job satisfaction

The purpose of this study was to investigate the effect of customers 'destructive behaviors on employees' reactions such as leaving the service, job satisfaction of frontline employees with regard to the moderating role of behavioral approach of managers and colleagues in tourism agencies in Tehran. The leading study used a survey-correlation method to collect data. Statistical population of all travel agencies in Tehran that are somehow involved with tourists and customers. For this purpose, 400 questionnaires were distributed and 384 questionnaires were collected. In this research, the standard questionnaire has been used in absentia and the data have been analyzed through SPSS and lisrel software. Destructive behaviors of customers have an effect on job feelings (emotional disharmony and emotional burnout) of employees and also job feelings of employees have a direct effect on intention to leave the job and job satisfaction. Based on the results, it can be said that the destructive behaviors of customers increase job leaving and decrease employee job satisfaction. Managers' behavioral approach, the use of emotional intelligence and customer orientation seek to neutralize these negative emotions in employees and customers. It is also necessary to increase cooperation in the behavioral approach of colleagues and reduce unhealthy competition. Destructive behaviors of customers can affect the negative emotions of employees and by considering the moderating effect of emotional intelligence, customer orientation, cooperation, competition cause behavioral reactions such as leaving the job and job satisfaction.

Given that the effectiveness of any organization and the achievement of its goals are related to the performance of employees and their job satisfaction, Therefore, this article, compiled in an analytical-review method and using library resources and internet sites, tries to analyze the factors affecting the job satisfaction of the experts of the Agricultural Jihad Organization of Khuzestan province and provide the necessary solutions. Job satisfaction has a decisive role in many factors of organizational productivity, and improving performance in organizational civic behavior, organizational commitment, job attachment and mental health of employees and reducing behaviors such as absenteeism, leaving the service and many other behaviors, including the consequences of creating a sense of satisfaction It is a job in the employees of organizations. These valuable consequences should be a strong motivation for managers of organizations to pay serious attention to the issue of job satisfaction of employees and take measures to create it. The first step in this case requires identifying the dimensions and aspects of job satisfaction and their nature, which should be achieved through research and surveys. This knowledge provides the basis for discovering the causes of job satisfaction. By discovering the factors influencing job satisfaction and applying interventions to improve these causes in various dimensions, job satisfaction will increase, which will lead to higher levels of positive outcomes and lower levels of negative outcomes. For this purpose, the aim of this research is to achieve this goal.

The cooperative sector, along with other public and private sectors that face many failures to achieve efficiency, is considered as a subset of the third sector (social economy). By having principles such as free and optional membership, democratic control, limited capital profit, excess income and training and cooperation among cooperative members, cooperatives can be a suitable platform for the activity and success of people with little capital but with great ability. In general, it can be said that cooperatives are a suitable policy to support the decentralized funds in the society and also to create employment and reduce the unemployment rate. Therefore, this research seeks to identify the factors that prevent and promote the development of rural production cooperatives. This study was carried out by a descriptive-survey method with a random sampling method according to the size of the floor among 226 members of production cooperatives in Songhor, Sahne and Kangavar cities. The validity of the questionnaire was confirmed using experts' opinions and its reliability was confirmed using Cronbach's alpha test. The alpha level was acceptable for each of the research variables. Data analysis was done by SPSS software. The results of the average comparison between the respondents' views regarding the preventing and promoting factors and variables such as gender and age do not have a statistically significant difference. While there is a statistically significant difference between the views of the respondents regarding the preventing and promoting factors and the education level variable. Also, the results of the correlation showed that there is a statistically significant relationship between the views of the respondents regarding the preventing and promoting factors and the variables of membership history and the number of training courses.

The provided present research aimed to Examine the Mediating Role of Employee Job Satisfaction in the Impact of Intellectual Capitals on Manpower Productivity in the Hotel Industry in 3, 4 & 5 Star Hotels of East Azerbaijan Province has been done in the summer of 2016. The data required for this research has gathered by questionnaire with Simple random sampling method through 3, 4 & 5 stars hotels employees of Tabriz City. This research, in terms of purpose is functional and based on data collection, is descriptive survey. Also, It has been used structural equation modeling through the Smart Pls software to analyze data. Statistical population of this research has considered all employees of the 3, 4 & 5 stars Hotels Tabriz City. The provided results indicate that the Intellectual Capitals on Employee Job Satisfaction & Manpower Productivity has a direct and significant impact; & also impact of Employee Job Satisfaction on Manpower Productivity is direct & significant. & Intellectual Capitals variable through the intermediate role of Employee Job Satisfaction on Manpower Productivity has a indirect and significant impact.

