Studying the Impact of Organizational Culture Dimensions on Job Satisfaction of Firefighting Staff for Tehran's District 4

Just as human beings cannot live without culture, organizations are meaningless without a comprehensive and compiled culture. In fact, culture is the spirit of the organization. Organization survives on the condition of having a strong and exhaustive organizational culture. Therefore, this research aims to study the impact of organizational culture components on job satisfaction among firefighting staff for Tehran’s district 4. In this applied research, as concerning research objective, and correlationdescriptive as concerns method of gathering data. All employees working for Tehran firefighting organization district 4 were studied in 2012. About 200 employees were selected as a sample group using Cochran formula based on stratified random sampling. Face validity and content reliability were confirmed in a reasonable level. Hypotheses were tested using one-sample t-test and route analysis. According to the results, the dominant culture in an organization is above average. Job satisfaction was gained average score in promotion aspect and low average in salary and benefits. In addition, the correlation coefficient between organizational culture components (change management, goals’ alignment, attention to clients, coordination in working teams, power coordination) and job satisfaction was r=0.629, r=0.565, r=0.430, r=0.487, r=0568 respectively. Thus, the maximum impact is associated with the impact of change management on job satisfaction, and the minimum impact is related to the impact of clients’ attention on job satisfaction. Since a direct and positive relationship was observed between independent and dependent variables; and independent variables were effective on job satisfaction. Employees will give great job satisfaction if more attention be paid to the components of organizational culture. Hence, it is necessary for managers of organizations to assure that individuals have these characteristics before assigning them to organizational positions through participation in educational workshops and on the job training courses. However, they may take appropriate measures in order to improve employees’ job satisfaction.