پديد آورندگان :
درخشيده، حامد نويسنده دانشجوي كارشناسي ارشد مديريت بازرگاني دانشگاه اصفهان , , كاظمي، علي نويسنده ,
كليدواژه :
تعهد سازماني , مشهد , رضايت شغلي , هتل , مشاركت شغلي
چكيده فارسي :
هدف از انجام اين پژوهش، بررسي تاثير مشاركت شغلي و تعهد سازماني بر رضايت و عملكرد شغلي كاركنان در صنعت هتلداري شهر مشهد است. پژوهش حاضر از حيث هدف آن، كاربردي و از حيث نحوه گردآوري داده‌ها از نوع توصيفي- پيمايشي است. جامعه آماري اين پژوهش را كليه كاركنان هتل‌هاي سه، چهار و پنج ستاره در شهر مشهد تشكيل مي‌دهند كه از اين ميان تعداد 267 نفر به عنوان نمونه آماري با استفاده از فرمول كوكران به روش تصادفي ساده انتخاب شده‌اند و اطلاعات با استفاده از پرسشنامه گردآوري شده است. براي تجزيه و تحليل داده‌ها از روش‌هاي آماري ضريب همبستگي پيرسون و مدل معادلات ساختاري استفاده شده است. نتايج نشان‌دهنده اين است كه تعهد عاطفي و تعهد هنجاري، رضايت شغلي و عملكرد شغلي را تحت تاثير قرار مي‌دهند، مشاركت شغلي، تعهد عاطفي و تعهد هنجاري را تحت تاثير قرار مي‌دهد و در نهايت، مشاركت شغلي بر رضايت شغلي و عملكرد شغلي تاثيرگذار است. مديران مي‌توانند از طريق توجه به مشاركت كاركنان در تصميم گيري‌ها و با استفاده از سيستم‌هاي تشويقي مناسب، سعي در افزايش تعهد كاركنان و همچنين بالا بردن رضايت و عملكرد شغلي كاركنان نمايند.
چكيده لاتين :
Introduction
Managers clearly understood that the most important factor in competitive advantage is organization human resources, the attention to commitment and loyalty to the organizationʹs human resources and perform tasks better roles assigned to them and even learn the role of human resources, a major concern of organizations managers. One of the major problems of organizations is employee relocation, job loss, lack of interest and pride in the organization, less motivation and ultimately leave the organization by employees. This is a high cost for the organization, involving the lowering of productivity and cost of education, empowerment, employing, 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, reduced mobility. The aim of this research is survey structural relationship between job involvement and organizational commitment on employee job satisfaction and performance in hotel industry in Mashhad city
Matherials and Method
According to the research hypothesis the conceptual model is constructed. Based on this model, job involvement in relationship with affective commitment, continuance commitment and emotional commitment, Job involvement in turn affects job satisfaction and job performance. Finally, affective commitment, continuance commitment and normative commitment are associated with job satisfaction and job performance. The populations of this research are all staff of three, four and five star hotels in Mashhad city, among of them, 267 Persons as the statistical sample with using the Cochran formula were selected randomly and data collected by using questionnaire. This research in terms of its purpose, is applicable and in terms of data collection is descriptive- survey research. For data analysis statistical method Pearson correlation coefficient and structural equation model is used. Content validity was used to test the validity of the questions. To assess the content validity of the questionnaire from experts idea, university professors and experts used. At this stage with obtaining the opinions of the above, necessary amendments were made. And ensure that the desired trait questionnaires to assess researchers. Cronbachʹs alpha coefficient of organizational commitment is 89%, job satisfaction is 91% and job Involvement is 84%.
Discussion of Results and Conclusions
Organizationʹs most valuable asset, its human capital, and note to this expensive capital that have direct impact on the failure or success of organizations. Attempts to develop a commitment to its employees, it is important that Managers should be aware. Individuals committed to the values and goals of the organization more active role in the organization and less likely to leave the organization will attempt to find new job opportunities. Results indicate that affective commitment and normative commitment influenced job satisfaction and job performance. Job involvement influenced affective commitment and normative commitment. Finally, job satisfaction and job performance is influenced by job involvement. Managers can through respect to employees involvement in decision making and with using an appropriate incentive system increase employee commitment and also improve employee 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 employees. The hotel management companies in order to provide satisfaction and commitment to the needs of the employees have sufficient sensitivity. Since the commitment is not a static concept, of hospitality-related companies can influence employees organizational commitment. The results of employee commitment to the organization that affect the organizationʹs performance are: increasing employee creativity, satisfaction, belonging, increased retention of employees in an organization, association employees, improving employee job performance, Reduction of staff leaving the organization and occupational stress that leads to success of financial and non-financial organizations and increase productivity in the organizationʹs .