Extended Abstract: Even though the benefits of the perceived forgiveness climate have been acknowledged in organizations, most services businesses, especially in relation to the tourism industry, have neglected this important category. This study aimed to investigate the impact of the perceived forgiveness climate on learning behavior, job satisfaction, and intention to quit, as well as the mediating role of learning behavior in the relationship between independent and dependent variables. This is an applied research in terms of objective, and a survey research in terms of method, because a questionnaire was used to determine the quantity and type of relationships between variables to find an answer for a scientific question in the real world. According to the statistics and existing data (at the time of the study), the study population consisted of 580 receptionists of Mashhad apartment hotels and hostels.
The results indicated that the perceived forgiveness climate has a positive impact on job satisfaction and learning behavior of employees. However, contrary to the research hypothesis, the relationship between the perceived forgiveness climate and intention to quit was not confirmed. Moreover, the mediating role of learning behavior in the relationships between the perceived forgiveness climate, job satisfaction, and intention to quit was confirmed.
Hospitality organizations always face potential errors (e.g. service failure) and are quite familiar with the negative effects of such mistakes. They commonly use sophisticated technologies, planned strategies, and excessive and strict controls over the behaviors of employees involved in delivering customer services, and hence neglect to focus their attention on positive organizational behaviors. Nevertheless, it is quite impossible to eliminate or prevent human errors. Therefore, the workplace forgiveness climate is vital for the service sector. In service organizations where there is a lack of forgiveness and those who make mistakes are punished, the cause of error is usually ignored and employees are reluctant to talk about their mistakes. Therefore, learning behavior never occurs and it is likely that the organizations face employees’ low job satisfaction and high intention to quit.
This study aimed to investigate the relationship between the perceived forgiveness climate, employee learning behavior, job satisfaction, and intention to quit, as well as the mediating role of learning behavior in the relationship between the perceived forgiveness climate and job attitudes (job satisfaction and intention to quit).
This is an applied research in terms of objective and a questionnaire was using to collect the data. The questionnaire’s items were selected from Guchait studies (2016) for the perceived forgiveness climate (3 items) and the learning behavior (5 items), Saks studies (2006) for job satisfaction (3 items), and Nadiri and Tanova studies (2010) for intention to quit (3 items). Factor analysis was used to assess the construct validity of the questionnaire. According to existing data, the population consisted of 580 receptionists who worked in Mashhad apartment hotels and hostels.
The Cochran formula was used to determine the sample size from a given finite population. According to an initial pretest performed on a sample of 30 questionnaires, the minimum sample size was determined 231 people. Then, a total of 235 questionnaires were collected. Data analysis was carried out using various statistical methods, namely Pearson’s zero-order correlation coefficient and structural equation modeling for evaluating the structural equation model fitness with the collected data, using AMOS and SPSS.
In this research, eight hypotheses were formulated and seven were confirmed. The study results for the given population indicated a positive relationship between the perceived forgiveness climate, learning behavior, and job satisfaction. Learning behavior is positively related to employee job satisfaction, while its relation with intention to quit is negative. Furthermore, job satisfaction has a negative impact on intention to quit. Findings of the study suggest that learning behavior has a mediating role in the relationship between the perceived forgiveness climate and intention to quit. Therefore, it can be concluded that the increased learning behavior of the receptionists can increase their job satisfaction but decrease their intention to quit. However, the research hypothesis about the negative relationship between the perceived forgiveness climate and intention to quit was rejected, which can be attributed to the cultural and economic issues, as well as incompatibility in personality traits and the desired job.
According to the research findings, the perceived forgiveness climate plays an important role in reducing job stress, which contributes to job satisfaction and reduced intention to quit through the occurrence of learning behaviors. Therefore, managers of tourism organizations are required to strengthen the perceived forgiveness climate within their organizations in order to maintain skilled human resources, as a prerequisite for providing services to meet their customers’ need. Dissemination of learning behavior among employees of the tourism industry can be achieved through the perceived forgiveness climate. Therefore, managers of tourism organizations need to develop policies, plans, and strategies to engage employees in learning behavior to produce positive results (namely, reducing the intention to quit the job). Achieving this goal, to some extent, depends on creating a safe work environment (i.e. the perceived forgiveness climate) within the organization.

The rapid growth of the urban population, has created issues and problems -including air pollution, unemployment, inharmonious development and etc- for cities. Planners of urban affairs, believe that creating new towns is one of the ways to solve the problems of urban areas. But these new towns, have not so far met the existent expectations, and one of the reasons for not meeting these needs, is lack of employment opportunities for the residents of these cities. Iranian new towns are mainly dependent on the metropolises, and mostly play a dormitory role. Residents of these towns are usually working in metropolises and surrounding cities. The purpose of this study is analyzing employment situation in the new town of Baharestan. The research method in this paper is descriptive–analytical and is based on the library and field data. To measure the research variables, we used questionnaires, also the data of comprehensive-detailed plan of Baharestan town. And for data analysis Eta-squared test, linear regression and etc were used. Results show that there is no significant relationship between employment in agriculture and industry part, and the size of Baharestan city, but we observed a meaningful relationship between the size of the city and employment in the part of services. While, those residents, employed in Baharestan, felt more professional satisfaction, than those ressidents, employed out of Baharestan. Also, results show that Baharestan new town has not been successful in creating occupation.

