Impact of Quality of Work Life on Job Satisfaction (Case Study: Sport Teachers in Department of Education from Urmia) Bayan Fatehi 1*, Ismail Amini 2, Ali Karimi 3, Bisotoon Azizi 4 JSS ESEACH JOUNAL OF Vol 3 (1): 15-22 http://www.rjssjournal.com ISSN: 2148-0834 Copyright 2015 SPOT SCIENCES 1 Department of Physical Education, Tehran University, Tehran, I.. of IAN 2 Master of Educational Administration and Teachers in Department of Education from Sardasht 3 Department of Physical Education, Payame Noor University, I.. of IAN 4 Young esearchers and Elite Club, Sardasht Branch, Islamic Azad University, Sardasht, Iran *Corresponding Author: Bayan Fatehi ABSTACT The purpose of this research was to impact of Quality of Work Life on Job Satisfaction in Sport Teachers in Department of Education from Urmia. This research method is descriptive correlation. The population of this study was the Sport Teachers in Department of Education from Urmia. The research sample was obtained 225 individuals according to Morgan table. To collect the information was used, the quality of work life questionnaire by Walton (1973) and Minnesota s job satisfaction questionnaire. The validity of the questionnaires was approved by 12 professors of Management and the questionnaire's reliability with Cronbach s alpha. Gathered data analyzed by SPSS-20 Software in two separate sections of descriptive statistics and inferential statistics (Pearson correlation coefficient, multiple regression). The results showed that meaningful and positive relationship between the dimension of Quality of Work Life and Job Satisfaction in Sport Teachers in Department of Education from Urmia (P< 0.05). KEYWODS Quality Work Life, Job Satisfaction, sport Teachers. INTODUCTION The most important part of each organization is its human resource. The way managers behave and treat staff would affect their attitudes and working behaviours. When people have a positive attitude toward their job, their manager, department or organization they work in, they become much more motivated to work efficiently (Hatam, Farid, & Kavosi, 2013). Today the affectivity and high function of organizations will not occur without the assistance and cooperation of the employees. Thus emphasize was always on the various needs of the employees which determines their efficiency and effectiveness (Manzari Tavakoli & ajabi, 2013). When one has job satisfaction, feels his/her job meets his/her needs. Unfulfilled needs have negative effects over job satisfaction. Meeting the needs and expectations cause to job satisfaction (Pourezzat & Gholipour, 2008). Job satisfaction is a perception of employees about their duties and the organizations in which they work. Job satisfaction as an employee feedback to his work, on the basis of comparison between desired rewards and actual rewards (Iqbal, 2013). Job satisfaction can be indicative of work behaviours such as organizational citizenship (Organ & yan, 1995), and withdrawal behaviours such as absenteeism (Wegge, Schmidt, Parkes, & Van Dick, 2007), and turnover (Saari & Judge, 2004), and One common research finding is that job satisfaction is correlated with life satisfaction (ain, Lane & Steiner, 1991). Further, job satisfaction can partially mediate the relationship of personality variables and deviant work behaviours (Mount, Ilies & Johnson, 2006). On the other side, the quality of work life means satisfaction of an employee to meet his/her needs from sources, activities and the results acquired from involvement in the working environment (Goudarzwand Chegini & Mirdozande, 2010). Today the most practical researches that have made about the quality of life accept a new perspective implicitly to the job satisfaction and related matters to job and 15
es. J. Sport. Sci. Vol., 3 (1), 15-22, 2015 profession. However, in some articles, the quality of work life and job satisfaction assumed as an equal concepts, but the most management knowledge experts and industrial psychologists believe the quality of work life and job satisfaction have different concepts. The difference between the quality of work life and job satisfaction is at this point that job satisfaction is one of the results of the quality of working life (Mirkamali & Narenji Sani, 2008). Walton (1975) mentioned, dissatisfaction with work life is a problem, which affects almost all workers at one time, or another, regardless of position or status. The frustration, boredom, and anger common to employees disenchanted with their work life can be costly to both individual and organizational. Thus, QWL stimulates the employee job satisfaction and is essential for improving organizational and operational productivity (Tabassum, ahma, & Jahan, 2011). Various findings show the quality of work life has positive effects on job satisfaction. This result is consistent with the findings of other researchers (Goudarzwand Chegini & Mirdozande, 2010; Soltanzadeh, Ghalavand & Fattahi, 2012; Nazem, Arghneh Shakeri & Motalebi, 2011; Mirkamali & Narenji Sani, 2008; Fourie, 2004; Tabassum et al., 2011). Fourie (2004) have done a study about the predictor of job satisfaction with the quality of work life with the employees. The findings showed there is a significant relationship between the dimensions of the quality work life and the employees job satisfaction. In addition, they found that the dimension of organizational climate among the dimension of quality of work life is the most important one in prediction of job satisfaction. Another study done in 1387 to examine the relationship of work life quality and job satisfaction among the faculty members of Tehran University and Sharif Industrial University by Mir Kamali and Narenji Sani. The results showed there is a significant relationship between the components of quality of work life and job satisfaction means that only the dimension of integration and social solidarity, which is a branch of quality of work life, has little difference. The programs of quality of work life include every improvement in organizational culture that causes the growth and excellence of the employees in the organization. Therefore, Value System of QWL considers investing in people as the most important variable in the strategic management equation. Study findings show that implementation of these programs caused decreased the rate of employee compliment, decreasing the absenteeism rate, decreasing the imposition of disciplinary rules, increasing the positive attitudes of the employees, and increasing the participation rate of them in a program recommendation system (Shahbazi,Vaezi & Sanaei Poor, 2009). ichard Walton in 1974 introduced an eight-dimensional pattern to explain quality of work life that is as the follows: 1) Adequate and fair compensation: The sum of money employees receives for their mental or physical work or both, according to social criteria, volume of work and similar jobs. 2) Safe and healthy working condition: A safe physical working condition and reasonable working hours. 3) Opportunity for condition growth and security: Improved conditions to provide opportunities for individual development and opportunities for utilizing acquired skills and providing job security and income. 4) The social relevance of work life: Staffs perception of social responsibility. Social responsibility of an organization refers to the organization's commitment to ethical behaviour as a social institution in its broad sense.5) Total life space: Balance between employees work life and life responsibilities. 6) Social integration in the work organization: Integration and social cohesion refers to creating working environment in a way that the staffs have a sense of belonging (Hamidi & Mohamadi, 2012). 7) : Freedom of expression (the right to dissent or criticism of the attitude of supervisors), ability to respond to organizational issues, including salary, bonuses and job security and the organization s desire to regulate them are among the elements of quality of work in the organization. 8) Development of human capabilities: Using autonomy and self control, benefitting from diverse skills, accessing to information about the future, and planning and executing activities for the employees are among the mentionable items in quality of work life (Kamali Sajjad & Abbasi, 2014). Nowadays organizations have strategic perspective of human resources as their smart and valuable assets so pay more attention to the promotion of life quality and job satisfaction of the employees than any other times. Promotion of lifequality of the employees needs the efforts of organization management to compile supportive strategies for human resources. Thus, optimal uses of human resources rely on taking right human resource strategies and on those actions to protect body, spirit, and human dignity of the employees (Hatami, Mir Jafari & Mujahid Jahromi, 2011). egarding to the importance of work life and job satisfaction over personal and organizational variables, the main point of this research is to investigate the relation of 16
es. J. Sport. Sci. Vol., 3 (1), 15-22, 2015 quality of work life and job satisfaction of the Sport Teachers in Department of Education from Urmia, West Azerbaijan, and Iran. The conceptual model of the survey The conceptual model of the survey is shown in figure 1. Adequate and fair compensation Safe and healthy environment Growth and security Quality Work Life Job Satisfaction Social relevance Total life space Social integration Development of human capabilities Figure 1. The Conceptual Model. MATEIALS AND METHODS This research method is descriptive correlational. The population of this study was the Sport Teachers in Department of Education from Urmia. The research sample was obtained 225 individuals according to Morgan table. To collect the information was used the quality of work life questionnaire of walton (1973) which