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The relationship between quality of work life and organizational health with productivity in physical education teachers of Andimshek city

Number of pages: 121 File Format: word File Code: 31606
Year: 2013 University Degree: Master's degree Category: Physical Education - Sports
Tags/Keywords: Employee health - Job security - Management - Organizational functions - Organizational health - Physical education teachers - Productivity - quality of life - Sports management - Teacher productivity - working life
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  • Summary of The relationship between quality of work life and organizational health with productivity in physical education teachers of Andimshek city

    Dissertation for Master's degree (M.A.)

    Treatment: Sports Management

    Abstract:

    The present study was conducted with the purpose of the relationship between the quality of work life and organizational health with productivity in physical education teachers of Andimeshk region in 2013. The statistical population of this research was 102 teachers of different educational courses in Andimeshk region, and the statistical sample of the research was equal to the population, and the sampling method of this research was a census and they were divided into two categories: men and women.

    Measurement tools include a 27-question questionnaire on the quality of work life of physical education teachers model of Richard Walton (1974), a 32-question questionnaire of productivity in Hersey Blanchard and Goldsmith schools. Achio (1994) and the 44-question questionnaire of the organizational health of the Hoy Feldman model schools (1987).

    Statistical analysis of the data was done using Pearson's correlation coefficient and regression analysis using SPSS version 19 software. The research results showed that the productivity component has a positive and significant relationship with organizational health and all components of the quality of work life, except for the component of fair payment. This means that the higher the organizational health and quality of work life, the higher the productivity. Considering the importance of the quality of work life and its effects on organizational health and productivity, it is recommended that education managers pay attention to various dimensions of organizational health and by improving the quality of work life, it has a positive effect on productivity, which may increase the productivity of the statistical population of the research significantly.

    Key words: quality of work life, organizational health, teachers' productivity

    Chapter one:

    Research overview

     

     

     

     

     

    Introduction

    The success of an institution and organization depends on several factors, and human resources are considered the most important part of an organization. Identifying the behavior patterns of employees as well as the factors related to the job attitudes of employees are considered important factors in identifying the success and prosperity of organizations. According to the experts, in order to make the work desirable, it is necessary to pay attention to the health of the employees, their safety and satisfaction as a prerequisite for organizational effectiveness (Salmani, 2014). Education has played an essential role in the continuity and survival of human societies since long ago. Customs, beliefs, values, attitudes and behaviors, knowledge and skills of society can be transferred and sustained through education. In primitive societies, the main factors of education were: family life, group work and religious ceremonies. In today's societies, the process of raising children begins in the family, but soon, a dedicated organization, that is, the school, officially takes over the responsibility of fulfilling this task. Education is one of the important pillars of development and its success is dependent on having effective management (Alaghehband, 2012). How to optimally and optimally use human resources is one of the important conditions of efficiency and effectiveness of the organization. Productivity in the recruitment of labor in the organization means that by using better management, more results can be obtained by spending less human resources. Productivity, rather than creating new facilities and creating new capacities, is more about improving and improving the existing situation. Therefore, the rule of productivity culture leads to the optimal use of all the material and spiritual facilities of organizations, and without adding new technology and manpower, it is possible to take maximum advantage of the facilities, conditions, power and capabilities of the existing manpower from creativity in realizing the goals of the organization. Optimum productivity is not achieved by changing structures, adding technology, developing agendas and issuing directives, but it is human-centered for any type of individual, social and organizational productivity. Therefore, the most attention and planning in organizational productivity should be focused on human factors (Graham[1], 1999, quoted by Henry[2] et al., 2012). Another variable that is closely related to productivity [3] is the quality of work life, the term quality of work life has been very popular in recent years.. But there is little agreement about the meaning of this term, at the same time, it can be said that there are at least two common uses of it: First, the quality of work life refers to a set of results for employees such as job satisfaction, growth opportunities, psychological issues, job security, human relations between the employer, employees, and the low rate of accidents. Second, the quality of work life also refers to a set of tasks or organizational functions such as collaborative management, job enrichment and safe working conditions. In this regard, quality of work life programs may be considered as a human resource management strategy including quality of work life functions and improvement of quality of work life programs and improvement of organizational efficiency and productivity. Despite the favorable working conditions, one of the necessities of people's activities in the organization, which is interpreted as the quality of work life, causes the motivation and satisfaction of people and leads them to more and better work and effort. Also, many researches have shown that the quality of work life has significant effects on the individual's behavioral responses such as organizational identity, job satisfaction, job participation, job performance, intention to quit and some job attitudes (Sigri [4] et al., 2001). The need to pay attention to the quality of work life[5] and improve it is important because 65% of a person's useful life is spent at work. The quality of working life is an effort to rebuild multiple dimensions of the organization and form a mechanism that introduces and maintains changes over time. Quality of work life is a multi-dimensional plan that generally leads to overall satisfaction with work life and balance between life and work. Job satisfaction, work-life balance, development of personal skills, attention to individual work and employee performance are characteristics that are consistent with the quality of work life, it seems that increasing the quality of work life is one of the best ways that can be used to attract and retain talented employees in organizations (Mahajerani, Shaheswari, 2019). In addition to the quality of working life, organizational health also has potential and serious effects on employee satisfaction and, of course, the performance of the organization, and can be a predictor for the effectiveness of the organization (Rozgar, 2016, quoted by Portrab, 2017). According to Leyden and Kling [6] (2000), organizational health is an almost new concept, which means the ability of the organization to perform its tasks effectively, which causes the growth and improvement of the organization. A healthy organization is a place where people want to stay and work and be useful and effective people themselves. (Hoy and Miskel [7], 1991). In general, it can be said that the realization of the organization's goals can be influenced by the variables examined in this research, which seems to provide the environment and conditions of the organization for the employees in such a way that they are motivated and this increases the quality of work life with organizational health and as a result leads to the productivity of the organization.

