Examining the dimensions of job satisfaction and its relationship with the general health of employees of Rasht health centers

Introduction: Human power is considered as the most important development factor in any organization. In the health and treatment system, it is also the arm of the service provider and has an important contribution to the health of the society. The quality of service delivery requires maintaining and improving the health of service providers. On the other hand, one of the aspects affecting health is a person's job. Job satisfaction among the employees of an organization, in addition to providing grounds for spiritual and spiritual satisfaction of individuals, increases efficiency and productivity.

Purpose: This study was conducted with the aim of determining the relationship between the dimensions of job satisfaction and the general health of employees of healthcare centers.

Materials and methods: This research is a descriptive-analytical study. In this study, the census method was used for sampling. 252 employees of health centers participated in this study. The data collection tool included the job satisfaction questionnaire (JDI, GHQ general health) and the demographic characteristics questionnaire, which were used after checking validity and reliability. The data was analyzed with descriptive and inferential statistical tests using SPSS software version 16.

Results: The findings showed that only 47.6% of the employees had good general health. 63.16% of the employees were satisfied with their jobs and the highest level of satisfaction was in the co-worker dimension (76.83%) and the lowest level was in the salary and benefits dimension (41.5%). The multiple logistic regression model showed that by adjusting the field and intervening variables, among the investigated dimensions of job satisfaction, the co-worker dimension (p>0.049) and the working environment conditions (p>0.043) were related to general health, and among the individual and social variables examined, the level of education (p>0.043) and having a managerial position (p>0.035) were predictors of general health.

Conclusion: The findings of this research show the importance of increasing the level of job satisfaction in terms of co-workers and working environment conditions to improve the general health of health-treatment center employees. Informing the officials of the results of this research can be an important step towards reducing the health disorders of employees and increasing the quality of their services.

Key words: job satisfaction, health and wellness, healthcare workers

Statement of the problem:

One of the responsibilities of every social institution is to achieve goals. is what forms the reason for the existence of that institution. The realization of the organization's goals depends on the cooperation and coordination of all the factors whose systematic interaction with each other gives meaning to the existence of the organization. In this, the role of one factor is more prominent than other factors, and that is the human force at all levels of the organization, which should be considered more than other factors as a conscious factor with material and spiritual needs, individual goals, group and organizational expectations (1). Human power is considered as the most important development factor in every country and organization. If in the past, labor, capital and land were considered the main factors of production, today technological changes, manpower and increased productivity are considered as factors of growth, development and the driving engine to achieve the goals of the organization. Valuable experiences of successful and progressive organizations about the value of human resources show the importance of human capital employed in those organizations (2). The conducted research shows that trained and skilled human resources can solve many problems in the organization (3).

According to Morgan [1], organizations have many concepts and dimensions; Human resources is one of the most valuable aspects of the organization, which can achieve organizational goals with everyone's efforts, creating coordination between human resources and other components of the organization and using it correctly (4, 5). Since the efficiency of manpower cannot always be predicted based on economic calculations and many other factors that arise from the superior needs of humans in social dimensions, respect and self-discovery, are effective in this field. Job satisfaction, among the various phenomena and factors that affect the job performance and efficiency level of an individual in the organization, has a special importance and sensitivity, because if in the organization, the human and his job satisfaction do not precede other goals, then the organization is doomed to collapse.Job satisfaction has a mutual effect on the individual and the organization. On the one hand, the individual joins the organization with desires and aspirations, and the achievement of these aspirations creates satisfaction in the individual, and this job satisfaction itself causes innovation and creativity in the work and increases the commitment and productivity of the individual. On the other hand, during the process of obtaining job satisfaction, the organization becomes dynamic and approaches its goals (6).

According to Ellen Beach[2], job satisfaction In addition to paying attention to human dignity, employees are also effective in increasing productivity. Because if people's satisfaction with their work is improved and their needs and mental and physical health are met, the organization will be able to move continuously towards growth, perfection and reaching a higher level of productivity in the direction of the basic and existential goals of the organization. Achieving a sense of job satisfaction among the employees of an organization, in addition to providing the grounds for people's mental and spiritual satisfaction and not giving a field to undesirable feelings during work, increases efficiency and productivity, and this is one of the main goals of the Islamic Republic of Iran in order to achieve human and Islamic development. The experience of the successful countries of the world also confirms this fact that in the comparison between the effective factors in economic and industrial growth and development, what is of first importance is to pay attention to human values ??and dimensions of employee satisfaction in the work environment and outside of it(7). Increasing job satisfaction of employees leads to greater success of the organization and that in turn increases job satisfaction. This increasing mutual relationship leads to better morale and less leaving the service (8).

While nearly a century has passed since the studies on job satisfaction and motivation by Thrandyk [3], scientists still emphasize that this series of activities needs more investigation and research (2). Fisher and Hanna[4] consider job satisfaction as a psychological factor and call it a type of emotional adaptation to the job and employment conditions. That is, if the desired job gives the person the desired pleasure, then the person is satisfied with his job. On the other hand, if the desired job does not give the desired satisfaction and pleasure to the individual, in this case, the individual starts to condemn the job and tries to change it (9). Therefore, the level of job satisfaction is a symbol of each person's attitude towards his job.  This attitude is the result of the interaction of many factors, job satisfaction is obtained from the impact and impression, the interrelationship of many personal and individual factors and elements, internal and external. Therefore, job satisfaction is created under the influence of various factors. Personal and individual factors such as motivations, needs, etc., internal organizational factors such as different aspects of work, the nature of work, colleagues, etc., and external organizational factors such as social environment, economic, political situation, etc., so job satisfaction is the result of the interaction of these factors. Among these, the characteristics of the job such as the salary and benefits and the clarity of the role of the employees, the characteristics of the organization such as its technological and technical facilities, giving importance to the opinions of the employees and providing suitable conditions for their participation in the important decisions of the organization and the characteristics of the people working in the organization such as the age, education and service history of the employees have been expressed(10). So, job satisfaction can be measured with respect to each of the job dimensions and determine which aspect of the job dimensions is more important for its holders and causes satisfaction or dissatisfaction. Kendall [5] and Smith [6] have mentioned the six job dimensions, which can achieve the satisfaction of each person in connection with these six job dimensions (nature of work, supervisor, colleague, salary and benefits, promotions and working environment conditions). Therefore, job satisfaction includes both the general attitude and the dimensions of the job, a person may not be satisfied with some aspects of the job, but be satisfied with the job in general.

Introduction: Human resource is considered as the most important development factor in any organization. It is also the arm of the healthcare system and provides an important contribution to public health. Quality of care provision requires maintenance and promotion of healthcare provider's health. However, an effective factor on health is one's job. Job satisfaction among employees of an organization, in addition to providing emotional and spiritual satisfaction, provides increased efficiency and productivity.