Razi Journal of Medical Sciences

fa بررسی نقش رضایتمندی بر عملکرد کارکنان Examining the Role of Satisfaction on Employee Performance روانشناسی بالینی Clinical Psychiatry پژوهشي Research <div style="text-align: justify;">مقدمه و هدف: رضایتمندی کارکنان نقش اساسی و مهمی در پیشبرد اهداف سازمانی دارد. لذا هدف این مطالعه به بررسی نقش رضایتمندی بر عملکرد کارکنان فدراسیون‌های ورزشی بود. روش کار: روش این تحقیق از لحاظ هدف، کاربردی، و از لحاظ نحوه گردآوری داده ها توصیفی زمینه یابی است. جامعه آماری مورد مطالعه این پژوهش کارکنان (به استثنای رئیس و نایب رئیس) فدراسیون‌های ورزشی انفرادی و فدراسیون‌هایی که جنبه تاریخی دارند است که تعداد آنان 260 نفر می‌باشد. تعداد نمونه طبق جدول مورگان 152 نفر، و روش نمونه گیری به صورت خوشه‌ای از میان کارکنان است. در این پژوهش رضایت شغلی در پنج بعد رضایت از شغل (ماهیت کار)، سرپرست، همکاران، ارتقا و پیشرفت (ترفیعات) و رضایت از حقوق و مزایا (پرداخت) در قالب پرسشنامه 25 سؤالی سنجیده گردید. جهت انالیز و ترسیم داده‌ها از لیزرل استفاده گردید. یافته‌ها: نتایج نشان داد که میان رضایت‌مندی شغلی و مولفه‌های آن با بهبود عملکرد و مولفه‌های آن ارتباط معناداری می‌باشد. نتیجه‌گیری: به طور کلی نتایج نشان داد که شناخت عوامل موثر بر رضاتمندی می‌تواند در افزایش بهره‌وری، تعهد سازمانی، رضایت شغلی و برنامه‌ریزی موفق در ایجاد محیط کار پرشور و مفید، عدم خروج از خدمت و ترک سازمان و مسائل مرتبط با عدم انگیزش (که ضررهای هنگفتی را به سازمان تحمیل می‌کند)، دلبستگی کارکنان به کار و بالا بردن روحیه آنها کمک کننده باشد. </div> <div> <table align="left" hspace="0" vspace="0"> <tbody> <tr> <td style="padding: 0in 12px; text-align: justify;" valign="top">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.</td> </tr> </tbody> </table> </div> <div style="text-align: justify;"></div> رضایتمندی, عملکرد, فدراسیون‌های ورزشی Satisfaction, Performance, Sports Federations 278 286 http://rjms.iums.ac.ir/browse.php?a_code=A-10-6654-2&slc_lang=fa&sid=1 Maedeh Kolbadinejad مائده کلبادی نژاد 3900319475328460086046 3900319475328460086046 No Department of Sports Management, Central Tehran Branch, Islamic Azad University, Tehran, Iran. گروه مدیریت ورزشی، واحد تهران مرکزی، دانشگاه آزاد اسلامی، تهران، ایران. Farideh Ashraf Ganjavi فریده اشرف گنجویی Ganjouei@yahoo.com 3900319475328460086047 3900319475328460086047 Yes Department of Sports Management, Central Tehran Branch, Islamic Azad University, Tehran, Iran گروه مدیریت ورزشی، واحد تهران مرکزی، دانشگاه آزاد اسلامی، تهران، ایران Zahra Haji Anzehaei زهرا حاجی انزهائی Sara_haji1982@yahoo.com 3900319475328460086048 3900319475328460086048 No Department of Sports Management, Central Tehran Branch, Islamic Azad University, Tehran, Iran گروه مدیریت ورزشی، واحد تهران مرکزی، دانشگاه آزاد اسلامی، تهران، ایران.