تعداد نشریات | 30 |
تعداد شمارهها | 467 |
تعداد مقالات | 4,519 |
تعداد مشاهده مقاله | 7,144,860 |
تعداد دریافت فایل اصل مقاله | 5,334,673 |
پیش بینی رضایت شغلی کارمندان بر اساس رفتار اخلاقی مدیران ادارات ورزش و امور جوانان استان کرمانشاه | ||
پژوهشنامه مدیریت ورزشی و رفتار حرکتی | ||
مقاله 19، دوره 11، شماره 22، آبان 1394، صفحه 201-210 اصل مقاله (235.49 K) | ||
نوع مقاله: مقاله پژوهشی | ||
شناسه دیجیتال (DOI): 10.22080/jsmb.2015.1004 | ||
نویسندگان | ||
حسین عیدی1؛ محسن لقمانی* 2؛ اکبر سرارودی3 | ||
1استادیار تربیت بدنی و علوم ورزشی، گروه مدیریت ورزشی، دانشگاه رازی کرمانشاه، کرمانشاه، ایران | ||
2دانشجوی دکتری تربیت بدنی و علوم ورزشی، گروه مدیریت ورزشی،دانشگاه بوعلی سینا همدان، همدان، ایران | ||
3کارشناس ارشد تربیت بدنی و علوم ورزشی، گروه مدیریت ورزشی، دانشگاه رازی کرمانشاه، کرمانشاه، ایران | ||
تاریخ دریافت: 02 آبان 1392، تاریخ بازنگری: 05 خرداد 1394، تاریخ پذیرش: 20 بهمن 1393 | ||
چکیده | ||
مقدمه و هدف: امروزه سازمانها سعی دارند تا نیروی انسانی خود را هم از نظر درونی و هم بیرونی ارتقا بخشند که یکی از این جنبههای توانمندسازی کارکنان از طریق رضایت شغلی حاصل میشود. بنابراین، هدف از پژوهش حاضر، پیشبینی رضایت شغلی کارمندان ادارات ورزش و امور جوانان استان کرمانشاه بر اساس رفتار اخلاقی مدیران است. روششناسی: تعداد 141 نفر (123 نفر کارمند و 18 نفر مدیر) به صورت تعداد برابر نمونه و جامعه آماری به پرسشنامههای رضایت شغلی (ویسوکی و کروم، 1991) و رفتار اخلاقی (بهشتیفر و نکویی مقدم، 1389) پاسخ دادند. روایی صوری و محتوایی هر یک از پرسشنامهها به وسیله محققان و اساتید مدیریت ورزشی تأیید شد و پایایی آنها از طریق ضریب آلفای کرونباخ برای هر پرسشنامه به ترتیب برابر با 96/0 و 88/0 به دست آمد. یافته ها: نتایج ضریب همبستگی پیرسون نشان داد که بین رفتار اخلاقی مدیران و تمامی ابعاد آن با رضایت شغلی کارمندان رابطه مثبت و نسبتاً بالایی وجود دارد (69/0 = r ؛ 01/0 = p). از طرف دیگر، نتایج تحلیل رگرسیون نیز نشان داد که بهترین پیشبینیکنندههای رضایت شغلی کارمندان تربیتبدنی، ابعاد رفتار عادلانه (504/0 = R) و میزان امانتداری مدیران (491/0 = R ) بودند (54/0R2 =). بحث و نتیجه گیری: در وهله اول، نکته حائز اهمیت در اجرای رفتار اخلاقی این است که مدیران باید خود به این اصول احترام بگذارند و آنها را در رفتار خود تجلی دهند. بنابراین، اگر اخلاقیات در سازمان حاکم باشد (مخصوصاً بر اساس ابعاد رفتار عادلانه، میزان امانتداری و گذشت مدیران) میتوان انتظار داشت که رضایت شغلی و متعاقب آن موفقیت سازمانی در حوزه مدیریت ورزش تضمین شود. | ||
کلیدواژهها | ||
رفتار عادلانه؛ امانتداری؛ گذشت؛ رضایت شغلی | ||
عنوان مقاله [English] | ||
Predicting the Employees’ Job Satisfaction based on Ethical Behaviors’ Managers in Kermanshah Office of Sports and Youth Affairs | ||
چکیده [English] | ||
Background & Purpose: Today, organizations efforts to develop their human resources which the one of these aspects achieve by empowerment of employees’ job satisfaction. Thus, the aim of present study was to predict the employees job satisfaction based on ethical behaviors’ managers in Kermanshah office of sports and youth affairs. Methodology: 141 people (123 = employees; 18 = managers) have equality by statistical society responded to job satisfaction (Visouki and Chrome, 1991) and ethical behavior questionnaires (Beheshtifar and Nehoee Moghadam, 1389). Context validity of questionnaires confirmed by sport scholars and professors, and their reliability contained .96 and .88 by Cronbach alpha coefficient. Results: Pearson correlation coefficient results showed that there are significant, strong and positive relations between ethical behaviors and job satisfaction (r= .69; p= .01). Regression analysis results have showed that the best predictors of employee’s job satisfaction were components of fair behavior (R= .504) and honest rate (R= .491) in managers (R2= .54). Discussion: For better running the ethical behaviors are that managers must be respect themselves and show them in their behaviors. If there are ethics in organization (such as fair behaviors, honest, and kindness rates), we will be able to expect that create the job satisfaction and thereby organizational successful in field of sport management. | ||
