e s; f r
Abstract
The relationship between job satisfaction and quality of life was conducted with the consent of retirement Retired Personnel. This descriptive and correlational study. The population of this research were 300 employees retired National Bank of this city and all of them were selected as the sample was ...
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The relationship between job satisfaction and quality of life was conducted with the consent of retirement Retired Personnel. This descriptive and correlational study. The population of this research were 300 employees retired National Bank of this city and all of them were selected as the sample was obtained. Instruments measure the satisfaction questionnaire retirement Ahmadi (1389) Quality of Life Brown (1999) and job satisfaction fesharaki Vtalbyan (1388), respectively. Data analysis using Pearson correlation coefficient for the relationship between variables, as well as to predict the criterion variable (retirement satisfaction) were stepwise regression analysis. The results show that components of quality of life and satisfaction and productivity and efficiency factors (job satisfaction Out) of Azbaznshstgy consent to predict job satisfaction. Level of education, marital status, gender has no significant relationship with retirement satisfaction. Therefore, it was concluded that job satisfaction and quality of life Azbaznshstgy satisfaction retired employees of the National Bank with some variables, there is no relationship.
shiva sakhaei; abdollah shafiabadi; kiumars farahbakhsh
Volume 5, Issue 20 , January 2015, , Pages 81-94
Abstract
Advancement in information technology and communication are the tools that improve the relationship between organizations and stakeholders. In fact, technological advancement has changed the boundary of traditional jobs in terms of period of time and place that a task should be accomplished. Teleworking ...
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Advancement in information technology and communication are the tools that improve the relationship between organizations and stakeholders. In fact, technological advancement has changed the boundary of traditional jobs in terms of period of time and place that a task should be accomplished. Teleworking is one of these changes that is based on using computer to handle the tasks out of the office. Current study evaluated job satisfaction and productivity of teleworking and non-teleworking employees in a statistical population of all the staff of Ministry of Cooperation, Labor and Social Welfare by adapting Dante’s job satisfaction questionnaire and Hersi and Gold Smith productivity questionnaire to compare a sample of 240 people that was chosen by random, consisted of 120 in-office staff and 120 telecommunication staff working in this Ministry. The research method used was descriptive and the data were analyzed by applying the discriminate function. The results illustrate that the achieved discriminate function in both teleworking and non-teleworking employees have the suitable distinguishing power to predict the variance, also the average of job satisfaction and job productivity in teleworkers are more than those of non-teleworkers.
yousef karimi; kiumars farahbakhsh
Abstract
The purpose of this study was to find the relationship between positive affection, working conditions and goal support with job satisfaction based on mediating role of self-efficacy and goal progress. Statistical population of the study were teachers, teaching at schools of Shahriar city. A total of ...
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The purpose of this study was to find the relationship between positive affection, working conditions and goal support with job satisfaction based on mediating role of self-efficacy and goal progress. Statistical population of the study were teachers, teaching at schools of Shahriar city. A total of 274 teachers were selected using cluster sampling. The respondents answered the job satisfaction, positive affect, goal progress, goal support, and self-efficacy and work conditions questionnaires. The results showed that the model used was not fit for respondents. However, using modification indices resulted in modifying of present model and pathways of positive affection to job satisfaction, work conditions to job satisfaction and pathways of self-efficacy to job satisfaction were omitted. This modified model was fitted for the participants. Because omitting of pathways of self-efficacy, positive affection and working conditions to job satisfaction in modified model, all variables, except goal support, had indirect effect, through goal progress, on job satisfaction.
