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  3. The relationship between organizational health and adaptability and job satisfaction in sports managers of Fars province

The relationship between organizational health and adaptability and job satisfaction in sports managers of Fars province

Number of pages: 131 File Format: word File Code: 31742
Year: 2014 University Degree: Master's degree Category: Physical Education - Sports
Tags/Keywords: Career success - Healthy organizations - Job compatibility - job satisfaction - Organizational health - Sports managers - Sports organizations
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  • Summary of The relationship between organizational health and adaptability and job satisfaction in sports managers of Fars province

    Dissertation for Master's degree (M.A)

    Tension: Sports Management

    Abstract:

    The present research aims to examine the relationship between organizational health and job adaptation and job satisfaction in bosses. and the vice presidents of Fars province sports boards was implemented. The current research method was a correlational description. The statistical population includes the presidents and vice presidents of sports boards of Fars province
    Using the total number method, 92 questionnaires were distributed among the statistical population and after collecting 81 questionnaires were analyzed. The current research tools are the OHI organizational health questionnaire, the JDI job satisfaction questionnaire and the Davis and Lafqvist job adjustment questionnaire
    In order to analyze the research data, the statistical methods of Pearson's correlation coefficient and univariate regression test were used using SPSS software. The results of the correlation coefficient test showed that there is a significant relationship between organizational health and job satisfaction at the rate of 0.74 and also there was a significant relationship between organizational health and job satisfaction at the rate of 0.56. The results of the univariate regression test also showed that organizational health can predict job satisfaction and job adaptability. Therefore, it seems necessary to expand organizational health in sports organizations.

    Key words: organizational health, job satisfaction, adaptability

    Chapter One

    General research

     

    1-1. Introduction

    The basis of any movement towards growth and development and organizational transformation, improving the work process in organizations is to know the current situation, to identify the strengths and weaknesses, and then to design well-considered plans to improve the flow of affairs. A healthy organization is a place where people want to stay and work and be useful and effective people themselves. Organizational health is another framework for conceptualizing the general climate of an organization. On the other hand, a healthy and supportive organizational atmosphere increases people's confidence and morale, and of course increases the efficiency of employees, which in turn increases the efficiency of employees, which is considered an important factor in increasing the effectiveness of the organization. Organizational health was defined by Manti and Maliz (1969) and while proposing a plan to measure the health of organizations, he claimed that organizations will not always be healthy. In his opinion, organizational health refers to the durability and survival of the organization in its environment and its adaptation to it and the promotion and expansion of its ability to compromise more (Aleza Band, 2017). A healthy organization is a place where people come to their workplace with passion and are proud to work in this place. In fact, the health of the organization in terms of physical, mental, security, belonging to meritocracy and valuing the knowledge, expertise and character of the beneficiaries and developing their capabilities and performing the tasks assigned by their subsystems have a significant impact on the effectiveness of the behavior of any system. Polanyi [1] (2004), citing Keith Davis, introduces a healthy organization as an organization in which employees feel that they are doing something beneficial and useful and achieve a sense of personal growth and development. Layden and Klingel believe that organizational health is an almost new concept and includes not only the organization's ability to perform tasks effectively, but also the organization's ability to grow and improve. In

    healthy organizations, committed and conscientious employees, with high morale, open communication channels and with
    high achievements; are bred Organizational health is one of the most important issues in the performance of employees of any organization and is one of the basic foundations of job satisfaction and adaptability, and as a result, the effectiveness of organizational processes. Job compatibility is an important factor for continued successful employment.Every person expects that employment in the desired job will provide him with satisfaction, health and credit and satisfy his basic needs. In the field of job compatibility, various definitions have been presented. It can be said that job adaptability is a person's psychological adaptability to the desired job after employment. Job adaptability is a combination of psychological and non-psychological factors. Non-psychological factors include all the work tools that are used by the working person in some way to do the work. In spite of the non-psychological factors that include tools and devices that are outside the person's existence, the psychological or internal factors include the feelings and attitude of the person towards his job and define the relationship of the person with his work. In other words, psychological factors include personal characteristics and learned experiences of a person in relation to his job (Zonker [2], 2008).

