to the role and position of human capital. The flourishing of human resources in organizations requires various measures. One of these measures is to ensure the job satisfaction of employees. Research has shown that job satisfaction plays a decisive role in many factors of organizational productivity. Improving performance in organizational civic behavior, organizational commitment, job attachment and mental health of employees and reducing behaviors such as absenteeism, leaving service and many other behaviors are among the consequences of creating job satisfaction in employees of organizations. These valuable consequences should be a strong incentive for managers of organizations to pay serious attention to the issue of employee job satisfaction and take measures to create it (Khodayari Fard, 2018). Job satisfaction determines many organizational variables.