کلیدواژهها [English] | ||
fair behavior, honest rate, kindness rate, Job Satisfaction | ||
مراجع | ||
##Hoshangi, H. (2003), “Investigation of important factor on job satisfaction among Isfahan organization of management and planning”, MSc dissertation of industrial psychology, Azad University of Khorasegan.##Fesharaki, G. M., Mohamadian, M., Aghamiri, Z., Habib, M., Anvari, S., and AzadMarzabad, E. (2013), “Effect of Manager Leadership Behavior and Demographical Factors on Job Satisfaction of Military Healthcare Personnel”, Journal of Military Medicine Spring, 15 (1), pp. 347- 353.##Mishra, R., and Shukla, A. (2012), “Impact of Creativity on Role Stressors, Job Satisfaction and Organization”, Journal of Organization and Human Behavior, 3, pp. 18-26.##Zareei, M., and YousufZadeh, S. (2010), “Codifying the managers communicative skills indexes and their roles on job satisfaction of employees”, Journal of Educational Psychology, 1 (2), pp. 29-48.##Kifle, L., Temesgen, P., Desta, H., and Isaac, I. (2012), “Gender differences in domains of job satisfaction: Evidence from doctoral graduates from Australian universities”, Economic Analysis & Policy, 42 (3), pp. 25-43.##Hackman, J. R., and Oldham, G. (1980), “Work Redesign”, Reading, MA: Addison-Wesley. ##Hackman, J. R., and Oldham, G. (1976), “Motivation through the Design of Work: Test of a Theory”, Organizational Behavior and Human Performance, 6, pp. 250-279.##Jacko, P. (2004), “Enriching the job enrichment theory, carols’ jjj university in Madrid department of business administration”, Research methods for social scientist. ##Humphrey, S. E., Nahrgang, J. D., and Morgeson, F. P. (2007), “Integrating motivational, social, and contextual work design features: A meta-analytic summary and theoretical extension of the work design literature”, Journal of Applied Psychology, 92, pp. 1332–1356.##Fried, Y., Grant, A. M., Levi, A. S., Hadani, M., and Slowik, L. H. (2007), “Job design in temporal context: a career dynamics perspective”, Journal of Organizational Behavior, 28, pp. 911-927.##Oldham, G. R., and Hackman, J. R. (2010), “Not what it was and not what it will be: The future of job design research”, Journal of Organizational Behavior, 31, pp. 463–479.##Grant, A. M., Fried, Y., and Juillerat, T. (Forthcoming), “Work Matters: Job Design in Classic and Contemporary Perspectives. American Psychological Association Handbook of Industrial and Organizational Psychology”, Washington D.C.: APA Books.##Johari, J., Kirana Yahya, K. ., and Ambia Che Mit, D. (2011), “The dimensions of job characteristics: A validation study in a Malaysian context”, International Business Management, 5 (2), pp. 91-103.##Ramzaninejad, R., Poursoltani, H., and Loghmani, M. (2014), “An empirical study of job characteristics model in sport settings: evidences from the soccer referees”, Journal of Sport Management, 6 (3), pp. 559-574. ##Law, K., and Wong, C-S. (1999), “Multidimensional Constructs in Structural Equation Analysis: An Illustration Using the Job Perception and Job Satisfaction Constructs”, Journal of Management, 25 (2), pp. 143-160.##Roe, R. A., Zinovieva, I. L., Dienes, E., and Ten Horn, L. A. (2001), “A Comparison of Work Motivation in Bulgaria, Hungary, and the Netherlands: Test of a Model”, Applied Psychology: An International Review, 49 (4), pp. 658-687.##Niehoff, B. P., MOORMAN, R. H., BLAKELY, G., and FULLER, J. (2001), “The Influence of Empowerment and Job Enrichment on Employee Loyalty in a Downsizing Environment”, Group & Organization Management, 26 (1), pp. 93–113.