A Survey of the Organizational Culture with Job Satisfaction of Education in the Dalgan City

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1 International Research Journal of Applied and Basic Sciences 2015 Available online at ISSN X / Vol, 9 (7): Science Explorer Publications A Survey of the Organizational Culture with Job Satisfaction of Education in the Dalgan City Mohsen Shohlibor Nasab, Dr. Hasan Shahrakipour Department of Educational Management, College of Psychology and Educational Management Science, Zahedan Science and Research Branch, Islamic Azad University, Zahedan, Iran Corresponding author ABSTRACT: The purpose of present study is examining organizational culture with job satisfaction of Dalgan city's education staff. Statistical population consists all of Dalgan education staffs in school year of which according to Morgan table 269 members were selected randomly as samples. Tool used for measuring included Denison organizational dictionary with 36 questions and job satisfaction questionnaire with 19 questions. These questionnaires were standard and besides of that were approved by consulting advisor. For obtaining the durability of items we used Cronbach Alfa which according to organizational questionnaire was 0/949 and for job satisfaction was 0/864 which showed suitable durability. For analyzing data SPSS 18 th edition was used. Obtained results showed that factors of constancy and integrity had a meaningful relationship with job satisfaction, but two other factors of organizational culture didn t have meaningful effect (partnership and mission). Moreover, among organizational culture, constancy and integration, adaptive and mission have a meaningful relationship with job satisfaction of education staffs in Dalgan city. Key words: organizational culture, job satisfaction, aspects of organizational culture. Expressing the problem Organizational culture is considered as an integral part in a structure of an organization and is social reality which is formed on the basis of interactions of organization members and also could give an insight on the organization which results in a positive effect to staffs. Actually developing organizational culture facilitates sense of identity and commitment and also increases the constancy. Garth and Koyin (1999) divides organizational culture into intellectual culture, ideology, agreement and cooperation. Intellectual culture is specified on the basis of concentrating on integrate activities and triggers comparison of organization to others, essential values of this kind of culture is efficiency and usefulness. Ideological culture, unlike intellectual is focused on lack of power concentration and shed light on external competitiveness, extensive leadership goals causes commitment in staffs. (Zamini and Colleagues, 1390). Participatory Culture is based on lack of power concentration, activity varieties and internal attention to keep its system, so the relationship among members are so friendly and based on cooperation, and these result in high morale of group and their reliability to each other. Hierarchical culture also like participatory and unlike intellectual or ideological, is based on internal attention and keep its system and its feature are concentrating on power and integrative activities. By considering that people who are active in the organization have a major role in organizational performance and on the other hand these staffs satisfaction from their own organization, play a major role in efficiency and performance. It seems that sensations and people's view in relation to their own organization could be a solution to all the existing problems, also when somebody have a high amount of job satisfaction this means that he has high sensations about his job. The results of research show that staffs with higher job satisfaction are physically and intellectually in good status (Moqimi, 1377). Job satisfaction which is measured on the basis of adaptive and psychological- social features with job conditions, is a standard for determining job performance (Pries,2001). is an emotional orientation which somebody has it in relation to his job (Kosteas,2009). Staffs who has this possibility to promote their posts in a near future, are with high job satisfaction. According to Spector(1997) factors effective on job satisfaction are classified in four categories which are: organizational, personal and environmental factors, nature of working; to the extent that organizational policies are inflexible and motivate negative occupational feelings, and on the other hand flexible policy is related to high job satisfaction. Considering above mentioned concepts, in a case that programmers of education pay attention to this criterion, besides of teachers and staffs job satisfaction, we will be evident of job commitment and also higher educational qualities and in the result creativity and innovation in schools. Although 3 rd and fourth plan and basic document of education organization development has shed some light on this important, but we need more consideration to turn it into an important subject for managers and programmers of this organization. It is