    In many organizational health programs, efforts have been made to increase the job satisfaction of employees by improving their internal motivation level (Deliz[3], 2006). Today, job satisfaction is the prevailing attitude that most studies of organizational behavior; Both in theoretical and practical researches, from job design to supervision. To the extent that it is considered as a central variable in these studies (Erdheim[4], 2006).

    Job satisfaction is one of the most important factors in job success, and it is also a factor that increases efficiency and individual satisfaction. Researchers have defined job satisfaction from different perspectives and believe that if the job provides the desired pleasure for the person, then the person is satisfied with his job. A certain combination of various factors, whether internal, such as the feeling of pleasure from doing work, or external, such as rights and benefits, and relationships in the work environment, makes a person happy and satisfied with his job (Askari, 2012). Job satisfaction has many behavioral and organizational consequences, among which we can mention withdrawal, absenteeism, leaving the job, burnout, physical and psychological health, aggressive behavior and theft at work, and life satisfaction. In general, it can be said that organizational health, job adaptability, and job satisfaction are key and important topics in every job and profession. In other words, as long as people in organizations are not able to adapt to their jobs and feel satisfied with their jobs, as well as the atmosphere of the organization is devoid of organizational health factors, the process of achieving the goals of the organization will be disrupted and cause irreparable damage to the life of the person and waste of the organization's resources. These offices, like any other organization, may face risks such as lack of organizational health, lack of satisfaction and job compatibility among employees. Managers of these departments must have sufficient knowledge of these risks to guide the organization towards achieving its goals and prevent the wastage of human and non-human resources by making appropriate decisions at certain times. With this explanation, the purpose of this research is to investigate the relationship between organizational health and job satisfaction among sports managers in Fars province.

    1-2. Statement of the problem

    One ??of the most important resources of any organization is its human resources. The constituents of this force are people with feelings who, if they have enough motivation, use their talents and skills to serve the organization. Having the morale and job satisfaction of employees is considered a very important factor in achieving high productivity of organizations. Also, one of the important factors in increasing the mental energy of the employees of an organization is improving their job satisfaction (Ghanbari, 2007). In fact, job satisfaction is an important indicator of job adaptability. That is, if there is a match between a person's abilities and his job conditions, satisfaction is achieved, and job satisfaction causes a person to stay in his job. Adaptation is a growing and dynamic process, involving a balance between what individuals want and what their society accepts. In other words, adaptation is a two-way process.

  • Contents & References of The relationship between organizational health and adaptability and job satisfaction in sports managers of Fars province

    List:

