The Effective of Job Satisfaction on Organizational Citizenship Behavior

Transcription

1 Th Effctiv of Job Satisfaction on Organizational Citiznship Bhavior Dr. Sayyd Akbar Nilipour Tabatabi Faculty Mmbr of Shakhs Pajouh Enginring Rsarch Institut & Assistant Profssor, Malk Ashtar Univrsity of Tchnology, Isfahan, Iran Farima Takapoo Mastr of Businss Administration, Faculty of Managmnt, Multimdia Univrsity of Malaysia Ali lilayoun Mastr Studnt of EMBA, Dpartmnt of Managmnt, Isfahan Univrsity, Isfahan, Iran DOI: /IJARBSS/v5-i1/1416 URL: Abstract This survy xplors th rlationship btwn job satisfaction (wag and bnfits, job natur, job promotion, suprvision, rlation with collagus) and organizational citiznship bhavior (participation, srvic dlivry, loyalty) among th nursing staff of social scurity hospitals in Isfahan provinc. Dscriptiv-fild mthod was usd to carry out th rsarch. Th statistical population includd 270 prsonnl mployd in th hospitals in Isfahan provinc. Rliability of th qustionnair was xamind using Cronbach's alpha cofficint that was qual to for ach qustionnair and mor than for subtst that is about th dimnsions undr study. Thrfor, rliability of th qustionnair and subtst was confirmd. Profssors and xprts confirmd validity of th qustionnair. T-tst was usd to tst th hypothss. Th rsults disclosd that if job satisfaction is incrasd, organizational citiznship bhavior is nhancd significantly. Ky words: Job Satisfaction, Satisfaction, Organizational Citiznship Bhavior Introduction Human rsourcs managmnt is changing du to changs occurrd in th businss nvironmnt. In ordr to rspond to th nvironmntal changs, human rsourcs managmnt nds fficint dcisions. Rsarchrs hav distinguishd btwn intra-rol prformanc and xtra-rol prformanc sinc fiftn yars ago. Extra-rol prformanc rfrs to job bhaviors byond formal rols of mploys. Ths bhaviors ar optional and ar not usually considrd in formal rward systm of th organization. Th ffct of xtra-rol prformanc on organizational ffctivnss is vry important for rsarchrs. On of th commonst concpts about xtra-rol bhaviors is organizational citiznship bhaviors and th numbr of rsarchs in this fild has bn incrasd significantly in two rcnt dcads spcially sinc th bginning of th 21 st cntury. Factors such as job satisfaction, 155

2 organizational commitmnt, organizational idntity, organizational justic, trust, ladrship typs, th rlation btwn ladr and followr, prformanc of th organization, organizational ffctivnss, organizational succss, customr satisfaction, customr loyalty, social capital, tc. hav bn rgardd as factors crating organizational citiznship bhaviors. For this rason, many rsarchrs hav analyzd citiznship bhavior. Litratur rviw Job satisfaction In lxical trms, "job" mans asking sombody to prform a task and what maks popl involvd. Popl participat activly in th manufacturing procss of products and srvics through mploymnt and rciv rward in cash or in kind. Job is a physical or mntal activity towards production and srvic offring. Gnrally, job is an activity that popl ar askd to do somthing and rciv wag in liu of it. Summarily, it can b statd that job mans a work that a prson is doing and undrtaks his/hr task through it and arns a living. In anothr dfinition, job has bn dfind as a group of similar situations in an institution, dpartmnt or workshop that qualifid popl can obtain ths positions and prform th tasks (Shafiabadi, 1998: 3). Job satisfaction is a dsirabl motional and positiv stat that is obtaind from job assssmnt or xprincs. It is a concpt that has dimnsions, aspcts and diffrnt factors that thir whol st should b considrd. Among ths factors, charactristics of mploys, typ of job, work nvironmnt and human rlations can b mntiond (Woodman, 1996: 53). Th concpt and dfinition of organizational citiznship bhavior Although th trm organizational citiznship bhavior was proposd by Batman and Organ (1983) for th first tim, this concpt has bn originatd from Barnard's writings (1938) about willingnss to coopration as wll as Katz and Kahn's studis (1964, 1966) about spontanous and xtra-rol bhaviors and prformanc. Som xprssions hav bn usd in rcnt dcads to xplain such bhaviors such as pro-social bhavior, xtra-rol bhavior, organizational spontanity and contxtual prformanc. Although ach of ths concpts has a diffrnt origin but thy gnrally rfr to a similar concpt which is rgardd as organizational citiznship bhavior in th prsnt survy. It is that group of activitis rlatd to popl's rol in th organization that ar byond job xpctations and job dscription and don by th individual. Though th formal rward systm dos not idntify such bhaviors, thy ar ffctiv for satisfactory prformanc of th organization. Bhaviors which ar ld to advantags for th organization but doing thm is not compulsory ar considrd in organizational citiznship bhavior. Organ dfind organizational citiznship bhaviors as bhaviors controlld by th individual and statd that ths bhaviors ar not considrd dirctly and xplicitly via formal rward systms but nhanc ffctivnss of functions of th organization. Th trm "voluntary" indicats that ths bhaviors do not includ xpctd bhaviors in rol rquirmnts or job dscription (Hasani Kakhki & Gholipour, 2008: 118). Organ's dfinition mphasizs thr basic principls of organizational citiznship bhavior: first, this bhavior should b voluntary, i.. nithr a pr-dfind task nor on part of formal tasks of th individual. Scond, advantags of this bhavior hav organizational aspct and third, organizational citiznship bhavior has a multi-dimnsional natur. Considring th abov 156