    1-1. Statement of the problem

    Today, due to the expansion of science and human experiences and the development of technology and industrial advances, the trend towards education and training organizations has become a widespread and global issue. Paying attention to human resources is a phenomenon that has developed a lot in the last two decades. New intellectual frameworks and deep transformations that have emerged in the field of human resources have paved the way for more use of the power and expertise of the employees of organizations to such an extent that one of the important indicators of the growth of any society is the wide range of tasks that the education system has undertaken (Safi, 2013). Today's organizations, with a strategic view of human resources, consider it as an intelligent and valuable asset and pay more attention to improving productivity, quality of work life, and also to the organizational health of employees. Improving the performance of employees requires the efforts of the organization's management to formulate protective policies for human resources. Based on this, the optimal use of human resources relies on the development of human resources strategies and measures that are taken to protect the body, soul and human dignity of employees. Considering the concept of productivity, it is believed that productivity growth at the individual level leads to productivity at the organization level, and this productivity increase at the level of the economic sector and ultimately national productivity growth follows.

  • Contents & References of The relationship between quality of work life and organizational health with productivity in physical education teachers of Andimshek city

    List:

    Abstract.  Statement of the problem.. 5

    1-2.  The necessity and importance of research.  8

    1-3.  Research objectives.  10

    1-3-1. General purpose.  10

    1-3-2. Special objectives.  10

    1-3-3. Research hypotheses.  11

    1-4 theoretical definitions of concepts and corrections. 11

    1-4-1. Quality of work life.  11

    1-4-2. Organizational health.  12

    1-4-3. Productivity.  12

    1-5. Operational definitions. 13

    1-5-1. Quality of work life.  13

    1-5-2. Organizational health.  14

    1-5-3. Productivity.  14

    Chapter Two: Theoretical Concepts and Research Background

    Introduction 17

    2-1. Theoretical concepts.. 18

    2-1-1. Quality of work life.  18

    2-1-1-1 History of quality of work life. 18

    2-1-1-2 levels of quality of work life. 19

    2-1-1-3 Concepts of quality of working life. 19

    2-1-1-4 work environment and organizational space. 20

    2-1-1-5 the most important effective factors to improve the quality of working life.  20