measures 8 dimensions (Adequate and fair compensation, Safe and healthy environment, Growth and security,, Social relevance, total life space, Social integration, Development of human capabilities). This is a standard questionnaire including 5 questions on the Likert scale of five options. To evaluate job satisfaction was used Minnesota s job satisfaction questionnaire including 12 questions on the Likert scale of five options. The validity of the questionnaires was approved by 5 professors of Management and the questionnaires reliability with Cronbach s alpha show in table 1. Gathered data analyzed by SPSS-20 Software in two separate sections of descriptive statistics and inferential statistics (Pearson correlation coefficient, multiple regression). Table 1. Cronbach's α Score. Variables Quality Work Life Job Satisfaction Adequate And Fair Compensation Safe And Healthy Environment Growth And Security Social elevance Total Life Space Social Integration Development Of Human Capabilities Cronbach s Alpha 0.83 0.77 0.79 0.85 0.82 0.89 0.83 0.85 0.84 0.91 17
es. J. Sport. Sci. Vol., 3 (1), 15-22, 2015 ESULTS A) Descriptive results Age) age range of 23% of these experts were 30 years old, 65% between 30 and 40 years, and 12% were more than 40 years. Educational level 19% diploma, 42% associate degree, 34% BA and 5% MA. Work experience 10% about five years, 36% between 6 to 10 years, 29% between 11 to 15 years, 21% between 16 to 20 years and 4% more than 20 years had work experience. Table 2 shows the Descriptive indicators between Quality Work Life dimensions Table 2. Descriptive indicators between Quality Work Life dimension. Variables Adequate And Fair Compensation Safe And Healthy Environment Growth And Security Social elevance Total Life Space Social Integration Development Of Human Capabilities Job Satisfaction Mean 7.8 9.62 16.85 17.25 19.81 12.58 12.8 11.86 18.25 SD 2.2 1.6 2.56 2.5 3.7 1.9 3.32 3.5 4.3 B) The results of testing hypotheses Table 3 shows that meaningful and positive relationship between Quality of Work Life and Job Satisfaction in sport teachers of the Department of Education from Urmia. Also result shows that meaningful and positive relationship between Adequate And Fair Compensation (p< 0.05), Safe And Healthy Environment (p<0.05), Growth And Security (p<0.05), (p<0.05), Social elevance (p<0.05), Total Life Space (p<0.05), Social Integration (p<0.05), Development Of Human Capabilities (p< 0.05), with Job Satisfaction. Table 3. Correlation between Quality Work Life and Job Satisfaction Quality Work Life and other dimension Quality Work Life Adequate And Fair Compensation Safe And Healthy Environment Growth And Security Social elevance Total Life Space Social Integration Development Of Human Capabilities Job Satisfaction 0.78 0.43 0.21 0.68 0.70 0.24 0.8 0.39 0.52 Table 4 shows the result of Multiple egression between Quality Work Life and Job Satisfaction in sport teachers from Department of Education from Urmia. 18
es. J. Sport. Sci. Vol., 3 (1), 15-22, 2015 Table 4. esult of Multiple egressions between Quality Work Life and Job Satisfaction Predictive variable Adequate And Fair Compensation Safe And Healthy Environment Growth And Security Social elevance Total Life Space Social Integration Development Of Human Capabilities Criterion variable Job Satisfaction 2 0.48 β 0.18 0.12 0.09 0.45 0.15 0.33 0.26 0.60 ρ 0.03 0.19 0.00 0.00 0.04 0.00 0.00 0.09 2 values indicate 48% of ANOVA, the variety of job satisfaction is determined by a linear combination of quality work life s components. The coefficient β (regression coefficients) indicates fair and adequate wages (β= 0.18); Healthy and secure working environment (β= 0.12), provide growth opportunities and permanent security (β= 0.09), legalism in organizational work (β=0.45), social life depends (β=0.15), total life sphere (β=0.33), Integration and Social Cohesion (β=0.26), and expanding human abilities (β=0.60) are predictors of job satisfaction levels. DISCUSSION AND CONCLUSION In this section regards to the results of hypotheses and theoretical and experimental studies, we analyzed the hypotheses and discussed their comparisons with the literatures. The results of analyzing the main hypotheses show there is a positive and significant relationship between quality work life and job satisfaction of sport teachers from Department of Education from Urmia teachers; i.e. by increasing the quality work life, job satisfaction of the employees will increase. The findings show quality work life has positive effect over job satisfaction. This result is in consistence with the findings of the other researchers (Goudarzwand Chegini & Mirdozande, 2010; Soltanzadeh, et al, 2012; Nazem et al., 2011; Mirkamali & Narenji Sani, 2008; Fourie, 2004; Tabassum et al., 2011). John (1992) believes satisfaction of job position and happiness in a job have highly affected over mental states of employees, thus he/she tries best to