3 dfinitions, humans as organizational citizns ar xpctd to act byond thir rol rquirmnts and formal tasks in srvic of purposs of th organization. In othr words, th structur of organizational citiznship bhavior intnds to idntify, control and valuat xtrarol bhaviors of mploys who ar activ in th organization and organizational ffctivnss is nhancd du to thir bhaviors (Binstock t al, 2033: 360). Thrfor, organizational citiznship bhavior is not a st of voluntary and optional bhaviors that ar on part of th individual's formal tasks. Thy, howvr, ar conductd by th individual and improv th tasks and rols of th organization ffctivly (Applbaum t al, 2004: 19). Job satisfaction Organizationa l citiznship bhavior Figur 1. Concptual modl of th survy Hypothss Primary hypothsis Job satisfaction of nurss in social scurity hospitals in Isfahan provinc has a positiv ffct on thir organizational citiznship bhavior. Scondary hypothss 1. Paying appropriat wag and bnfits to nurss in social scurity hospitals in Isfahan provinc has a positiv ffct on thir organizational citiznship bhavior. 2. Job natur of nurss in social scurity hospitals in Isfahan provinc has a positiv ffct on thir organizational citiznship bhavior. 3. Job promotion of nurss in social scurity hospitals in Isfahan provinc has a positiv ffct on thir organizational citiznship bhavior. 4. Suprvision of nurss in social scurity hospitals in Isfahan provinc has a positiv ffct on thir organizational citiznship bhavior. 5. Appropriat rlation with collagus in social scurity hospitals in Isfahan provinc has a positiv ffct on organizational citiznship bhavior. Mthodology Th statistical population containd 270 nurss (associats, B.A and M.A), nurs s aid, oprating room tchnician and ansthsia tchnician mployd in th hospitals in Isfahan provinc. In this survy, job satisfaction was xplord basd on Smith, Kndahl and Halin's fivfold modl and organizational citiznship bhavior was xplord basd on Graham's modl. In ordr to xamin rliability of th qustionnair, Cronbach's alpha cofficint was mployd. It was qual to for ach qustionnair and mor than for th subtst that is about th dimnsions undr study. Thrfor, rliability of th qustionnair and subtst was confirmd. Profssors and xprts confirmd validity of th qustionnair. T-tst was usd to tst th hypothss. According to cntral limit thorm, if th sampl siz is incrasd, th 157

4 diffrnc btwn sampl indxs and paramtrs is liminatd. In othr words, if a random sampl is slctd with man μ and varianc 2, th sampl man has normal distribution with man μ and varianc 2 without considring th data distribution in th statistical sampl whn th sampl siz is adquatly larg. Hnc, givn to th numbr of sampl (n= 270), th abov condition xists and paramtric tst of t-tst can b usd. Tsting of hypothss and data analysis Scondary hypothsis 1 H0: Paying appropriat wag and bnfits to nurss in social scurity hospitals in Isfahan provinc dos not hav a positiv ffct on thir organizational citiznship bhavior. H1: Paying appropriat wag and bnfits to nurss in social scurity hospitals in Isfahan provinc has a positiv ffct on thir organizational citiznship bhavior. On-Sampl Statistics Error Dviation N f1 95% Confidnc Intrval of th Diffrnc On-Sampl Tst Tst Valu = 3 Diffrnc Uppr Lowr taild) Df T f1 confirmd. Sinc, th obtaind man for six qustions of hypothsis 1 is qual to 4.55, thr is a positiv ffct. Th ffct of paying appropriat wag and bnfits to nurss in social scurity hospitals in Isfahan provinc on thir organizational citiznship bhavior was xplord to confirm accuracy of th rsults of t-tst and non-normality of data using binominal tst. In this tst, th statistical hypothss ar: Th ratio was compard with 0.6, bcaus ratio of thr altrnativs to fiv altrnativs is qual to 0.6 (3.5). Whatvr this ratio is gratr than 0.6, ffctivnss of factors is incrasd. Statistical output of SPSS softwar for binominal tst of hypothsis 1 158

