The relationship between organizational culture and job satisfaction and job burnout among the employees in Tabriz University

Background and AimsIn the organization environment, staffs are under the neurotic and mental pressures that would have many adverse effects on their performance. The purpose of this study was to investigate the relationship between organizational culture, job satisfaction and job burn-out among the employees in Tabriz University. MethodsThe method of this research was descriptive-analytic. The research sample consisted of 106 subjects who were chosen through the stratified random sampling. All participants completed the Hofsted Organizational Culture Questionnaire (HOCQ) and Job Descriptive Index (JDI) and Maslach Burnout Inventory (MBI). The results of the survey were analyzed by Pearson correlation method and T- test. ResultsObtained results indicated that the kind of Organizational Culture in Tabriz university was rational culture; in addition, the job satisfaction was not different between three kinds of organizational cultures (p> 0.05), but, the job burn-out was different between three kinds of organizational cultures (p<0.05). In addition, the job satisfaction difference between didactic and administrative employees was not statistically meaningful (p>0.05) but the job burn-out difference between didactic and administrative employees was statistically significant (p<0.01). The results of T-Test showed that there was no significant difference between job satisfaction and job burn-out among female and male employees (p>0.05). Results also illustrated that there was a positive relationship between organizational culture and job satisfaction (p<0.01). In addition, obtained results revealed that there was a negative relationship between organizational culture and job burnout (p<0.01). Clearly a negative relationship between job satisfaction and job burn-out was also identified (p<0.01). ConclusionOn the basis of this study, it was understood that the partnership organizational culture may lead to the maximum amount of job satisfaction and minimum amount of job burn-out.