    2-1-1-6 Theoretical definitions of working life quality dimensions. 21

    2-1-2. Organizational health. 23

    2-1-2-1 Definition of organizational health. 23

    2-1-2-2 organizational health according to Miles.  24

    2-1-2-3 organizational health and its effectiveness.  25

    2-1-2-4 organizational dynamics. 26

    2-1-2-5 Characteristics of a healthy organization.  27

    2-1-2-6 signs of weak organizational health.  29

    2-1-2-7 organizational health components according to Leyden and Klingel. 29

    2-1-2-8 organizational health assessment method. 32

    2-1-2-9 theoretical definitions of dimensions and levels of organizational health. 32

    2-1-3 productivity.  34

    2-1-3-1 Productivity history. 34

    2-1-3-2 definitions of productivity. 35

    2-1-3-3 Models and models for improving and promoting productivity.  35

    2-1-3-4 productivity model from the perspective of activity.  36

    2-1-3-4-1 Hersey and Goldsmith model (1994).  37

    2-1-3-4-2 CREST model.  38

    2-1-3-5 productivity effects.  39

    2-1-3-5-1 efficiency.  39

    2-1-3-5-2 effectiveness.  39

    2-1-3-6 productivity strategies.  40

    2-1-3-7 strategies to improve the productivity of physical education teachers in education. 41

    2-1-3-8 Theoretical definitions and productivity dimensions. 44

    2-2.  The research background of the research.  46

    2-2-1. Internal research background.  46

    2-2-2. Foreign research background.  56

    2-2-3. Summary of backgrounds.  58

    Chapter Three: Methodology and Research

    Introduction .. 61

    3-1.  Research method, population and statistical sample. 61

    3-2.  Methods and tools of information gathering. 61

    3-3.  Quality of work life. 62

    3-3-1.  Quality of work life questionnaire. 62

    3-3-2.  Validity and reliability of the questionnaire. 62

    3-4.  Organizational health. 63

    3-4-1.  Organizational health questionnaire. 63

    3-4-2.  Validity and reliability of the questionnaire. 63

    3-5.  Productivity .. 64

    3-5-1.  Productivity questionnaire. 64

    3-5-2.  Validity and reliability of the questionnaire. 65

    3-6.  Information analysis method. 65

    Chapter Four: Results

    Introduction .. 68

    4-1.  Description of demographic data. 68

    4-1-1.  gender  69

    4-2.  Findings related to research hypotheses. 71

    4-3.  The first hypothesis of the research. 72

    4-4.  The second research hypothesis. 73

    4-5.  The third research hypothesis. 74

    4-6.  The fourth research hypothesis. 75

    4-7.  The fifth research hypothesis. 76

    Chapter Five: Conclusions and Suggestions

    Introduction .. 79

    5-1. The first hypothesis.. 79

    5-2.  The second hypothesis.. 81

    5-3.  The third hypothesis.. 82

    5-4.  The fourth hypothesis. 83

    5-5.  The fifth hypothesis.. 84

    5-6.  suggestions.. 84

    5-7.  Practical suggestions. 85

    5-8.  Research proposals. 87

    5-8.  Limitations.. 87

    Sources

    Persian sources .. 89

    English sources .. 96

    Appendices.. 102

    English abstract .. 110

    Source:

    Armstrong, Michael (2001), strategic management of human resources, translated by Mohammad Arabi and Daoud Ezadi, (2011), Tehran: Cultural Research Office

    Azeri, Mehrdad, (2011), knowledge management, functions and110

     

     

    Source:

    Armstrong, Michael (2001), Strategic Management of Human Resources, translated by Mohammad Arabi and Daud Izadi, (1381), Tehran: Cultural Research Office

    Azeri, Mehrdad, (1380), Knowledge Management, Practices and Challenges, Tadbir Magazine, Issue 114 47

    Azadeh, M. (1382), Productivity and Quality Criteria in Iran and the World, Rahafit, No. 29, pp. 95-105

    Abtahi, Hossein and Kazemi, Babak. (1380), Productivity, Tehran: Business Studies and Research Institute

    Stephen, Robbins. (1943). Organizational Behavior (Concepts, Theories, Applications) Volume 1, (Translated by Gholi Parsaian and Mohammad Arabi), Tehran: Publications of the Department of Cultural Research, 2001

    Stephen, P., Robbins. (1943). Fundamentals of Organizational Behavior (translated by Ghali Parsaian and Mohammad Arabi), Tehran: Publications of Cultural Research Office, 2013

    Asadi, H., Rahavi, R. (1383). The relationship between organizational culture and the productivity of physical education managers across the country, Harak magazine, number 20, pp. 23-34.