5 Catgory N Obsrvd Prop. Tst Prop. Exact Sig. (1-taild) F1 Group 1 <= a Group 2 > Total It is concludd that H0 is rjctd, bcaus th dcision indx sig. (1-taild) is qual to and lss than α= 0.05 (sig <α). Scondary hypothsis 2 H0: Job natur of nurss in social scurity hospitals in Isfahan provinc dos not hav a positiv ffct on thir organizational citiznship bhavior. H1: Job natur of nurss in social scurity hospitals in Isfahan provinc has a positiv ffct on thir organizational citiznship bhavior. On-Sampl Statistics Error % Confidnc Intrval of th Diffrnc Uppr Dviation On-Sampl Tst Lowr Diffrnc N 270 taild).000 f2 Tst Valu = 3 Df T f2 confirmd. This can also b infrrd givn that th dcision indx taild) =0/000 is lss than α= 0.05 (0.000< 0.05). Sinc, th obtaind man for six qustions of hypothsis 2 is qual to 4.33, thr is a positiv ffct. Binominal tst of th statistical hypothss is as follows: Statistical output of SPSS softwar for binominal tst of hypothsis 2 159

6 Catgory N Obsrvd Prop. Tst Prop. Exact Sig. (1-taild) F2 Group 1 <= a Group 2 > Total a. Altrnativ hypothsis stats that th proportion of cass in t It is concludd that H0 is rjctd, bcaus th dcision indx sig. (1-taild) is qual to and lss than α= 0.05 (sig <α). Scondary hypothsis 3 H0: Job promotion of nurss in social scurity hospitals in Isfahan provinc dos not hav a positiv ffct on thir organizational citiznship bhavior. H1: Job promotion of nurss in social scurity hospitals in Isfahan provinc has a positiv ffct on thir organizational citiznship bhavior. On-Sampl Statistics Error Dviation N f3 On-Sampl Tst Tst Valu = 3 95% Confidnc Intrval of th Diffrnc Uppr Lowr Diffrnc taild).000 Df 262 T confirmd. This can also b infrrd givn that th dcision indx taild) =0/000 is lss than α= 0.05 (0.000< 0.05). Sinc, th obtaind man for six qustions of hypothsis 3 is qual to 4.4, thr is a positiv ffct. Binominal tst of th statistical hypothss is as follows: f3 Statistical output of SPSS softwar for binominal tst of hypothsis 3 160

7 Catgory N Obsrvd Prop. Tst Prop. Exact Sig. (1-taild) F3 Group 1 <= a Group 2 > Total a. Altrnativ hypothsis stats that th proportion of cass in th first group <.6. It is concludd that H0 is rjctd, bcaus th dcision indx sig. (1-taild) is qual to and lss than α= 0.05 (sig <α). Scondary hypothsis 4 H0: Suprvision of nurss in social scurity hospitals in Isfahan provinc dos not hav a positiv ffct on thir organizational citiznship bhavior. H1: Suprvision of nurss in social scurity hospitals in Isfahan provinc has a positiv ffct on thir organizational citiznship bhavior. On-Sampl Statistics Error Dviation N f4 On-Sampl Tst Tst Valu = 3 95% Confidnc Intrval of th Diffrnc Uppr Lowr Diffrnc taild).000 Df 262 T f4 confirmd. This can also b infrrd givn that th dcision indx taild) =0/000 is lss than α= 0.05 (0.000< 0.05). Sinc, th obtaind man for six qustions of hypothsis 4 is qual to 4.72, thr is a positiv ffct. Binominal tst of th statistical hypothss is as follows: Statistical output of SPSS softwar for binominal tst of hypothsis 4 161