save his/her job which results to show better and desirable performance. This performance equals to feelings of happiness, therefore the success of the organization is similar to his/her success in personal life (Hatemi, Mir Hafari & Mojahid Jahromi, 2011). Finally, having such employees who have job satisfaction is an important matter that organizations have to consider it and increase their quality of work life (Hatemi et al., 2011). So, there is an urgent need to improve the quality work life of sport teachers from Department of Education from Urmia. Thus we result the managers of the Department of Education from Urmia should try to improve the quality of work life of their employees to increase their job satisfaction. The results of analyzing first hypotheses show there is a significant and positive relationship between fair and sufficient pay and job satisfaction in sport teachers from Department of Education from Urmia teachers; i.e. by increasing fair and sufficient pay, job satisfaction will increase too. Also findings show fair and sufficient pay has positive effects over job satisfaction. These results are consistent with the findings of other researchers (Goudarzwand Chegini & Mirdozande, 2010; Soltanzadeh, et al, 2012; Nazem et al., 2011; Mirkamali & Narenji Sani, 2008; Fourie, 2004; Tabassum et al., 2011). Faring and sufficient payment mean equal pay for equal work and also the proportion of salaries to socials and employees norms and their fitness to all various works (Mirkamali & Narenji Sani, 2008). It is important that payment system to satisfy good employees, which within the organization based on equality and is competitive in terms of external. This causes to increase the employees willing to do the work so keeping of good ones is easier. In addition, fair and sufficient payment of considering rewards for better efficiency could cause motivation in them. Thus, we conclude the managers of Department of Education from Urmia sport teachers should try to pay fair wages to their employees in order to improve their job satisfaction. 19
es. J. Sport. Sci. Vol., 3 (1), 15-22, 2015 Analyzing results of second hypotheses show there is a positive and significant relationship between secure and healthy workplace and job satisfaction of sport teachers from Department of Education from Urmia; i.e. by increasing the security and healthiness of workplace the job satisfaction will increase too. Also findings showed secure and healthy work place have a positive effect over job satisfaction. These findings are in consistent with the findings of other researchers (Goudarzwand Chegini & Mirdozande, 2010; Soltanzadeh, et al, 2012; Nazem et al., 2011; Mirkamali & Narenji Sani, 2008; Fourie, 2004; Tabassum et al., 2011). Secure and healthy workplace means creating secure working conditions in terms of physically and setting logical work hours. Surveying the employees and create a feedback system of them uses their views and considering their needs would cause to be set a favourable secure and healthy working atmosphere atmosphere (Nazem et al., 2011). Thus we conclude the managers of the sport teachers from Department of Education from Urmia should try to improve a secure and the healthy working place to increase the levels of their employees satisfaction. The results of analyzing third hypotheses show there is a positive and meaningful relationship between providing growth opportunities and stable security with job satisfaction of Department of Education from Urmia sport teachers; i.e. by increasing growth opportunities and stable security, job satisfaction will increase too. In addition, the findings show providing opportunities and stable security have positive effects over job satisfaction. This result is in consistency with the findings of other researchers (Goudarzwand Chegini & Mirdozande, 2010; Soltanzadeh, et al, 2012; Nazem et al., 2011; Mirkamali & Narenji Sani, 2008; Fourie, 2004; Tabassum et al., 2011). The aim of providing growth opportunities and stable security is creating the chance of acquiring skills and trainings and at the same time providing a coordination, field for the employees with organizational missions, goals, programs, and strategies towards preparing the needs of persons and the organization (Gholami, 2009). Thus, we conclude the managers of Department of Education from Urmia should provide the chance of growth and stable security for their employees to improve the levels of their job satisfaction. The results of analyzing forth hypotheses show there is a positive and meaningful relationship between legalism in the organization and job satisfaction of sport teachers from Department of Education from Urmia teachers; i.e. by increasing levels of legalism, job satisfaction will increase in the organization too. Also findings show organizational legalism has positive effects over job satisfaction. These findings are in consistency with the findings