    Abstract.. 1

    Chapter One: Research Overview

    1-1. Introduction.. 3

    1-2. Statement of the problem.. 6

    1-3. The importance and necessity of research. 7

    1-4. Research objectives.. 9

    1-4-1. general purpose 9

    1-4-2. Special objectives. 9

    1-5. Research hypotheses. 9

    1-6. Scope of research.. 10

           1-7. Theoretical and operational definitions of terms and words. 10

    Chapter Two: Literature and research background

    2-1. Introduction.. 13

    2-2. The concept of health.. 13

    2-3. Organizational health. 13

    2-4. Definition of organizational health. 14

    2-5. Characteristics of a healthy organization. 15

    2-6. Components of organizational health. 18

    2-6-1. Communication .. 19

    2-6-2. Participation and involvement in the organization. 19

    2-6-3. Loyalty and commitment. 19

    2-6-4. Credit or reputation of the institution or company. 19

    2-6-5. spirit.. 19

    2-6-6. Ethics.. 20

    2-6-7. Identify or recognize performance. 20

    2-6-8. target path 20

    2-6-9. leadership.. 20

    2-6-10. Improve or develop employee efficiency. 20

    2-6-11. Use of resources. 21

    2-7. Dimensions of organizational health (according to Miles). 21

    2-7-1. System functions. 21

    2-7-2. Organizational health and effectiveness. 22

    2-8. Organizational dynamics. 23

    2-8-1. Institutional level. 24

    2-8-2. Administrative level. 25

    2-8-3. Technical level. 25

    2-8-4. Characteristics of healthy work spaces. 25

    2-9. Job satisfaction.. 37

    2-10. Definitions of job satisfaction. 42

    2-11. Determinants of job satisfaction. 42

    2-11-1. The degree of challenge. 42

    2-11-2. Equal pay and benefits. 43

    2-11-3. Good working conditions. 43

    2-11-4. Helpful colleagues. 43

    2-12. Theories.. 44

    2-12-1. theory of satisfaction of needs. 44

    2-12-2. Reference group theory. 45

    2-12-3. Expectations theory. 45

    2-12-4. Equality theory. 45

    2-12-5. Theory of value. 46

    2-13. Factors related to job satisfaction. 46

    2-13-1. Correlates of job satisfaction related to environmental factors. 46

    2-13-2. Correlates of job satisfaction related to personal variables. 48

    2-14. Definitions of job compatibility. 55

    2-15. Job compatibility studies. 55

    2-15-1. Factors affecting job adaptation. 55

    2-15-2. Consequences of job adaptation. 56

    2-15-3. Consequences of job incompatibility. 57

    2-16. Research has been done. 58

    2-16-1. Internal records. 58

    2-16-2. Foreign records. 60

    2-17. Summary.. 62

     

     

    Chapter Three: Research Methodology

    3-1. Introduction.. 64

    3-2. Research method.. 64

    3-3. Population and statistical sample. 64

    3-4. Method of collecting information. 64

    3-5. Research variables. 65

    3-6. Methods and tools of information gathering. 65

    3-7. Organizational health questionnaire. 66

    3-8. Job compatibility questionnaire. 67

    3-9. Job satisfaction questionnaire. 68

    3-10. Validity and reliability of the questionnaire. 68

    3-11. Data analysis method. 69

    Chapter Four: Research Findings

    4-1. Introduction.. 71

    4-2. Age of subjects.. 71

    4-3. Subjects' gender. 72

    4-4. Education.. 72

    4-5. Marriage.. 73

    4-6. field of study.. 73

    4-7. Service history.. 74

    4-8. Description of organizational health status. 75

    4-9. Description of job compatibility status. 76

    4-10. Description of job satisfaction status. 77

    4-11. Gender and research variables. 78

    4-12. Organizational health and education level. 78

    4-13. Job compatibility and education level. 80

    4-14. Job satisfaction and education level. 81

    4-15. Organizational health and service history. 82

    4-16. Job compatibility and service history. 83

    4-17. Job satisfaction and service history. 84

    4-18. Organizational health and field of study. 85

    4-19. Job compatibility and field of study. 86

    4-20. Job satisfaction and field of study. 87

    4-21. Checking research hypotheses. 88

    Chapter Five: Discussion and Conclusion

    5-1. Introduction.. 93

    5-2. Research summary.. 93

    5-3. Discussion and conclusion. 95

    5-4. Suggestions arising from research. 98

    5-5. Suggestions for researchSuggestions for future research. 99

    Resources

    List of Persian sources. 101

    List of English sources. 105

    Appendices

    A) Organizational health standard questionnaire. 109

    b) Davies and Lafqvist job compatibility questionnaire. 112

    c) Job satisfaction questionnaire (JDI). 115

    English summary

    Source:

    Persian sources

    1. Amini Tehrani, (2016), the effect of job counseling according to Davis' job adjustment method on increasing the job satisfaction of Pishrov Yedak bus workers, Master's Thesis, Faculty of Psychology, University Medical symbol of Tehran

    2. Ahanchian, Mohammadreza; (1381); Investigating the relationship between the effectiveness of managers and organizational health in middle and high schools of Zanjan province, Zanjan Education Research Council

    3. Bagheri Yazdi, Abbas; (1385); Applied mental health, Tehran, Aramesh Publications

    4. Pour Kabirian, Nasreen (2006). Comparison of the quality of work life and occupational compatibility of patients who are obsessed with congruence and incongruity of their interests in the work environment, Master's Thesis of Vocational Counseling, Faculty of Educational Sciences and Psychology, University Isfahan.