    Amin Shayan Jahormi, S., Ahmadi, Darvishpour Maragheh, S. (2008). Investigating the relationship between organizational climate and organizational commitment and morale from the perspective of middle school teachers of Morvdasht girls' schools, New Approach Quarterly in Educational Management, second year, third issue, pp. 109-130.

    Ojani, Khosro, (2008). Investigating the mutual impact of the quality of work life and labor productivity in Iran Aviation Industries Company, second year, number 5, pp. 151-123.

    Blanchard, Hersi. (2016). Management of organizational behavior. Translated by Ali Asfah Band, Tehran: Amir Kabir. Polani, M. (2016). Actions towards organizational health (translated by Mohammad Reza Alipour), Research and Training Institute of System Associates (published in original language, 2004).

    Portrab, Hossein. Examining the relationship between the quality of work life, job attachment and organizational health with the organizational commitment of the employees of the National Bank of Ahvaz, master's thesis, general psychology, Aza Islamic University, Ahvaz branch. Human Resources Management, Tehran: Nei Publishing.

    Hamidi, M., Keshtidar, M. Investigating the organizational structure and organizational commitment in physical education faculties of universities across the country, Harak magazine, number 15, pp. 43-54.

    Hosseini, S., Naderian, M. Homai, R., Mousavi, Z. (2008). The relationship between the quality of work life and the organizational commitment of employees of the General Directorate of Physical Education in Isfahan, Sports Management, No. 2, pp. 168-181. Khaki, Gholamreza, (2017). Productivity management (analysis of its analysis in organizations), Sayehnama publishing center, Tehran, second edition. Khadivi, Asadullah. (2016). An Introduction to Organizational Behavior in Organizations of the Third Millennium. Tabriz: Shaisteh. First Edition

    Khalili Shurini, Sohrab, Danesh, Hordekht. (2008). Bulletin of the briefing seminar on productivity movement in the provinces, National Productivity Organization of Iran, July 2013

    Delavar, Ali.(2014). Investigating the relationship between management styles and organizational health of boys' secondary schools in the city of Qochan from the perspective of the teachers of the academic year 82-83, Khorasan Razavi: Management and Planning Organization, Education and Research Management.

    Dolan, A., Shimon, R., Shuler, A. (2016). Management of staff affairs and human resources (translated by Mohammad Ali Toosi and Mohammad Saibi), Tehran: Public Management Education Centers

    Dehghan Neiri, Nahid. and Salehi, Tahmina. (2008). Quality of working life and productivity of bedside nurses and their relationship with each other. Nursing Research Publications, Volume 3, No. 8 and 9, pp. 27-37.

    Daghbandan, Al-Hiyar, Sufi, Manouchehr. (2010). Evaluation of the performance of research and development units in the framework of the goals of their establishment in the industry sector, Proceedings of the Third International Conference of Research and Development Centers for Industries and Mines, p. 281.

    Robbins, Steven (1378). Organizational behavior: concepts, theories, applications. Translated by Parsaian, Ali, Arabi, Mohammad. Tehran: Office of Cultural Research.

    Rodaki, Mehdi. (2007). Dynamic analysis of the quality of working life, research project of the Labor and Social Security Organization, quoted from the website (www.Karafarinigov.ir)

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    Ramazani Farzaneh, Tahera. (1380). Investigating the status of work quality with the performance of girls' and boys' high schools in districts 1 and 2 of Hamadan city. Master's thesis. Tehran: Allameh Tabatabai University, Faculty of Psychology and Educational Sciences. Examining the attitude of managers and experts (educational and research, administrative and financial of Shiraz University towards factors affecting productivity, Management Science Journal, No. 48, pp. 27-23).

    Zangel, Marzieh. (1374). Investigating and comparing the organizational climate from the perspective of organizational health in public and non-profit schools in middle and high school courses in Tehran. Master's thesis.

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