of other researchers (Goudarzwand Chegini & Mirdozande, 2010; Soltanzadeh, et al, 2012; Nazem et al., 2011; Mirkamali & Narenji Sani, 2008; Fourie, 2004; Tabassum et al., 2011). Legalism in work means providing freedom of expression without fear of revenge from higher officials and law domination governs over human domination (Mirkamali & Narenji Sani, 2008). One of the actions in the workplace that results in job satisfaction is creating an appropriate sphere of freedom expression without having fear from higher officials and providing relative calmness to the employees (Nazem et al., 2011). If legal terms ruling over the organization, personal behaviour of the employees regards their favourites will decrease, nobody can take a decision by own self and personally, the works would centralize, the people would express themselves without fear of later revenges, la domination governs over human domination. Finally, job satisfaction will increase. Therefore the managers of Department of Education from Urmia to improve levels of their employee job satisfaction should try to make better the quality of working life of them in order to dominate organizational legalism. The results of analyzing fifth hypotheses show there is a positive and meaningful relationship between social responsibility and job satisfaction from Department of Education from Urmia sport teachers; i.e. by increasing levels of socials dependency, job satisfaction will increase too. Also findings show social dependency has positive effects over job satisfaction. This result is in consistency with the findings of other researchers (Goudarzwand Chegini & Mirdozande, 2010; Soltanzadeh, et al, 2012; Nazem et al., 2011; Mirkamali & Narenji Sani, 2008; Fourie, 2004; Tabassum et al., 2011). Many discussions have been raised about this matter. In most of them, the important issues for the employees increasingly were the beneficial social roles of organization and the effects of social consequences and its activities. We conclude those organizations that deny their social responsibilities would try to despise the importance of their employees work and professionals in order to make a base to satisfy and provide themselves respectful and high positions over their employees (Mir Sepasi, 1997). egards to the research findings about the relationship between social dependency of employees life and job satisfaction includes the Department of Education from Urmia sport teachers should try to improve employees social life dependency in order to increase the levels of job satisfaction. 20
es. J. Sport. Sci. Vol., 3 (1), 15-22, 2015 The results of analyzing sixth hypotheses show there is a positive and meaningful relationship between total life space and job satisfaction of Department of Education from Urmia sport teachers; i.e. by increasing the total life space, job satisfaction will increase too. In addition, the findings show total life space has positive effects over job satisfaction. This result is in consistency with the findings of other researchers (Goudarzwand Chegini & Mirdozande, 2010; Soltanzadeh, et al, 2012; Nazem et al., 2011; Mirkamali & Narenji Sani, 2008; Fourie, 2004; Tabassum et al., 2011). Creating dependency of work directly to the total life space through setting the concept of employees time balance in the workplace and his/her time for his/her family could establish an equilibrium between the employees working and life. In addition, designation, duties of the job and its qualifying conditions may have positive effects over moral sense of the employees and upgrading their career path (Kamali Sajjad & Abbasi, 2014). egards to the finding of this research based on the relationship between social dependency of employees life and their job satisfaction it is concluded that the Department of Education from Urmia sport teachers should try to improve the total sphere of their employee s life in order to improve their job satisfaction. The results of analyzing seventh hypotheses show there is a positive and meaningful relationship between integration and social life dependency in the organization and job satisfaction of Department of Education from Urmia sport teachers; i.e. by increasing integration and social life dependency in the organization, job satisfaction will increase too. Findings also show that integration and social life dependency in organization have positive effects over job satisfaction. This result is in consistency with the findings of other researchers (Goudarzwand Chegini & Mirdozande, 2010; Soltanzadeh, et al, 2012; Nazem et al., 2011; Mirkamali & Narenji Sani, 2008; Fourie, 2004; Tabassum et al., 2011). Considering integration and social solidarity are among those workings life quality components, and then they have a positive relationship with job satisfaction. We suggest to the officials of this organization by creating a suitable working place try to improve job satisfaction among their