مرکز منطقه ای اطلاع رساني علوم و فناوري - THE EFFECT OF THE REENGINEERING ON JOB SATISFACTION AND INTENTION TO LEAVE: A BANK RESEARCH

Abstract :

Globalization, rapid and continuous change in technology, and increased competition oblige change in traditional organizational structures. Being successful in this process is possible though understanding the necessity and importance of this change and also adaption of employees. However, survival in this process necessitates not only understanding and questioning the change but also fast adaptation to this environment. Therefore, organizations should benefit from the instruments designed for adjusting to changes by means of contemporary management approaches. Reengineering is defined as redesigning the organization both physically and psychologically to adapt the changing environment. The most important point in reengineering is how the change will be held and its effect on employees. Since the reasons for reengineering and expectations are different for each organization, the process to manage change will be exclusive for each organization. It doesn’t matter if it is a public or private organization; it is important to state that reengineering is possible in all organizations. This study adds to the current literature as it readdresses the reengineering process and observes the job satisfaction and intention to leave in this process. In this study, the employees of a bank in the process of reengineering were surveyed through questionnaires. The data from 239 employees were analyzed by various statistical techniques. As a result, the perception regarding the reengineering process negatively affects to job satisfaction and increases intention to leave. Moreover, it is observed that a demographic variable such as gender and job position affects the perception regarding the reengineering process, job satisfaction and intention to leave.