2 because; creating and developing science would be done in a case that they study on this educational system. So researcher by considering his interest and experience aims to investigate organizational culture with job satisfaction, so that he could offer his suggestions to education managers. Importance Organizations as the main criterion of current communities have a main role in meeting expectations of societies and human sources are the most valuable source for organizations. Therefore for increasing efficiency of organizations, considering to staffs need and psychological healthiness and attracting their satisfaction would be of high importance (Zamini and colleagues, 1390). By shedding light on key role of job satisfaction in organization, today it is proved that job and life satisfaction be related to each other, on average. In other words, staffs with positive view, compared to staffs with negative view to life and work, tend to be more satisfied of work and life and less displeased. In order to develop each country, providing psychological health is of high importance and among these is education which is the most integral factor for developing each country. So, present paper besides of identifying organizational culture in staffs of Dalgans' city, aims to investigate job satisfaction of staffs. Research questions main question Is there a relationship between organizational culture and job satisfaction in education staffs of Dalgan city? boundary questions Is there a relationship between associative culture and job satisfaction in education staffs of Dalgan city? Is there a relationship between constancy culture and job satisfaction in education staffs of Dalgan city? Is there a relationship between adaptive culture and job satisfaction in education staffs of Dalgan city? Is there a relationship between mission culture and job satisfaction in education staffs of Dalgan city? Way of research The method used in this paper is of descriptive- interrelationship kind. So for doing this research required information is obtained from questionnaires and libraries. Required information for empirical section of this paper was gathered by going to education organization and distributing questionnaire to them, also theoretical information has been gathered by information bases and libraries. Statistical population of this research consists of all of education office staffs in Dalgan city, in school year of that number of them is 910 people. In this research for determining item size by shedding light on Morgan's table, 209 staffs were selected randomly. Moreover, random sampling was used. Considering to research goals, we used questionnaire as a tool for gathering data. Present research consists of two mainly variables which for examining organizational culture we used from Denison's organizational culture questionnaire and for job satisfaction we used Minnestoa questionnaire. Denison's organizational culture questionnaire which consisted 36 items and with associative components (enabling, team oriented, development) constancy and integration (main values, agreement and integration) flexibility (creating change, concentrating on customers, organizational feedback) missionary (strategic guidance, goals and destinations, insight). Minnestoa questionnaire is with 19 questions and goal of it, is examining aspects of job satisfaction with 6 items: payment system, kind of job, development opportunities, organizational atmosphere, leadership style and physical condition. These questionnaires were based on Likert scale (totally disagree 1, disagree 2, no idea 3, agree 4, totally agree 5). Above mentioned questionnaires were given to respectable professors and their suggestions were attracted. In this paper for estimating durability, firstly 30 questionnaires were given to tests which the results were obtained by Cronbachs' Alfa for organizational culture was 0/949 and for job satisfaction was equal to 0/864. Analyzing data For Analyzing data, by considering nature of data and measurement scale, was done in two stages, one was descriptive, which included determining frequency, percent, average and standard deviation and the other was referential which for testing of being normal we used Kolmogorov-Smirnov and for determining the relationship between variables Pearson's correlational and Regression were used. All the calculations were done by SPSS 19 th edition. 998

3 Describing data Table 1. frequency distribution and percent of statistical sample based on gender variable Frequency Percent Female Gender Male As can be seen, 1 st table of frequency distribution is expressed with percent. According to this statistic, highest amount is related to male (57.9) with the frequency of 150 and lowest with (42.1) belongs to female with frequency of 109. Table 2. frequency distribution and percent of statistical sample based on education variable Frequency Percent Diploma or below 16 6 Associate of arts Education BA MA & higher As can be seen, 2 nd table of frequency distribution is expressed with percent. According to this statistic, highest amount is related to Associate of Arts (49.8) with the frequency of 133 and lowest with (6) belongs to people with Diploma and lower degrees with frequency of 16. Table 3. frequency distribution and percent of statistical sample based on employment background variable Frequency Percent Below 5 years Employment 6-10 years background years Higher than 16 years As can be seen, third table of frequency distribution is expressed with percent. According to this statistic, highest amount is related to employment back ground of years (43.8) with the frequency of 117 and lowest with (9.7) belongs to people with staffs of below 5 years employment background with frequency of 26. Analyzing data main question How is the relationship between organizational culture and job satisfaction in education staffs of Dalgan city? For investigating this question we firstly measure normalized job satisfaction with the Kolmogorov- Smirnov test. In table 4 results of this test is given: Table 4. results of Kolmogorov-Smirnov test for examining normalized job satisfaction Number Kolmogorov-Smirnov statistic Z Meaningful amount As can be seen in table 4, meaningful amount is 0/339 which is higher than 0/05. So, assuming of normalized job satisfaction variable is accepted. If it is so, we can use regression and measure the relationship between organizational culture factors and job satisfaction. Table 5. model summary Model Determining Regression Changes Regression Remaining Total Table 6.analyzing Regression model variance Degrees of Sum of squares Squares average F statistic freedom Amount of meaningfulness 999

