The Study of the Status of Productivity in Self-employed Jobs in Kermanshah

Transcription

1 International Academic Institute for Science and Technology International Academic Journal of Economics Vol. 3, No. 3, 2016, pp ISSN International Academic Journal of Economics The Study of the Status of Productivity in Self-employed Jobs in Kermanshah Shahram Fattahi a, Nazanin Zahra Sotoudeh b a phd of economics, Razi University,Kermanshah, Iran b Master Student of economics, Razi University, Kermanshah, Iran. Abstract Undoubtedly, one of the goals and aspirations of nations and countries is to provide a good life with welfare and prosperity for themselves and others in today's world. Productivity is a cultural attitude where human being intelligently performs his activities to achieve the best results in achieving material and intellectual goals. In this study, the aim is to evaluate the productivity rate in tradesmen of Kermanshah city using standard questionnaire. To this end, 12 occupational families (bakery, jewelry, confectionary, supermarket, coffee net, construction materials, clothing, footwear retail, mobile retail, stationery store, airline agencies and cosmetic) have been selected and each group is considered as a class. Through simple random sampling in the classes, 50 members have been selected from each occupational family. Then, data analysis has been done through SPSS. Airline agencies with mean productivity of has the highest productivity and confectionary store and footwear retail with means of and are at the next ranks. The occupational families of jewelry and construction materials are at the last ranks of this rating. Keywords: Productivity, Self-employed jobs, Kermanshah 8

2 1.Introduction Pirayesh and Hajkarimi (2006) in their study, entitled, "Explaining the effective factors on human resources productivity in public organizations using path analysis method", used questionnaire in public organizations of Zanjan province and selected a sample of 435 members through cluster sampling for data collection. The initial results of path analysis of information showed that some variables have direct effect on promotion of human resources productivity in public organizations; while, some variables indirectly, by influencing the organizational components, make increased productivity. The results of using path analysis in this study shows that the effects of information technology and organizational structure are more than other variables and the variables of research and development and constitution of group associations have the least effect on productivity of human resources in public and governmental organizations. Ahmadzadeh (2007) in his master thesis entitled, "The identification and prioritization of effective factors on productivity of employees of Department of Transportation (central branch)" has studied the effective factors on productivity and ranked the mentioned factors using questionnaire and Hersey and Goldsmith comprehensive model, called ACHIEVE model, and proposed some recommendations for increase of employees' productivity. Mohammadi and Nourifard (2008) in his paper, entitled, "The effect of innovation and creativity on increased productivity of employees", have taken a sample of 450 members including all employees of small industrial units of Shokohiye industrial city in Qom province using questionnaire of creativity, innovation and productivity and showed that improved productivity, creativity and innovation have average meaningful relation with each other and their correlation was obtained Iranzadeh et al (2009) in their paper, entitled, "The study of the relation between some social factors and selfefficacy, job satisfaction and productivity of employees of Islamic Azad University of Uremia and Mahabad branch", took a sample of 310 members from the population of all official employees of Islamic Azad University of Uremia and Mahabad branches and used stratified quota sampling and questionnaire for data collection. The findings of this research show that the variable of gender has no effect on the self-efficacy of employees; however, education is effective on their self-efficacy. Moreover, there is meaningful relation between the variables of conformity of field of study and the occupied job, the interest of employees and the occupied job, wages and salaries, discrimination in workplace, cooperation of employees in organizational decision making, freedom of employees' performance, job satisfaction and organizational productivity. Farahabadi et al (2010) performed data collection from middle managers of Medical Sciences University of Isfahan" in their paper entitled, "The prioritization of effective factors on productivity of human resources from point of view of middle managers of Medical Sciences University of Isfahan: 2009". The findings of study show that respecting the factors related to managerial style of organization is the most important among the effective factors on productivity of human resources. The factors related to individual, culture, organizational structure, reward system, training course and factors related to physical space of organization are at the next rank of significance. Hatami et al (2011) in their paper, entitled, "The relation between life quality and organizational commitment and productivity rate among the employees of Medical Sciences University of Jahrom", took a sample of 267 members selected from the population of employees of Medical Sciences University of Jahrom through stratified quota sampling and three questionnaires of working life quality, organizational commitment and individual productivity and concluded that there is positive and meaningful correlation between working life quality, organizational commitment and productivity of employees of Medical Sciences University of Jahrom. Sheidaii (2011) in his master thesis entitled, "The pathology of human resources productivity in small and middle size industries of Qom province" collected data in a training course. The results of his study indicate the desired status of human resources productivity in small and middle size industries of Qom province. Moreover, the components of empowerment, happiness and job satisfaction are considered as strengths and the component of services compensation system as the vulnerable point in productivity of human resources in these industries. There is meaningful relation between educational level of employees and productivity of human resources and this relation is true about the age of employees and their working experience. 9

