Investigating the relationship between the tendency to job fatigue with job enthusiasm and the desire to stay among the employees of the executive bodies of Rafsanjan city

To receive the Master of Public Administration degree

"M.A"

Treatment: Organizations and Methods

Abstract

The purpose of this research was to examine the relationship between the aptitude for job fatigue with job enthusiasm and the desire to stay in the executive bodies of Rafsanjan. , job enthusiasm and desire to stay were used. SPSS software was used to analyze the data. The important findings of the research indicated that there is a negative and significant relationship between the tendency of job fatigue and the job enthusiasm of employees in the executive bodies of Rafsanjan city, there is a negative and significant relationship between the tendency of job fatigue and the desire of employees to stay in the executive bodies of Rafsanjan city, also there is a positive relationship between job enthusiasm and the desire of employees to stay in the executive bodies of Rafsanjan city.

According to the findings of the research and taking into account that job enthusiasm is largely influenced by the match between person and job, if the job can be sufficiently stimulating, it can increase the enthusiasm of the individual, therefore it is suggested to provide a challenging environment in organizations that gives employees the opportunity to generate ideas and creativity, and by increasing the quality of work in each unit, the participation of employees in the field of work goals, creating opportunities for advancement Increasing the level of authority of the individual in his job according to his abilities will increase the willingness of employees to cooperate with the organization. Keywords: talent, job fatigue, job enthusiasm, desire to stay Chapter 1: problem statement Introduction: Job fatigue is an unpleasant state during which it becomes difficult for employees to focus on work. The tendency to be tired at work is associated with restlessness, irritability and the tendency to avoid the work situation (Barblet[1], 1999).

On the other hand, job enthusiasm is considered one of the concepts of positive psychology in the field of work, and it is actually the most prominent positive organizational concept, especially among organizational consultants. Job enthusiasm is a positive, practical and work-related state that includes three dimensions of professional energy, professional dedication, and professional passion. It is (Scoffelli and Salanova[2], 2007).

The study and investigation of the desire to permanence with the motivation of employees is as important as organizational commitment, because one of the important goals of organizations is to retain and maintain employees (Stamps [3], 1997).

In this chapter, the research problem is first discussed, then the importance and necessity of research, research objectives, research field, definition of words, concepts and variables, and research variables are considered.

1-1- Title of the research

Investigation of the relationship between the talent of job fatigue with job enthusiasm and the desire to stay employees of the executive bodies of Rafsanjan city

1-2- Statement of the problem

With increasing competition and Expanding human resource development methods, organizations try to retain their talented employees and empower them so that they can show high performance; However, organizations are always afraid of losing their human capital and suffering losses; Because, every organization spends a lot of money to educate, train and prepare its employees to the desired level of productivity and efficiency, and by losing valuable forces, it suffers the loss of skills and experiences that have been gained over years of effort. (Homme and Griffith [5], 1995, Cassio [6] 1991). leaves his job, a replacement person is hired and he is taught that he should have enough time to gain experience at work (Klein and Peters, 1991, quoted by Mehdad).

Employees who have little desire to stay, are psychologically distant from the organization, their focus on work decreases and their effectiveness decreases, which costs the organization (Dupreh and Day [7], 2007).

The desire to stay when there are many job opportunities is less compared to low employment conditions and limited opportunities. When people find the economic climate favorable and the economy is growing, they will realize that they can easily change their job to increase their satisfaction.When people find the economic climate favorable and the economy growing, they will realize that they can easily change their jobs to increase their satisfaction (Gerhart, 1990, quoted by Mehdad).

At the organizational level, there is a lot of evidence that reducing the desire to stay and eventually leave the organization, involves recruitment and selection costs (Derry and Iverson [8], 1996). Reducing the desire to stay and the desire to leave the organization can reduce the effectiveness of an organization (Badian et al., 1991). The lack of sense of belonging and organizational loyalty and the low desire to stay in the organization cause employees to leave the organization after gaining experience, once they find another job that has more benefits. Complications and losses caused by employees leaving the service are very expensive for the organization. The first loss is recruitment and staffing costs, followed by training costs (Moody [9], 1979).

A human force with a low sense of loyalty and organizational commitment and inclined to leave the organization, not only does not move towards achieving the organization's goals, but is effective in creating a culture of indifference to the issues and problems of the organization among other colleagues (Hosseinian, 2016). Factors such as the job enthusiasm of employees that can be measured, changed and improved are studied with the aim of increasing the performance of employees through intervention in the organization (Cameron et al., 2003, cited by Nelson [10] and Cooper [11], 2007). On the other hand, it has been reported that in many organizations today, employees' passion for work is low (Bates, 2004, Richman, 2000, cited by Sacks [12], 2006).

Job passion is a positive psychological concept and is known as an indicator of well-being and psychological health in the workplace. Low job passion with physical complaints (job burnout, symptoms Depression, psychosomatic complaints and sleep disorders are correlated. The strong and stable relationship with health components emphasizes the health component in the concept of job passion. One of the negative consequences of low job passion is not being committed to the organization and unwillingness to remain in the organization (Halberg and Shaofili [13], 2006). (Sacks, 2006).

Job burnout is defined as relatively constant feelings of lack of interest and difficulty in focusing on the activities at hand. These feelings cause the person to show a lot of self-conscious effort to maintain or return attention. Some researchers believe that problems related to attention are one of the main characteristics of job fatigue (Fisher [14], 1993: 46). In this case, employees report that they are unable to maintain their attention on the tasks at hand or that they have to make an extraordinary effort to maintain attention (Hamilton [15], 10: 1981). Demara-Frey Vlaird suggest that the main behavioral element of job fatigue is the struggle to maintain attention (Frey [16], 1989: 75).

Although the job fatigue can have many consequences and negative effects, it has not been given serious attention until now. Employees with high job fatigue due to weak emotional control, unpleasant emotions such as worry easily dominate them while doing job tasks and divert their attention from work. People with high job fatigue are not very interested in pursuing things and are not able to do their tasks with high job enthusiasm (Fusati et al. [17], 117:2003). According to the above, the basic questions that the researcher seeks to find a suitable answer for are: 1) Is there a relationship between the employees' job fatigue aptitude and their job enthusiasm in the executive bodies of Rafsanjan city? ?

2) Is there a relationship between employees' job fatigue and their desire to stay in the executive bodies of Rafsanjan city?

3) Is there a relationship between employees' job enthusiasm and their desire to stay in the executive bodies of Rafsanjan city?

The answer to the above questions requires a scientific and research work. Job fatigue leads to the creation of emotional responses such as depression, loneliness, anxiety and hostility, nervousness, fear, guilt, alienation and symptoms related to physical and psychological health (Summers, Vedanovich [18], 2000).