Analyzing the Impacts of Implementing the Paragraph in the Country Services Management Law Dealing with Salary and Fringe Benefits on Job satisfaction of Staff Working for Public Organizations in Iran

Today benefiting from skilled, motivated and capable human force is the major source and tool for realization of the objectives of the organizations either in public or private sector. During the last years efforts have been made in the public sector to improve administrative-financial laws and update the legal tool with regard to the needs of the current age and the legal responsibilities of the organizations. Therefore, the result and output of them leads to creation and or improvement of motivation and job satisfaction in the staff performance and improvement of efficiency and effectiveness in public organizations. The “Country Services Management Act”approved in 2007by the legislative assembly was notified to the concerned organizations by the office of “President’s Deputy for Development of Management and Human Resources”and its implementation started on 10 January 2010.The present research aims at reviewing the impact of implementation of the Act on job satisfaction of staff in the Ministry of Finance as one of the most important organizations in the public sector. the research data and information achieved from a sample of 295 managers, experts and staff of the organization who were selected randomly. The data gathered and correlation test and regression analysis were used to test the hypotheses through using SPSS. Having analyzed the findings of the research, it came out that there is positive relationship between implementation of the Act and job satisfaction with correlation coefficient(0.441), and the research independent variable(Act implementation)with expression coefficient(0.195)affects the manner and level of staff job satisfaction. One of the research findings is observing the impacts of the constituents of feeling secure in terms of the received salary and meeting major and basic needs through paying salary on staff job satisfaction. In general, with respect to the findings of the research, some recommendations are offered to develop better laws and regulations related to salary and benefits, and manner of implementation of the Act, as well. Meeting basic needs of the staff while stressing on observing justice in payments, establishing proportion between characteristics of staff and their salary, more compliance between jobs characteristics and the relevant salary and benefits, and meeting the staff expectations can have positive impact on the staff job satisfaction.