8 Catgory N Obsrvd Prop. Tst Prop. Exact Sig. (1-taild) F4 Group 1 <= a Group 2 > Total a. Altrnativ hypothsis stats that th proportion of cass in th first group <.6. It is concludd that H0 is rjctd, bcaus th dcision indx sig. (1-taild) is qual to and lss than α= 0.05 (sig <α). Scondary hypothsis 5 H0: Appropriat rlation with collagus in social scurity hospitals in Isfahan provinc dos not hav a positiv ffct on organizational citiznship bhavior. H1: Appropriat rlation with collagus in social scurity hospitals in Isfahan provinc has a positiv ffct on organizational citiznship bhavior. On-Sampl Statistics Error Dviation N f5 Tst Valu = 3 95% Confidnc Intrval of th Diffrnc Diffrnc On-Sampl Tst Uppr Lowr taild) Df T f5 confirmd. This can also b infrrd givn that th dcision indx taild) =0/000 is lss than α= 0.05 (0.000< 0.05). Sinc, th obtaind man for six qustions of hypothsis 5 is qual to 4.49, thr is a positiv ffct. Binominal tst of th statistical hypothss is as follows: Statistical output of SPSS softwar for binominal tst of hypothsis 5 162

9 Catgory N Obsrvd Prop. Tst Prop. Exact Sig. (1-taild) F5 Group 1 <= a Group 2 > Total a. Altrnativ hypothsis stats that th proportion of cass in th first group <.6. It is concludd that H0 is rjctd, bcaus th dcision indx sig. (1-taild) is qual to and lss than α= 0.05 (sig <α). Primary hypothsis H0: Job satisfaction of nurss in social scurity hospitals in Isfahan provinc dos not hav a positiv ffct on thir organizational citiznship bhavior. H1: Job satisfaction of nurss in social scurity hospitals in Isfahan provinc has a positiv ffct on thir organizational citiznship bhavior. On-Sampl Statistics Error Dviation N Total On-Sampl Tst Tst Valu = 3 95% Confidnc Intrval of th Diffrnc Uppr Lowr Diffrnc taild).000 Df 262 T Total confirmd. of 30 qustions is qual to 4.5 that shows th positiv ffct. Binominal tst of th statistical hypothss is as follows: Statistical output of SPSS softwar for binominal tst of primary hypothsis 163

10 Catgory N Obsrvd Prop. Tst Prop. Exact Sig. (1-taild) Total Group 1 <= a Group 2 > Total a. Altrnativ hypothsis stats that th proportion of cass in th first group <.6. It is concludd that H0 is rjctd, bcaus th dcision indx sig. (1-taild) is qual to and lss than α= 0.05 (sig <α). Conclusion Scondary hypothsis on was confirmd; in othr words, it can b concludd that paying appropriat wag and bnfits to nurss in social scurity hospitals is ffctiv on organizational citiznship bhavior. This is consistnt with Smith, Kndall and Halin s thory. Scondary hypothsis two was confirmd; i.. job natur of nurss in social scurity hospitals in Isfahan provinc is ffctiv on organizational citiznship bhavior. This is consistnt with th rsults obtaind by Mardali but inconsistnt with thos of Gudarzi and Monjamd t al. Scondary hypothsis thr was confirmd; i.. job promotion of nurss in social scurity hospitals in Isfahan provinc is ffctiv on organizational citiznship bhavior. This is consistnt with th rsults obtaind by Monjamd t al, Mirmola t al, Mardali and Gudarzi. Scondary hypothsis four was confirmd; in othr words, suprvision of nurss in social scurity hospitals in Isfahan provinc is ffctiv on organizational citiznship bhavior. This is consistnt with findings obtaind by Monjamd t al, Mirmola t al, Mardali and Gudarzi. Scondary hypothsis fiv was confirmd too; i.. appropriat rlation with collagus in social scurity hospitals in Isfahan provinc is ffctiv on organizational citiznship bhavior. This is inconsistnt with th findings obtaind by Monjamd t al, Mirmola t al, Mardali and Gudarzi. Th primary hypothsis rgarding that job satisfaction of nurss in social scurity hospitals in Isfahan provinc has a positiv ffct on thir organizational citiznship bhavior was confirmd. Gnrally spaking, th rlationship btwn mploys' job satisfaction (givn to fiv dimnsions of paymnt, job natur, promotion opportunitis, suprvision, and appropriat rlation with collagus) and organizational citiznship bhavior (givn to thr dimnsions of participation, srvic dlivry and loyalty) was xplord. Rliability of th abov variabls as wll as thir dimnsions was confirmd sparatly via Cronbach's alpha cofficint. Construct validity of variabls was confirmd using confirmatory factor analysis. Th collctd data from 270 nurss indicatd that thr is a dirct rlationship btwn thir job satisfaction and organizational citiznship bhavior. Also, this rlation has shown that th ffct of job satisfaction on organizational citiznship bhavior has a considrabl intnsity. Similarly, th highst frquncy is rlatd to obsrving justic by managrs (matron, dirctor and chairman of th hospital) that 241 prsons wr totally agrd. 164

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