##Folami, L. B., and Jacobs, F. (2005), “The Joint Effect of Task Characteristics and Organizational Context On Job Performance: A Test Using SEM”. Journal of Business & Economics Research, 3 (7), pp. 25-40.##Chua, I. (2006), “The effects of goal setting and job characteristics on the job performance of selected manufacturing firms in Taiwan”, (Doctoral dissertation), National Cheng Kung university.##ÜNÜVAR, T. G. (2006), “An integrative model of job characteristics, job satisfaction, organizational commitment, and organizational citizenship behavior”, (Doctoral dissertation), Middle East Technical University.##Panatik, S. A. B. (2010), “Impact of work design on psychological work reactions and job performance among technical workers: a longitudinal study in Malaysia”, (Doctoral dissertation), University of Waikato Hamilton, New Zealand.##Chatzoglou, P. D., Vraimaki, E., Komsiou, E., Polychrou, E., and Diamantidis, A. D. (2011), “Factors Affecting Accountants’ Job Satisfaction and Turnover Intentions: A Structural Equation Model. 8thInternational Conference on Enterprise Systems”, Accounting and Logistics (8th ICESAL 2011) 11-12 July 2011, Thassos Island, Greece.##Jahed, M. (2010), “Tasks in Ethics”, Journal of ethics, 15.##Bartels, Robert (1967), “A Model for Ethics in Marketing,” Journal of Marketing, (January), pp. 20-26.##Bommer, M., Gratto, C. Gravender J and Tuttle M. (1987), “A Behavioural Model of Ethical and Unethical Decision Making”, Journal of Business Ethics, 6, pp. 265-280.##McDonald, G. and A. Nijhof, M. (1999), “Beyond Codes of Ethics: An Integrated Framework for Stimulating Morally Responsible Behaviour in Organisations”, Leadership and Organization Development Journal, 20 (3), pp. 133–146.##Mumtaz, R. et al. (2011), “Impact of Top Management Ethical Behavior on Job Satisfaction: Evidence from Pakistan”, Research Journal of Finance and Accounting, 2 (3), pp. 114-120.##Verschoor, C. (2007), “Work Life Balance, Superior’s Action Strongly Influence Ethical Culture”. Strategic Finance. June.##Beheshtifar, M., and Nehoei Moghadam, M. (2010), “Relationship between managers behavior and employees job satisfaction”, Journal of Ethics on Sciences and Technology, 5 (2-1), pp. 67-73.##Hes Mer, L. T. C. (2003), “Ethics on Management”, cultural researches office, 2end edition.##Netherlands S. (2004). “Management priorities and management ethics”, Journal of Business Ethics, 4, 66.##Vroom, V. H. (1964). “Work and motivation”, New York: Wiley.##Ferdman , Bernardo (2002), “Ethical Identity and Diversity in Organizations”, New york: Wiley.##Eydi, H., Ramezanineghad, R., Yosefi, B., Sajjadi, S. N., and Malekakhlagh, E. (2011), “Compressive Review of Organizational Effectiveness in Sport”, Sport Management International Journal, 7 (1), pp. 5-21.##Ibrahim, A. Hamatineghad, M., Ramezanineghad, R. Eydi, H. (2013), “Organizational Effectiveness of Iraq Sporting Federations”, Sport management international journal, 9 (1), pp. 69-84.##Soleimani, N., Abbaszade, N., and NiazAzari, B. (2012), “Relationship between work ethics and job satisfaction and job stress in Tehran organization of technical and professional training”, Journal of New Approach on Educational Management, 3 (9), pp. 21-38.##Savari, S., Mahdipour, A. R., and Ranjbar, A. (2015). Description of Sport for All in Khouzestan Province and Codifying their Strategies, Journal of Sport Management and Motor Learning, 11 (21), 83-92. ##Nazari, R., Ghasemi, H., and Sohrabi, Z. (2015). Survey of Relationship between Communicative Skills, Leadership Styles, Organizational Culture, and Managers’ Effectiveness in Sport Organizations: Structural Equation Modeling, Journal of Sport Management and Motor Learning, 11 (21), 93-102.
| ||
آمار تعداد مشاهده مقاله: 3,161 تعداد دریافت فایل اصل مقاله: 2,119 |