تأثیر مشارکت شغلی و تعهد سازمانی بر رضایت و عملکرد شغلی کارکنان در صنعت هتلداری شهر مشهد با استفاده از مدل معادلات ساختاری
تأثیر مشارکت شغلی و تعهد سازمانی بر رضایت و عملکرد شغلی کارکنان در صنعت هتلداری شهر مشهد با استفاده از مدل معادلات ساختاری
عنوان فارسی :
تأثیر مشارکت شغلی و تعهد سازمانی بر رضایت و عملکرد شغلی کارکنان در صنعت هتلداری شهر مشهد با استفاده از مدل معادلات ساختاری
عنوان انگلیسی :
The Effect of Job Involvement and Organizational Commitment on Employees' Job Satisfaction and Performance in Hotel Industry of Mashhad by Using Structural Equation Modeling
چکیده:
هدف از انجام این پژوهش، بررسی تأثیر مشارکت شغلی و تعهد سازمانی بر رضایت و عملکرد شغلی کارکنان در صنعت هتلداری شهر مشهد است. پژوهش حاضر از حیث هدف آن، کاربردی و از حیث نحوه گردآوری داده‌ها از نوع توصیفی- پیمایشی است. جامعه آماری این پژوهش را کلیه کارکنان هتل‌های سه، چهار و پنج ستاره در شهر مشهد تشکیل می‌دهند که از این میان تعداد 267 نفر به عنوان نمونه آماری با استفاده از فرمول کوکران به روش تصادفی ساده انتخاب شده‌اند و اطلاعات با استفاده از پرسشنامه گردآوری شده است. برای تجزیه و تحلیل داده‌ها از روش‌های آماری ضریب همبستگی پیرسون و مدل معادلات ساختاری استفاده شده است. نتایج نشان‌دهنده این است که تعهد عاطفی و تعهد هنجاری، رضایت شغلی و عملکرد شغلی را تحت تأثیر قرار می‌دهند، مشارکت شغلی، تعهد عاطفی و تعهد هنجاری را تحت تأثیر قرار می‌دهد و در نهایت، مشارکت شغلی بر رضایت شغلی و عملکرد شغلی تأثیرگذار است. مدیران می‌توانند از طریق توجه به مشارکت کارکنان در تصمیم گیری‌ها و با استفاده از سیستم‌های تشویقی مناسب، سعی در افزایش تعهد کارکنان و همچنین بالا بردن رضایت و عملکرد شغلی کارکنان نمایند.
چکیده انگلیسی:
Introduction Managers clearly understood that the most important factor in competitive advantage is organization's human resources. As a result, the attention to commitment and loyalty to the organization's human resources has increased. One of the major problems of organizations is employee's relocation, job loss, lack of interest and lack of pride in the organization, less motivation and ultimately leaving the organization. All of these have a high cost for the organization, including decrease in productivity and empowerment, and increase in cost of education, and employment, as well as the loss of organizational knowledge, which is very costly and heavy. Management commitment, could lead to beneficial outcomes such as organizational effectiveness, improved performance, reduced absenteeism, and reduced mobility. The aim of this research is to examine the structural relationship between job involvement and organizational commitment on employees' job satisfaction and performance in hotel industry in Mashhad city
Materials and Methods This research, in terms of its purpose, is applicable and in terms of data collection is descriptive-survey research. According to research hypotheses, a conceptual model was constructed, considering the relationship between job involvement with job satisfaction and job performance. Based on this model, job involvement is measured in relationship with affective commitment, continuous commitment and emotional commitment. The populations of this research are all staff of three, four and five star hotels in Mashhad city, of whom 267 individuals were randomly selected as research sample using Cochran formula. For data analysis, Pearson correlation coefficient and structural equation modeling were used. Content validity was used to test the validity of the questionnaire. For reliability, Cronbach's alpha coefficient was used, which for organizational commitment is 89%, for job satisfaction is 91%, and for job Involvement is 84%.
Discussion of Results and Conclusions According to the results, every organization's most valuable asset is its human capital. This valuable capital have a direct impact on the failure or success of the organization. With hopes of developing a sense of commitment to its employees, every organization should have managers who are aware of the importance of this human capital, because individuals who are committed to the values and goals of the organization, play more active roles in the organization and are less likely to leave the organization. The results also indicate that affective commitment and normative commitment influence job satisfaction and job performance. Job involvement also influence affective commitment and normative commitment. Finally, job satisfaction and job performance are influenced by job involvement. By respecting employees' involvement in decision making and by using an appropriate incentive system, managers can increase their employees' commitment to the organization, and also improve job satisfaction and performance. Due to the high rate of mobility of workers in the hospitality industry, managers need new and diverse approaches to increase the commitment of their employees. In order to provide satisfaction and commitment to the needs of the employees, hotel management companies should be sufficiently sensitive.
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