Studying the effect of social capital and its components on the job satisfaction of organizational employees: Meta-analysis of researches
Subject Areas :
Taha Ashayeri
1
,
Tahereh Jahanparvar
2
,
Elham Abbasi
3
,
Fatemeh Hasani
4
1 - Assistant Professor and Faculty Member, Department of History and Social Sciences, Social Sciences, university of Mohaghegh Ardabili
2 - Department of Social Sciences, Faculty of Social Sciences, Communication and Media, Azad Islamic University, Central Tehran Branch
3 - Tehran payam noor
4 - Mohaghegh Arvebili
Keywords: Keywords: social capital, job satisfaction, organizational commitment, organizational participation, organizational support,
Abstract :
Taha Ashayeri Tahereh Jahanparvar Elham Abbasi Fatima Hasani Abstract Job satisfaction means being satisfied with the organizational and job conditions of a person, social capital plays an important role in their job satisfaction. Social capital is a set of formal values, moral and emotional commitments, and norms that lead group members to collectivism, creativity, and entrepreneurship, and this job-organizational entrepreneurship occurs through the level of job satisfaction. The stronger the organizational communication, trust, participation and organizational commitment, the higher the level of job satisfaction. The main purpose of the research is to study the effect of social capital and its components on job satisfaction. The research method is a quantitative meta-analysis using a reverse questionnaire (conducted research). The population size of 24 survey research documents were selected during 1401-1385. The criteria for entering the articles into the software were correlation coefficient, significance level, sample size and the year of conducting the research; Based on the Cohen and Fisher model, its effect size is estimated. The results show that social capital has been able to explain 0.35% of job satisfaction changes. The results show that the components of social capital include organizational cohesion (0.38); organizational participation (0.40); religious affiliation (0.33); organizational support (0.41); Organizational commitment (0.20) had a significant effect on employee job satisfaction.