4 Partnership Stability Flexibility Mission Table 7. results of Regression s Non-standard Standard Standard B Beta T statistic Meaningful amount As can be seen from first table, determining table is equal to We can say that, nearly 84 percent of job satisfaction variable is determined by independent variable. In tables of analyzing variance can also be seen that meaningful amount is equal to zero. It means that Regression is meaningful. In the next table, s and meaningfulness of s show that meaningfulness for stability and integrity is below 0.05, but for partnership variables and mission it is more than So it can be said that partnership and mission variables don t have meaning. And for stability and integrity they are meaningful. As can be seen, Regression s are stable and flexible. With this condition these two variables have positive impact on job satisfaction. If they be partnership and mission variables, they would have negative impact on job satisfaction. Boundary questions First question how is the relationship between partnership culture and job satisfaction in education staffs of Dalgan city? For investigating this question we use Poisson's. In table 8 results are shown: Table 8. results of Pearsons's Coefficient between variables of partnership culture and job satisfaction Partnership culture As can be seen from table 8, meaningful amount is equal to 0.00 which is less than So we can say with 95 percent certainty that there is a meaningful relationship between partnership and satisfactory. of Pearson's for relationship between these two variables are equal to This is a negative and almost near to 0.5. So between two variables of partnership culture and job satisfaction is reversible and middle relationship. That is as partnership culture is more among staffs of education, job satisfaction would be lower. Second question: how is the relationship between stability culture and job satisfaction in education staffs of Dalgan city? For investigating this question we use Poisson's. In table 9 results are shown: Table 9. results of Pearsons's Coefficient between variables of stability culture and job satisfaction Stability and integration culture As can be seen from table 9, meaningful amount is equal to 0.00 which is less than So we can say with 95 percent certainty that there is a meaningful relationship between stability and integration. of Pearson's for relationship between these two variables are equal to This is a negative and almost near to 0.5. So between two variables of stability culture and job satisfaction is reversible and middle relationship. Third question how is the relationship between adaptive culture and job satisfaction in education staffs of Dalgan city? For investigating this question we use Poisson's. In table 10 results are shown: 1000

5 Table 10. results of Pearsons's Coefficient between variables of adaptive culture and job satisfaction Adaptive culture As can be seen from table 10, meaningful amount is equal to 0.00 which is less than So we can say with 95 percent certainty that there is a meaningful relationship between adaptive culture and job satisfaction. of Pearson's for relationship between these two variables are equal to This is a negative and almost near to 0.5. So between two variables of stability culture and job satisfaction is reversible and middle relationship. Fourth question how is the relationship between mission culture and job satisfaction in education staffs of Dalgan city? For investigating this question we use Poisson's. In table 11 results are shown: Table 11.results of Pearsons's Coefficient between variables of mission culture and job satisfaction mission culture As can be seen from table 10, meaningful amount is equal to 0.00 which is less than So we can say with 95 percent certainty that there is a meaningful relationship between mission culture and job satisfaction. of Pearson's for relationship between these two variables are equal to This is a negative and almost near to 0.5. So between two variables of stability culture and job satisfaction is reversible and middle relationship. CONCLUSION In relation to the first main question, results show that between two variables of partnership and mission cultures are not meaningful and for two variables of stability and integrity they are meaningful. In relation to the first boundary question, results show that between two variables of partnership and job satisfaction there are reversible and nearly middle relationship. That is from the point of view of Dalgan's education staffs, as partnership culture be more, job satisfaction would be low. In relation to the second boundary question, results show that between two variables of stability and job satisfaction there are reversible and nearly middle relationship. In relation to the third boundary question, results show that between two variables of adaptive and job satisfaction there are reversible and nearly middle relationship. In relation to the fourth boundary question, results show that between two variables of mission and job satisfaction there are reversible and nearly middle relationship. Suggestions Try to create a relationship between salary rise and benefits. Internal organizational activities and duties of staffs be fairly divided. For creating equal opportunities and for developments of personnel, prepare educational periods Managers, propose the problems to staffs and get them involved in related determinations. Clear series of methodological values be created for doing stuffs according to it. School for being upgraded take action according to its affairs.( use up-to-date facilities) Physical atmosphere, environmental light done for that, decoration, office equipment like cool and warm conditions affected staffs' performance and morale, and this morale would be effective in partnership culture, so for improving physical atmosphere, consider some solutions according to job environment. Managers besides of following a series of idealistic goals be realistic in staffs adaption. Rise in staffs' skill can increase mission culture in staffs. People abilities as an important source for competitiveness can create mission culture and job satisfaction. REFERENCES Kosteas VD Job Satisfaction and Promotions Available at: ttp://ssrn.com/abstract= Moqimi H Management f organization, research approach. Tehran: Termeh Publications. Price JL Reflections on determinants of voluntary turnorey. International Journal of Manpower, 22,

6 Smirich L Concepts of culture and organizational analysis. Administrative Science Quarterly. Management Journal, 35, Spector PE London: SAGE publications. Zamini S, Hosseyni Nasab D, Zamini S, Zareyi P Investigation of organizational culture relationship with job satisfaction and job tiredness, among Tabriz University staffs, Quarterly healthiness of job, Iran, 8 th period, No

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