چکیده:
Job satisfaction refers to the positive attitudes or emotional dispositions people may gain from work or through aspects of work. Employees’ job satisfaction becomes a central attention in the researches and discussions in work and organizational psychology because it is believed to have a relationship with the job performance. The relationship between job satisfaction and job performance has a long and controversial history. A link does exist between job satisfaction and job performance; however, it is not as strong as one would like to believe. The weak link may be attributed to factors such as job structure or economic conditions. This study examined the role of team identity on job satisfaction and job performance regarding the mediating role of the organizational identity. This paper is a correlation type using descriptive methods with applied goals. Our statistical population included all 420 male and female staffs of the telecommunication department in Eastern Azerbaijan province, Iran in 2014. Using stratified random sampling, a sample size of 180 people was achieved. Data was gathered through a standard questionnaire of job satisfaction by Brifield and Roots, job performance by Paterson, team identity, and organizational identity by Vandick et al. For evaluating the correlation of latent and observed variables in a conceptual pattern, structural equations were used. The results showed that the team identity and organizational identity and job satisfaction and performance had a positive and significant correlation. Also, there was no significant correlation between team identity and job satisfaction and performance. The correlation between team identity and job satisfaction and performance was also mediated by the organizational identity. Based on the results, the team identity improved the organizational identity. As the organizational identity improved, job satisfaction and performance of the staffs of the telecommunication department increase.
خلاصه ماشینی:
In sum, based on what was stated theoretical and conceptual model of the relationship between the team identity and the consequences of job satisfaction and job performance with the mediating role of the organizational identity could be presented as follows.
Conceptual model of the relationships between research variables Based on this model, the main question was whether the causal effect of team identity on job satisfaction and job performance is mediated through the organizational identity of employees.
3. Methodology Since the objective of this study was to determine the casual relationships between the team identity and the individual outcomes (job satisfaction and job performance) in terms of the conceptual model, it was a descriptive research in terms of data collection and Structural Equation Modeling was used for analysis.
Through the analysis of the correlations between the external and internal variables it could be concluded that any increase in the degrees of employees' sense of team identity was aligned with the increase in the scores of job satisfaction and job performance in subjects of the study.
In summary, based on the findings of this study, it can be argued that the mediating role of the organizational identity is confirmed in relationship between the team identity and job satisfaction and job performance.
6. Discussion The present study was conducted to investigate the mediating role of the organizational identity in the relationship between the team identity and job satisfaction and job performance.
In this study, the mediating role of the organizational identity was confirmed regarding the relationship between the team identity and job satisfaction and job performance.