The Role of Personality Traits in the Relationship between Organizational Structure and Job Satisfaction: An empirical study on rural organizations in El-Behira governorate | ||||
| Alexandria Science Exchange Journal | ||||
| Article 2, Volume 28, OCTOBER- DECEMBER - Serial Number 4, October 2007, Page 168-175 PDF (485.03 K) | ||||
| Document Type: Original Article | ||||
| DOI: 10.21608/asejaiqjsae.2007.1885 | ||||
 View on SCiNiTO | ||||
| Authors | ||||
| Mohamed A. Elbardan1; Amir Mohamed Abdalla2 | ||||
| 1Researcher, Agricultural Extension and Rural Development Research Institute. Dep. Of Rural Sociology, Egypt | ||||
| 2Researcher, Agricultural Extension and Rural Development Research Institute. Dep. Of Rural Sociology, Egypt | ||||
| Abstract | ||||
| Theoretical and empirical relationships between organizational structure and job satisfaction have received a renewed considerable attention in the literature. Typically, empirical models of organizational behavior have related job satisfaction to the interaction of the socio-personality characteristics of individuals and the internal characteristics of the organization. The purpose of this study is to test the hypothesis that some individual personality traits (such as motivation/achievement) play an intervening role in the relationship between organizational structure and job satisfaction. The study was conducted in El-Behira governorate and random disproportionate stratified sample was used to determine the selected 4 districts ( Damanhour, kom Hamada, kafr eldwar and abo homos) and 8 villages were selected randomly 2 villages from each district. The data was collected by personal interviews from the top management at 48 rural organizations.Data was statistically analyzed by applying both simple regression and stepwise multiple regression. Results show that the organizational structure is explaining about 29% from the variance of job satisfaction and motivation explains about 14% from the variance of job satisfaction. The study recommended that more attention should be paid to modelling short/long term structural plans according the skill variety, task identifying, task implication, autonomy and feedback framework. Finally the study suggests a several mechanisms for motivating employees as summarized here: 1-the institutional dynamics, 2- improving the work physical conditions, 3- involve employees in the formulating the skill variety, task identifying, task implication, autonomy and feedback frameworks,4- reward constructive classifications, and 5- clarifying the link between productivity and financial rewards. | ||||
|
Statistics Article View: 214 PDF Download: 288 |
||||
