RELATIONSHIP BETWEEN SOCIAL CAPITAL AND QUALITY OF WORK-LIFE

Transcription

1 RELATIONSHIP BETWEEN SOCIAL CAPITAL AND QUALITY OF WORK-LIFE HOSSEIN NAZOKTABAR*, REZA FARAJTABAR**, ELHAM ASGHARI ASTANEI***, EHSAN KAMIZI**** * Phd student of Sociology department, Payame Noor University, , I.R of IRAN ** M.A Sociology, Payame Noor University, Sari City, I.R of IRAN *** MA student of English Teaching of Azad University, Sari city, IRAN country **** Phd students of Accounting and faculty member of Scientific Politics Center, Tehran City, IRAN Country ABSTRACT Pinnacle Research Journals 206 The concept of social capital is used as a tool for understanding quality of work-life and is known as a basis of organizational excellence. This aim of this study is identifying the effects of social capital on the quality of work- life of employees. Social capital is a multidimensional concept. Social capital concept is an important one because it joins several important sociological concepts, such as social support, integration and cohesion. Quality of Working Life is a term that had been used to describe the broader job-related experience an individual has. Social capital is essential for the well-functioning of quality of working. In this article, we suggest that the concept of organizational social capital can be used for this purpose. This study is a correlation research. The population of the study is all staff of Payam Noor University of Mazandaran; that among them130 people were selected by stratified sampling. The data in this study were analyzed with correlation analysis and structural equation model. Data analysis was performed using SPSS and Lisrel Software. The results showed that there is a significant positive correlation between the dimensions of social capital (structural, relational and cognitive) with the quality of work life. Also, SEM analysis indicated that the dimensions of social capital have the power to predict the quality of work life. As we have seen, social capital dimensions are good predictors of quality of working life. KEYWORDS: Social Capital, Structural Capital, Cognitive Capital, Relational Capital, Quality of Work-Life.

2 INTRODUCTION Pinnacle Research Journals 207 Nowadays in a competition world where the quality of work-life has been improved in all fields, just the organizations are capable of lasting that are the most profitable (Beneficial). One of the most prominent organization resources is manpower. Unsuccessful organizations lack the needed competence to improve the employee s quality of work- life. On the other hand today the social capital concept is known as on organization advantage base(nasr Esfahani and et al, 2011:107). This is able to prevent organizations from backwardness (Madani Ghahfarokh, 2003: 7). Maybe in past providing the social capital was not considerable as a necessary adequacy for generations but today is essential (Alvani and et al, 2003: 67). The quality of work-life means one staffs satisfaction of the needs provided by resources, activities and the results by involving and cooperating at work place (Armstrong, 2007: 17). In fact, This definition means, achieving to an efficient work place where is capable of providing individual and organizational necessities, Then enhancing the values in order to enhance the safety welfare, job safety, job satisfaction, vesting the skills and balancing work life and life. Investigations accomplished on available theories and review of research indicates that the amount of social capital and its variables such as thrust and cooperation affects the staff s quality of work life in an organization. Social capital is a parameter that makes best the ability of voluntarily cooperatively collective organizing to solve the general and cooperative problems. If there is no social capital the ability of collective use along with cooperation from resources for general purposes, it is unlikely that just the financial capital and increasing the human capital result in positive consequences based on economic growth, quality of work-life and job satisfaction the staffs quality of work- life. Is more permanent in an organization where it is formed by interaction and improvement of social frame work of other (Saraji and et al, 2006: 68). The findings show that executing these programs causes decreasing the amount of staffs complaints' reducing the absentisms, decreasing disciplinary requirements, increasing the staffs positive attitude and their in evolvement in organization(gordon, 1993: 39). On the other hand, providing staffs needs will result in organizations, long- term efficacy(shareef, 1990:69). Thus, the preset study has been accomplished aimed investigating the effect of social capital on quality of work-life at mazandaran Payam Noor university staffs. The organizational social capital can be known as a result of organizations mean leers relations based on. Matures trust worthy and understanding that makes the social life more pleasant and desirable in the organization (Najafi Ghiri and et al, 2010:177). Sharif and colleges(2006), Nahapit and Gushal(1998) defined social capital as three dimensions; structural, relational and cognitive in from of cooperation, trust, moral obligations, expectations, communications networks, communications concentration, common aims, languages and values(nahapiet and et al, 1998:242, Sherif and et al, 2006: 795). On the other hand; quality of work- life has a dynamic and multidimensional structure which involves the concepts such as job safety, rewarding services, educational and occupational opportunities as well as involvement in making decision. The quality of work- life program includes all improvements in organizational culture which results in employers growth and risk(flippo, 1998: 254). Walton defines quality of work-life; employers reaction to work, specially its necessary consequences to satisfy work requirements and mental health (Walton, 1973: 11).