3 The first statistical study carried out on productivity is related to Wright. His research findings that were essentially related to evaluation of productivity related to hand work and machine work was published in 1989 in annual report of ministry of America. Forastie emphasizes on human and social significance of higher productivity and mentions that the ultimate motivation for achieving more productivity is not economic and technical situation of commercial enterprises, expansion of the distance between sale price and the final price and achieving more interest rather, the main aim of productivity is to decrease sale price, increase purchase power of workers, promote life and facilitate social progress. In Schetiner and Goldner study on effective factors on increased efficiency, it was concluded that a great part of increased productivity is due to high frequency of mechanization in industry, the use of better and new machineries enables the worker to produce more product; in addition, increased level of education and skill of workforce, decreased fatigue of individuals due to reducing working hours in week, improved working condition, flexibility and scientific control of production have significance effects on increased productivity. Pretti Jean carried out a study to find and identify the barriers on productivity in 6 public and academic libraries of Botswana. He collected qualitative and quantitative data through questionnaire and used Likert spectrum; the research objectives were recognition of issues related to growth of productivity and the main barriers included job dissatisfaction, lack of training, weak management, lack of commitment, lack of facilities, weak relation between employees and lack of work teams. Moreover, Wang carried out a study with the aim of investigating the effective factors on innovation and productivity of Canadian companies compared to its partners within 6 years. This study was focused on the difference in managerial strategy, organizational structure and job satisfaction. The results showed that successful companies had highlighted features of considered risks, manager's commitment to leading and innovative activities, the combination of various talents in working teams, collectivism and pluralism and a reward system that enhanced the creative behaviors (Ahmadzadeh, 2007). Gupta et al (2012) in their paper entitled, "The investigation of various effective factors on workforce productivity and ways of its improvement", concluded that the most important effective factors on workforce productivity are design factors, executive factors, material-related factors, equipment, workforce, safety and health, supervisory factors, working time, project, qualitative factors, leadership and coordination, financial factors and external factors. 2. The results of analysis using software In this study, the individual productivity rate has been obtained from mean total score obtained from each question of Hersey and Goldsmith questionnaire. This questionnaire includes 32 five-point questions with scores 1 to 5. Table 1: Descriptive Statistic for the productivity average Middle Mode Standard deviation Variance Skewness Kurtosis variation range min max Q Q

4 Concerning table1, the mean productivity in the whole sample is and in this study the least mean productivity is 1 and the highest is Table2 presents the summarized results of productivity in various occupational groups. Table2: Descriptive Statistic in Job Group Levels Job group Standard max min Variance name deviation average Bakery cosmetics Building Materials Mobile shop Stationery Travel agency and cooperatives Clothing Shoe store Supermarket Internet cafe Jewelry Confectionary As seen in table 2, airline agencies with mean productivity of has the highest productivity and confectionary and footwear retail with means of and are at the next ranks. Occupational families of jewelry and construction materials are at the last ranks of this ranking. 3. Distribution of gender variable 3.1. Gender in sample The distribution of gender variable in the studied sample is as follow: 00

5 Figure 1: Gender Distribution As can be seen, from 600 studied samples, 480 members (80%) are male and 120 members (20%) are female Gender and productivity Table 3: descriptive statistics for Gender and productivity Gender Number of Samples Average SD Variance Min Max Female Male Concerning table3, women with mean productivity of have higher productivity compared to men with mean productivity of The least productivity rate for women is 1.97 and for men it is 1; moreover, the highest productivity rate for women and men is respectively 4.5 and Educational level 4.1. Educational level in sample Figure 2: Distribution of educational levels Concerning figure2, % of members have educational level of secondary school, % have diploma, 36.5% have bachelor degree and 6.667% have master degree and higher. Diploma degree has the highest frequency and master degree and higher has the least frequency Productivity and education 01