    5. Polanyi, Michael; (1386); Measures for organizational health, translated by Mohammad Reza Alipour, Research and Training Institute for System Associates. 6. Jafari, H; (2017), the relationship between organizational health and organizational commitment in the employees of selected educational hospitals of Jundishapur University of Medical Sciences, master's thesis, field of psychology, Shahid Chamran University, Faculty of Educational and Psychological Sciences

    7. Hosseini, Mohammad Sultan; Shabani Bahar, Gholamreza; Homai, Reza; (2017), Investigating the relative contribution of organizational health on the quality of life of employees of physical training departments and sports boards of Kohgiluyeh and Boyer Ahmad provinces, Sports Management Studies, 14, 89-106

    8. Heydari, A., Borumandansab, S., Abbaszadeh, Z. and Saadi, S; (1389); Examining the relationship between the quality of work life and organizational commitment with the job satisfaction of the employees of Dezful Islamic Free University, New findings in psychology

    9. Khedai, Hamid; (1381); Measuring the level of organizational health and comparing it in the schools of districts one and two of Zanjan city in the academic year 2010-2012, master's thesis, public administration training center of Zanjan

    10. Rahimzadeh, Mohammad Ibrahim; (1383); The relationship between satisfaction of employees' needs and their job satisfaction in Tarbiat Moalem Sabzevar University, master's thesis, education and research management, South Khorasan Management and Planning Organization

    11. Rezaei, Morteza; Dostar, Mohammad; Saadat, Mehdi; (2013), investigating the relationship between organizational health and effectiveness in the General Department of Sports and Youth of Gilan Province, applied researches of management and biological sciences in sports, 2, 72-61

    12. Zarkani, Ali; (1385); Investigating the relationship between faculty members' satisfaction with internal organizational factors and their research motivation in Sabzevar universities, Master's thesis, Education and Research Management, South Khorasan Management and Planning Organization

    13. Zul Qadr Nasab, Mohsen; (1384); Examining the relationship between organizational health and organizational commitment of teachers in the elementary sector of Hamedan city in the academic year 2018-2018; Master's Thesis of Tarbiat Moalem University

    14. Seif, Ali Akbar; (1381); Educational Psychology, Tehran: Payam Noor University Publications.

    15. Thank you, H. (1383). People in organizations and the field of organizational behavior, author: Trans. Armichel, Publications: Rashad.

    16. Shafiabadi, A. (1384). Career and professional guidance and counseling and job selection theories, Tehran, Rushd Publications.

    17. Shafii, Farhanaz; Shojati, Abbas; (1387); Investigating the relationship between strategies for dealing with occupational stress and job satisfaction of counselors in education districts of Shiraz, New Approach in Educational Management Quarterly, 1(2), 39-60

    18. Talibpour Mehdi, Emami Farshad; (2006), examining the relationship between organizational commitment and job attachment and comparing it among male physical education teachers in the seven districts of Mashhad. Journal of Sports Sciences, 12, 16-32

    19. Taheri, Ahmed; (1384); Investigating the relationship between organizational health and the morale of teachers in public high schools for boys in Tehran, Master's thesis, Faculty of Psychology and Educational Sciences, University of Tehran

    20. Abedi, M.; (1381); Comparing the effectiveness of career counseling in the style of social learning theory, job adaptation and Fordyce's cognitive-behavioral model of happiness on reducing job burnout of education counselors in Isfahan city, doctoral thesis, Allameh Tabatabai University

    21.

The relationship between organizational health and adaptability and job satisfaction in sports managers of Fars province
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