Relationship between job enrichment with organizational commitment and job satisfaction in Sari social security organization

Dissertation for obtaining a master's degree in the field: System Management and Productivity

Abstract:

Job enrichment is a concept that is discussed in many organizations, companies, and institutions these days. To examine and explain the relationship between job enrichment, organizational commitment and job satisfaction of employees of social security organization (Sari city), the type of research is descriptive, a survey, the statistical population of the research included 150 employees of social security organization (Sari city), of which 126 people were selected as the sample size based on simple sampling method. The tools of this research are standard questionnaires of job enrichment, organizational commitment and job satisfaction.  The reliability of the questionnaires was calculated using Cronbach's alpha coefficient of 0.908, 0.878 and respectively. Form and content validity were used to determine the validity of these tools. To analyze the data, the normality of the data distribution was first checked using the Kolmogorov-Smirnov test, and then the significance of the hypotheses was evaluated using the Pearson correlation coefficient and linear regression tests. The results showed that there is a positive and significant relationship between organizational commitment and job satisfaction of employees of the Social Security Organization (Sari City), and there is a positive and significant relationship between job enrichment and organizational commitment and job satisfaction of employees of the Social Security Organization (Sari City).

Key words: job enrichment, organizational commitment, job satisfaction, social security organization (Sari city)

Introduction:

Manpower with a sense of loyalty and belonging to the organization, inclined to be better than others, not only moves towards achieving organizational goals, but can be effective in creating a culture of difference in relation to the issues and problems of the organization among its colleagues. Attrition comes from different ways for the organization. High attrition can negatively affect the organization's ability to produce high-quality outputs. Also, attrition can have fatal consequences in terms of recruitment, training costs, and stoppage of operations. Being aware of the factors that cause an employee to decide to leave is very vital in the organization's ability to retain employees (Zia Al-Dini et al., 2012). Since a person's motivation is satisfaction and satisfaction, the motivation of each individual is an important prerequisite for doing work effectively. Due to the role of job satisfaction in increasing productivity, commitment to the organization, ensuring physical and mental health, speeding up the acquisition of new job skills, and increasing the individual's morale, the organization is Steyn. (Ghanbari et al., 2019). Productivity, absenteeism, resignation, late work, burnout, physical and mental health, aggressive behavior at work, organizational commitment and life satisfaction are affected by job satisfaction. A large number of researchers have stated that one way to increase people's performance and job satisfaction is job enrichment[1]. Job enrichment in search of improving the performance and satisfaction of the employee by expanding the field of activity of the individual is more important for the success and personal growth of the employee in the job.

In other words, job enrichment can be an organizational intervention designed for the reconstruction of jobs with the aim of challenging, motivating and satisfying the job of individuals (Farji et al., 2017).

In this chapter, the statement of the problem, the necessity and importance of the subject, the goals and questions of the research, and at the end a definition of specialized research words are presented.

"According to Boxall and Parcell (2003), Peffer (1998), and Gratton et al. (2000), the employees of organizations and their management is an essential element in achieving a competitive advantage for organizations. Due to the ever-increasing competition of organizations and environmental changes, organizations are looking for ways to gain a competitive advantage through their human resources. Among them, job enrichment can be mentioned. Job enrichment leads to providing more job responsibilities and challenges for employees.Job enrichment provides the possibility for employees to have the necessary authority to make decisions in their work. Job enrichment is directly related to employee motivational factors and also reducing employee absenteeism.

It seems that organizations commit their employees to their organization by enriching their employees' jobs, so that employees see their personal goals in line with the goals of the organization and use all their strength to achieve the defined goals of the organization.

It is worth noting that in the insurance industry, where employees interact directly with customers, the improvement of their performance will be easily transferred to customers; and it can be claimed that the optimal performance of employees will have a great impact on the customers' perception of the quality of services provided.

Today, the advantage that organizations have to surpass each other lies not in the use of new technology, but in the high self-confidence and commitment of employees to organizational goals.

In other words, the element of creativity and knowledge as an element of superiority in Competition has been raised (Seyd Javadin et al. 2018, p. 75) and in the meantime, the social security organization is not exempt from this, and for its survival and survival, it needs to have committed employees, and since the social security organization, considering its position in the society, and considering covering more than 52.5% of the country's population, as the largest insurance organization in the country, needs to have a different view from the past regarding the job enrichment of employees in different dimensions. Therefore, the main research questions are: From: Is there a significant relationship between job enrichment and job satisfaction and the organizational commitment of social security organization employees? 1-3- The importance and necessity of research: One of the basic factors that can lead to healthy organizational climate, increasing organizational morale, creating motivation and increasing productivity, organization, and organizational commitment.

According to the current challenges in organizations, identifying the basic factors in predicting organizational commitment as an individual need has become one of the most important issues. Theoretical and empirical evidences show that employees' perceptions of spirituality in the work environment will help to expand their level of organizational commitment. By increasing the level of commitment, people will put more effort in their work and thereby help the organization's performance. If organizations create these opportunities for their employees, the level of organizational commitment will increase. (Fathi et al., 2013).

Among the variables related to organizational commitment is job satisfaction. Job satisfaction is the enjoyment of work, doing better work, the desire of the soul in particular work, and receiving a suitable reward for tomorrow's efforts. Job satisfaction has several dimensions, it includes several dimensions, such as satisfaction with salary, promotion opportunities, job security and the importance/challenge of the job (Qamari, 2013). (Hashmat Khah, 1376). Therefore, appropriate methods to increase job satisfaction and their use by managers to increase productivity are vital (Griffin, 2013). Research shows that several factors affect employee job satisfaction. One of the basic factors that affect the job satisfaction of employees is job and job-related factors (Dehghan et al., 2009). Job enrichment is a concept that is discussed in many organizations, companies, and institutions these days. The main benefits of job enrichment for individual employees are increasing job satisfaction and increasing internal job rewards. Organizations benefit from the reduction of the high costs of absenteeism, tardiness and lack of attention to quality and other aspects of mental weakness. (Dehghan et al., 2019).

Today, leaving the job of key employees in successful organizations has become one of the most important concerns of human resource management. For this reason, organizations that can understand the reasons and effective factors in the tendency of employees to leave, will be able to use effective policies and procedures to preserve and maintain human resources before employees leave the organization (Ziauddini et al., 2013). Human being as a prominent factor plays a very important role in the realization of organizational goals, considering that their attitudes can also affect the achievement or distance from the organization's goals, several studies have been conducted to study the relationship between job enrichment and organizational commitment and employee job satisfaction, which are among the attitudes that are proposed as the essential necessity of the human factor in organizations.