6 Table 4: descriptive statistics for education levels Education Max Min Variance SD Average Number of samples Secondary Diploma Associate and bachelor M.A Figure 3: Histogram of Productivity and Education Concerning table 4 and figure 3, the highest mean of productivity is related to individuals with master degree and higher. Individuals with educational level of associate degree and bachelor degree with mean productivity of 3.18, diploma with mean productivity of 3.15 and secondary school with mean productivity of are respectively in next ranks. 5. Capital 5.1. The capital level in sample One of the variables of this study is level of capital which has been divided into 6 groups for the purpose of drawing related figure including IRR, IRR, IRR, IRR, IRR and above 5000 IRR concerning data dispersion and the capital of each units is in one of these groups. 02

7 Figure 4: Histogram of Capital Concerning figure 4, individuals with capital of IRR have the highest frequency and individuals with capital of above 5000 IRR have the least frequency among the studied units. Table5: Descriptive Statistics for Productivity and Capital Capital Max Min Variance SD Higher than 500 Average of Productivity Number of individuals

8 Figure 5: Histogram of Productivity and Capital Concerning table 5 and figure 5, the highest mean of productivity is related to individuals with capital of IRR with mean productivity rate of This value for capital of is 2.97 that is the lowest productivity rate. 6.Conclusion In this study, the individual productivity rate has been obtained from sum of scores achieved from Hersey and Goldsmith productivity questionnaire. This questionnaire includes 32 five-point questions with scores of 1 to 5. The mean productivity rate in the whole sample is In this study, the least productivity mean is 1 and the highest is Airline agencies with mean productivity of has the highest productivity and confectionary store and footwear retail with means of and are at the next ranks. The occupational families of jewelry and construction materials are at the last ranks of this rating. From 600 studied samples, 480 members (80%) are male and 120 members (20%) are female. Women with mean productivity of have higher productivity compared to men with mean productivity of The least productivity rate for women is 1.97 and for men it is 1; moreover, the highest productivity rate for women and men is respectively 4.5 and % of members have educational level of secondary school, % have diploma, 36.5% have bachelor degree and 6.667% have master degree and higher. Diploma degree has the highest frequency and master degree and higher has the least frequency and the highest mean productivity is related to individuals with master degree and higher. Individuals with educational level of associate degree and bachelor degree with mean productivity of 3.18, diploma with mean productivity of 3.15 and secondary school with mean productivity of are respectively in next ranks. Individuals with capital of IRR have the highest frequency and individuals with capital of above 5000 IRR have the least frequency among the studied units. The highest productivity rate is related to individuals with capital of IRR with mean productivity rate of and this value for capital of IRR is 2.97 with the lowest productivity rate. 04

9 References Ahmadzadeh, S. (2007). "The identification and prioritization of effective factors on productivity of employees of Department of Transportation", MA thesis of Public Administration, University of Tehran, Faculty of Management. Hatami, H., Mirjafari, S. A., Mujahedi Jahromy, S. (2011). "The relationship between quality of work life and organizational commitment and employee productivity in Jahrom University of Medical Sciences", Quarterly Journal of New Approaches in Educational Management, Issue 3, pp Iranzadeh, S. Shouresh, A. K., Mehregan, F. (2009). "The relationship between social factors and self-efficacy, job satisfaction and productivity of employees of Islamic Azad University, Mahabad and Orumiyeh branches". Journal of Islamic Azad University of Bojnoord, Issue XXI, Pages Pirayesh, R., Hajkarimi, A. (2007). "Explaining effective factor on productivity of human resources in government organizations using path analysis", Journal of Management Culture, Issue XIV, pp Sheidaei, J. (2011), "Pathology of labor productivity in small and medium industries in Qom", MA thesis in Business Administration, University of Tehran, Qom Campus, Faculty of Management. 05