3 Findings show that the amount of social capital and related variables as trustworthy and cooperation effects the employers quality of work-life in an organization. Lee and colleges investigated the social capital dimensions and social trust in Britain s quality of life and profound that informed channels of social capital plays the main role in people perception quality of life and trust (Lees and et al, 2005: 231). Ricoona in investigating the effect of social capital on quality of life and satisfaction at spains work place finds that social capital is a better anticipator factor for quality of life in work place and work satisfaction in relation workers features, company organization and work place(reguena, 2003: 331). Regarding relations among social capital and quality of work- life, the social capital in this frame work as an independent variable influences the dependant variable quality of work- life. In addition, after investigating various models about social capital and quality of work- life the Model on Nahlepit and Gushal (1973) and Waltons (1998) social capitals typology has bean Used for theoretical frame work in which the research hypothesis have been collected / gathered. 1) There is a positive and meaningful relation between social capital employers quality of worklife. 2) There is a positive and meaningful relation in structural and capital and employers quality of work-life. 3) There is positive and meaningful relation in relational capital and employer s quality of worklife. 4) There is a positive and meaningful relation in cognitive capital and employer s quality of work-life. METHODOLOGY Pinnacle Research Journals 208 Presented research is correlation, measuring scaling and documentary method. These investigations statistical society was 620 who were official employers of mazandaran Payam Noor University that 130 members were selected by classification (ranking) sampling. Two questionnaires were used in measurement method. A) The quality of work-life questionnaire which was gathered by Walton. It includes 32 Walton spectra in Likret scale and eight criteria for enough and fair payment, safe and health workplaces, ensuring the growth opportunity and permanent safety, the general life space of worklife, social dependency, and social unity in organization and enhancing the human potentials (Mirkamali, 2008: 251). The questionnaires dynamicity has been computed % 87. B) The social capital questionnaire has been planned by Gushal and Nahlepit. It consists Twentyfour spectra in Likret scale and has 3 dimensions; relational and cognitive (Faraji dehsorkhi, 2009:45). The questioner dynamicity has been computel%73. FINDINGS A demography feature of the sample is Payam Noor Mazandaran university staff. The most respondents one based on age, (%44), work history 4-10 (%41) graduation, BA (%50) and gender; male (%61). At present research after data collection and essential information by questionnaire, all of them were coded then entered in SPSS software to investigate the correlation among variables. The

4 Pearson correlation test was used considering the correlation results among research variables in tablet1. It is clear that there is a positive and meaningful relation between social capital and employer s quality of work-life. In other words, the more employers social capital, the more quality of work-life of them. Thus hypotheses 1, 2, 3 and 4 are confirmed by %99 reliability and the error level less than Table1. Correlation Coefficient Social Capital and Quality of Work-Life Independent variable Dependant variable R R P Sig Conclusion Social capital Quality of work-life Confirmed Structural capital Quality of work-life Confirmed Relational capital Quality of work-life Confirmed Cognitive capital Quality of work-life Confirmed At present research, structural coefficient modeling has been applied to investigate the effect of independent variables on dependant variable in which the research hypotheses have been measured by Lisrel software. Pinnacle Research Journals 209 Table 2. Suitable Measurement Sample Criteria Hypothesis Standard coefficient T coefficient Compared critical value Test result social capital and employers quality of work-life <1.96 Pass structural capital and <1.96 pass employers quality of work-life relational capital and >1.96 pass employers cognitive quality of work-life cognitive capital and >1.96 pass employers quality of work-life The table 2 results illustrate, the main research hypothesis; There is a positive and meaningful relation between social capital and university staffs quality of work-life And so it can be told that the direction coefficient equals (0. 52) and %44 is meaningful then it is meaningful in 0.05 level; As a result the researchers claim is confirmed and it is to say that there Is %95 reliability in positive relation of social capital and university staffs quality of work-life. The first research hypothesis: there is a positive and meaningful relation between structural capital and staffs quality of work-life and considering the findings of data analysis about the relation between structural capital and staffs quality of work-life. It indicates that direction coefficient equals (0.80) and T value is 9.69>1.96 for this coefficient that is meaningful in 0.05 level. As a result, the researcher claim is confirmed and there is %95 reliability in positive relation between structural capital and staffs quality of work-life.

5 The second research hypothesis; there is a positive and meaningful relation between relational capital and staffs quality of work-life in which considering to findings resulted by data analysis about the relation between relational capital variable and staffs quality of work-life it is said that direction coefficient equals (0.87) and the value is 1.71>1.96 for the coefficient, then there is %95 reliability for positive relation between relational Capital and staffs quality of work-life. The third research hypothesis; there is a positive and meaningful relation between cognitive capital and staffs quality of work-life ; considering the findings resulted in data analysis about the relation between structural capital variable and staffs quality of work-life it is said that the direction coefficient equals (0.61) and T value is 7.14>1.96 which is meaningful in 0.05 level, So researchers claim is confirmed and there is %95 reliability in positive relation between structural capital and staffs quality of work-life. DISCUSSION AND CONCLUSION The review of literature indicates that the main focus is in describing the social capital concept and quality of work-life. Social capital influences the quality of work-life directly or indirectly through values, communications, moral obligations and cooperating in organizations function and policies. This research indicated that social capital is effective in university staffs quality of work-life and not only university staffs but also in other organizations can reach it by applying appropriate ways such as initial trustworthy, staffs cooperation and network improving to enhance social capital. The correlation- test results illustrated that there is a positive and meaningful correlation in social capital dimensions: structural, relation and quality of work life; and these findings are followed by previous researches (such as Reguena 2003). In conceptual view this relation Confirm means that by enhancing payam noor university staffs in three structural, relational and cognitive dimensions, it is expected to improve their quality of work life. Besides: structural coefficients analysis findings show that social capital dimensions are capable of forecasting the quality of work life, these sidings are coordinated to previous research findings ( such as Lee and colleagues, 2005). Pinnacle Research Journals 210 Therefore it is suggested to university principals and heads to devote their attention to networking and communication, a friendly atmosphere with trust worthy and also gathering the skills together to improve the staffs' quality of work- life. REFERENCES Alvani M, Mandjin MR, Kial A (Translators).(2003). Management and Socail Capital. Beiker V (Author). Tehran: Industerial Management Organization, pp Armstrong DJ, Riemen Schneider CK, Allen MW. (2007). Advancement, voluntary turnover and women IT: A cognitive study of work- family conflict. Faraji dehsorkhi. Hatam. (2009). Organizationalsocial capital comparative analysis in human and social art pardisesof Tehran universities by point of views of their experts,leili Khodayar.civis and psychology college,ma holderin educational management, pp

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