Volume 29, Issue 7 (10-2022)
RJMS 2022, 29(7): 278-286 |
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Research code: 01
Ethics code: 01
Clinical trials code: 01
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Kolbadinejad M, Ashraf Ganjavi F, Haji Anzehaei Z. Examining the Role of Satisfaction on Employee Performance. RJMS 2022; 29 (7) :278-286
URL: http://rjms.iums.ac.ir/article-1-7634-en.html
URL: http://rjms.iums.ac.ir/article-1-7634-en.html
Department of Sports Management, Central Tehran Branch, Islamic Azad University, Tehran, Iran , Ganjouei@yahoo.com
Abstract: (464 Views)
| Background & Aims: Every person needs to be aware of his position to progress and determine his career position. This information leads to the fact that the person makes basic planning for progress in the organization according to his strengths and weaknesses. On the other hand, according to this information, the organization can choose practical and strategic plans in its manpower planning and use them. May both be due to the efficiency and competence of human resources in the organization. The level of society's attitude towards the organization and organizational effectiveness depends on the efficiency of people in terms of quality and quantity. On the other hand, today's turbulent environment has created a growing trend in organizations to do things in a team and group manner. Today, organizations are looking for people who can perform well in a group. Therefore, it is necessary to evaluate the way of doing work people and their performance, and while comparing with acceptable standards and criteria, appropriate feedback is given to the individual to improve the individual's activity and efficiency and finally, to achieve the organizational goals. Performance evaluation includes collecting information related to the work and performance of employees to improve work results as well as a regular process of measuring achievements, identifying strengths and weaknesses related to work, determining the level of human resources skills and training planning, facilitating the management of the career paths of employees. It is a fair payment of reward and proportional to performance and is an effective tool in human resource management. In addition, effective performance evaluation leads to reduced employee turnover, higher productivity, and improved company financial performance. Hasid claims that the performance evaluation system is the most essential measure that can improve the knowledge, skills, and capabilities of the current and future employees of the organization, increase the motivation of employees, reduce work evasion and increase the longevity of the workforce. On the other hand, due to the importance of manpower and the role, it plays in the organization; paying attention to the attitudes and behaviors of this valuable factor is very important. Since the human resources inside and outside the organization are dealing with many personal and professional problems, paying attention to the motivational factors and increasing the level of satisfaction of people are essential things that the managers of the organizations should take into consideration. In sports organizations, like other organizations, the rules of management of organizational behavior prevail, and the managers of these organizations must provide the reasons for creating motivation and appropriate morale by increasing knowledge and acquiring skills so that through this way, sports organizations can have more efficiency and effectiveness. Job satisfaction makes a person's productivity growth, he is satisfied with life and learns new job skills quickly. Research shows that when the members of the organization are satisfied with their work, the rate of absenteeism or late work issues, even leaving the service, decreases. According to the conducted research, it appears that unfortunately, in the field of evaluating the performance of sports institutions and the role of the performance of the employees of these institutions in the results of the evaluation system, due to its undeniable role, not much research has been done in the country, and in general, the performance evaluation of this The departments are still in the nursery. According to the mentioned materials, it is possible to understand the scope of the evaluation issue. The proof of this claim is the various theories of management scientists in this field. One of the major problems of evaluation is the dispersion and great diversity of the examined dimensions in the field of evaluation, which has made it difficult to conduct research that examines all dimensions. According to the background of the researchers, it is clear that most of the research regarding the evaluation of the performance of organizations and individuals has been directed towards the formulation of evaluation criteria, that each of the researchers, according to his cognitive level and philosophy, has characteristics to evaluate the performance of the organization and employees. By reviewing the results of the research, it can be seen that a small number of these researches are dedicated to sports organizations and especially federations, and maybe conducting such research will cause more research to be done in this field. In this regard, how can the managers of relevant organizations improve their human resources, increase the quantity and quality of their performance and production, and as a result, design better and more effective systems for evaluating their employees to provide satisfaction to their employees? Methods: The method of this research is practical in terms of purpose and descriptive in terms of the method of data collection. The statistical population studied in this research is the employees (excluding the president and vice president) of individual sports federations and federations that have a historical aspect, whose number is 260 people. According to Morgan's table, the number of samples is 152 people, and the sampling method is clustered among employees. In this research, job satisfaction was measured in five dimensions: job satisfaction (nature of work), supervisor, colleagues, promotion and advancement (promotions), and satisfaction with salaries and benefits (pay) in the form of a 25-question questionnaire. Excel, Spss22, and Lisrel 8/5 software were used to analyze and draw the data. Results: The results showed that there is a significant relationship between job satisfaction and its components and performance improvement and its components . Conclusion: In general, the results of this research will help the managers and sports officials of our country in identifying the effective factors for improving the performance and satisfaction of the employees of the country's sports federations and providing a performance evaluation model. Knowing these factors can increase productivity, organizational commitment, job satisfaction, and successful planning in creating a passionate and useful work environment, not leaving the service and leaving the organization and issues related to lack of motivation (which imposes huge losses on the organization)), employees' attachment to work and raising their morale will help. The findings of the research showed that all the performance components: ability, clarity, help, encouragement, evaluation, credibility, and environment are average; Therefore, it is suggested that efforts be made to improve these components, and managers are suggested to pay more attention to these factors when dealing with employees. The results of prioritization and ranking of factors affecting performance improvement include 1- ability, 2- incentive, 3- clarity, 4- help, 5- evaluation, 6- credit, and 7- environment; Therefore, it is suggested to the managers of federations to pay attention to this prioritization and in dealing with employees to strengthen the empowerment factors (knowledge, experience, talent and skills of subordinates) and internal or external rewards (opportunities to improve cash rewards, appreciation and Welcoming the initiative, comforting in times of trouble. |
Type of Study: Research |
Subject:
Clinical Psychiatry
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