employees in order to strengthen their dependency feeling and their social salutatory. This matter could extend centralized working place based on group working, respect and cooperative decision-making. The results of analyzing eighth hypotheses show there is a positive and meaningful relationship between human abilities and job satisfaction of Department of Education from Urmia sport teachers; i.e. by increasing and extending human abilities, job satisfaction would increase too. Also findings show extending human abilities may have positive effects over job satisfaction. This finding is in consistency with the findings of other researchers (Goudarzwand Chegini & Mirdozande, 2010; Soltanzadeh, et al, 2012; Nazem et al., 2011; Mirkamali & Narenji Sani, 2008; Fourie, 2004; Tabassum et al., 2011). Therefore, by providing fields of own ruling and benefitting from various skills for employees as a type of reward, we could expect to have satisfied and happy employees regard to those facilities we provide them. eferences Fourie AS, 2004. Predicting Satisfaction with Quality of Work Life. Master's Thesis, University of South Africa. 12-13. Gholami A, 2009. Factors affecting quality of work life in organizations, Journal of Human Development and the Police. 6 (24): 100-80. Goudarzwand Chegini M, Mirdozande Saiiedeh Ghazala, 2010. The relationship between quality of work life and job satisfaction of public hospitals in asht," Journal of esearch in Medical Sciences. 14(2): 108-111. Hamidi F, Mohamadi B, 2012. Teachers' quality of work life in secondary schools. International Journal of Vocational and Technical Education. 4(1): 1-5. Hatam N, Fardid M, Kavosi Z, 2013. Perceptions of Organizational Justice Among Nurses Working in University Hospitals of Shiraz: A Comparison Between General and Specialty Settings Nurs Midwifery Stud. 2(2): 77-82. Hatami H, Mir Jafari SH, Mujahid Jahromi S, 2011. elationship between quality of work life, organizational commitment and productivity of the employees University of Medical Sciences of jahrum. scientific Journal - a New Approach to esearch in Educational Administration. 2(3): 40-25. Iqbal K, 2013. Determinants of Organizational Justice and its impact on Job Satisfaction. A Pakistan Base Survey" International eview of Management and Business esearch. 2(1): 48-56 Kamali S, Noushin Abbasi B, 2014. Studying the elationship between Quality of work life and Organizationa Commitment.esearch Journal of ecent Sciences. 3(2): 92 99. 21
es. J. Sport. Sci. Vol., 3 (1), 15-22, 2015 Manzari Tavakoli, ajabi M, 2013. Investigating the relationship between perceived organizational justice and job satisfaction, Kerman University of Medical Sciences and Health Services. Journal of Health and Development. 2(1): 32-22. Mir Sepias N, 1997. Human resource management and labor relations, strategic approach. first edition, Tehran: Vienna. Mirkamali SM, Narenji Sani F, 2008. Investigating the relationship between quality of work life and job satisfaction among faculty members of Tehran and Sharif. Journal of esearch and Planning in Higher Education. 48: 65-75. Mount, M., Ilies,., & Johnson, E. (2006). elationship of personality traits and counterproductive work behaviors: The mediating effects of job satisfaction. Personnel Psychology, 59, 591-622. Nazem F, Arghneh Shakeri JG, Motalebi A, 2011. Investigating the relationship between quality of work life and job satisfaction among secondary school teachers in the city schools of education Nazarabad. Journal of Social. 4(12): 95-75. Organ DW, yan K, 1995. A meta-analytic review of attitudinal and dispositional predictors of organizational citizenship behavior. Personnel Psychology. 48: 775-802. Pourezzat AA, Gholipour Arin, 2008. Study of structural barriers in the pursuit of justice. Journal of Political Social-Second bardasht. 8: 247-231. ain JS, Lane IM, Steiner DD, 1991. A current look at the job satisfaction/life satisfaction relationship: eview and future considerations. Human elations. 44: 287 307. Saari LM, Judge TA, 2004. Employee attitudes and job satisfaction. Human esource Management. 43: 395-407. Shahbazi B, Vaezi M, Sanaei Poor H, 2009. Explaining the relationship between quality of work life and performance of university managers. Journal of Public Management. 1(3): 84-69. Soltanzadeh V, Ghalavand H, Fattahi M, 2012. Study of the relationship between quality of work life and job satisfaction among faculty members, Shiraz. The Journal of Human esource Management. 4(2): 149-125. Tabassum A, ahma T, Jahan K, 2011. Quality of Work Life among Male and Female Employees of Private Commercial Banks in Bangladesh. International Journal of Economics and Management. 5(1): 266 282. Wegge J, Schmidt K, Parkes C, Van Dick K, 2007. Taking a sickie : Job satisfaction and job involvement as interactive predictors of absenteeism in a public organization. Journal of Occupational and Organizational Psychology. 80: 77-89. 22