Abstract:
In the age of central knowledge, the most valuable asset of leading organizations is work culture; and the most important way to achieve their success is managing and implementing it correctly and efficiently. Therefore, the main purpose of this study is to investigate consequences of work weakness culture in the productivity of university staff. Accordingly, the statistical population of the study consists of employees of Sabzevar universities. This number is 433 people, out of whom 205 people formed the study based on Morgan table. The research method is descriptive-correlational. In this study, two questionnaires with a 5-point Likert scale have been used. The validity of the questionnaires was confirmed by sociologists and supervisors and confirmatory factor analysis. The results showed that work culture has a positive and significant relationship with each of the components of employees' productivity. Among the components of work culture, organizational factors, with a correlation coefficient of 0.754, have the strongest and economic factors, with a correlation coefficient of 0.484, have the weakest relationship with work culture, and among the components of employee productivity, dimension participation, with a correlation coefficient of 0.580, was the strongest and organizational commitment dimension, with a correlation coefficient of 0.557, had the weakest relationship with employee productivity. Therefore, in general, work culture has an effective role in staff development and productivity and can increase productivity together with quality in university staff.
Machine summary:
Experiences indicate that factors such as improving the level of education, creating a favorable organizational environment, and using creativity and employee participation are effective in increasing the efficiency and effectiveness of human resources and promoting organizational commitment and ultimately the level of job satisfaction and creating a strong, useful, and positive work culture.
In light of these perspectives, examining work culture on the development of employee productivity in Iranian society requires a comprehensive and analytical study, and this research has also been conducted in the field of administrative staff of universities in Sabzevar city in 1396 to develop work culture and employee productivity in order to assess the effect of a set of personality factors 2, social 3, organizational, 4 cultural 5 and economic 6 work culture 7 on employee productivity and the relationship between work culture in the university with the level of creativity 8, organizational commitment 9, participation 10 and job satisfaction 11 of productive employees and ultimately the relationship between the existence of strong and weak work culture among employees and their level of productivity will be evaluated and measured.
001 Number 205 205 According to the information in Table (13), the Pearson correlation coefficient between the two indicators of organizational factors of work culture and the level of employee productivity has been calculated.
Table (14): Analysis of Variance of the Independent Variable Organizational Factors of Work Culture on the Dependent Variable Employee Productivity Variable Entered Sources Sum of Degrees of Mean F Test Level into the Equation Changes Freedom Squares of Significance Regression 27486.
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