The shortage of employment opportunities is the main reason of some problems such as low income, under-development and immigration to cities in the rural areas. Along with agricultural sector, non-agricultural sector and, specially, rural industries also have high potential to raise labor employment in such areas. However, there are some factors that restrict to employ all potentials of rural industries for employment generation. This study shows how the rural industries could success to create employment under effects of environmental, structural, individual, economical, technical, social, cultural political and legal factors. The conceptual framework of this study was built base on a literature review, statistical data and interview with scholars and expertise. These materials helped us to design and modify a questionnaire which was the main element for data gathering. A systematic random sampling method was used in which a sample size of 90 firms, calculated by Cochran formula, was selected to this propose. Economically, capital amount, The amount of working capital, early studies, demand for products, places where raw materials are produced, quality and cost of competing products have effect on increasing employment. Research limitation: One of the most important research problems distribution industry professionals surveyed had access to them.Practical implications: Identify factors that influence the success of rural industries to create jobs for new job opportunities and help improve the livelihoods of rural income and balancing urban and rural incomes and thus reduce rural migration can influence.Original/value: For the first time in the country at this level of success in job creation and rural industries have been investigated factors.

Rural - urban migration is one of the consequences of growing industrial cities. This kind of migration has continued in recent decades, especially toward metropolitan cities. The subjects such as living problems, job finding and employment for the slummers which have been accommodated in slums, is of the great challenges for the governments. The lack of enough education and necessary skills to find a suitable job has resulted in disillusion among young slummers. At the present study, we have illustrated the significance of the impact of manufacturing workshops on population aggregate in one of the slums in Mashhad. Some 254 workshops were chosen, from which 84 workshops were in the Abkuh and the others were located in Ghaleh Sakhteman. The Cochran model was used to define the number of the workshops. The procedure of the investigation is based on questionnaire forms which have been filled by participants in these two case locations.  Our results have shown that one of the most important reasons to choose the work place is the implication distance from living home for both employers and workers. The familiarity relationship between employers and workers is another factor for absorbing the migrant populations to these areas.From the aspect of ethnic texture, the origin of most emigrants to Ghaleh Sakhteman were from small towns in big Khorasan province such as Fariman, Ghoochan, Torbat and etc, while the emigrants to Abkuh were originated  mostly from other cities like Qum, Kerman,  Kashan and Tehran.

This study examines the level of farmers'' perception of hazards، as well as their impacts on efficiency and mentally quality of farmers'' life and profession. The relationship between each dimension of quality of work life and efficiency is studied too. he research method is descriptive and includes a survey of many selected villages in Yazd province (farmers in Central section of Bahabad County). The Statistic Society of research is a 1186 agricultural Operations. On the base of Cochrane formula; the authors have used cluster. In this study، farmers have been asked about subjects such as: what extent each of the natural and human hazards (listed in the questionnaire) caused perception of hazard in them. To evaluate the efficiency of farmers، related factors such as income، spending، interest and motivation، ability and skill، number of hours worked and the other factors have been examined. Personal reports of farmers about their quality of work life have been studied too. Another goal has been investigating the relationship between farmers'' personal characteristics (independent variables) with three variables: their Occupational hazard perception، efficiency and quality of work life (dependent variables). Spearman and Pearson correlation test has been used for this purpose. According to research، three questionnaires (Occupational hazard perception questionnaire، efficiency and quality of life questionnaire) have been designed and set up. The Components of each questionnaire are as fallows: after reviewing the experiences of domestic and foreign experts، library studies، observation case study، Interviews with experts Agricultural Jihad Organization، farmers and agricultural Professors of Geography and Rural Planning and Management were identified. In order to estimate the internal consistency of the questions، Cronbach''s alpha has been used. The coefficient obtained for the Occupational hazard perception questionnaire with 0/91 for quality of work life questionnaire with 82/0 and for efficiency questionnaires with 0/86 indicates high internal consistency of questions. Findings of Research: The obtained average for farmer Occupational hazard perception (34/115) indicated that the farmers feel hazard in their jobs، in a high level. Survey about the Quality of Work Life responses indicated that 59 percent of farmers were satisfied and 23% were dissatisfied. Farmers who have higher incomes and those who have participated in Jihad Agriculture extension classes، have been less faced with the Occupational hazard perception. On the one hand، with increasing levels of education، higher income، more work experience and participate in the classes increased agricultural efficiency; On the other hand، increasing age and the amount of land tenure، have caused low agricultural efficiency. Older farmers and the ones who are experience in agricultural jobs experience a lower quality of life. Farmers who have higher incomes and those who participate in organizations enjoy higher quality. On the other hand، farmers with more land experience a lower quality of work life. To investigate the relationship between the main variables of the study، the Pearson correlation test has been used. The results showed that there was negative correlation at 99% level between the Occupational hazard perception of farmers and efficiency of them. This meaned that with increasing Occupational hazard perception of farmers، their efficiency was low، and vice versa. Also there was negative correlation at 99% level between the Occupational hazard perception of farmers and their quality of work life. In other words، increasing the Occupational hazard perception of farmers، lowers their quality of work life; and vice versa. The results also showed that there was a positive significant relationship in level of 99% between the efficiency and quality of work life. This meaned that by increasing the efficiency of farmers، their quality of work life has been enhanced. The results of this study showed that the farmer Occupational hazard perception has been causes reduced efficiency and quality of work life. In fact the farmers with less Occupational hazard perception experienced greater efficiency and higher quality of work life.