دور جودة الحياة الوظيفية في الحد من ظاهرة الاحتراق الوظيفي لدى العاملين في شبكة الاقصى للاعلام والانتاج الفني

البربري, مروان حسن (2016) دور جودة الحياة الوظيفية في الحد من ظاهرة الاحتراق الوظيفي لدى العاملين في شبكة الاقصى للاعلام والانتاج الفني. Masters thesis, الاكاديمية.

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Abstract

This study aimed to identify the degree of the availability of quality of working life dimensions, to measure the level of job burnout as well as to detect the role of the quality of working life dimensions in the reduction of job burnout phenomenon in AlAqsa network for media and artistic production. To achieve the objectives of the current study, a descriptive analytical approach was utilized and a questionnaire was used as a basic tool to collect the necessary data. The study sample consisted of (051) employees at a minimum level, chosen by using stratified random sample from the employees at Al-Aqsa network for media and art production, the were (407) employees. (210) questionnaires were distributed and (200) valid questionnaires were received, with response rate (95.0%). Data were analyzed using the Statistical Package for Social Sciences (SPSS). The study found the following results:  The availability degree of quality of working life dimensions was rated to together as moderate, with a proportional weight ( 61.33%).  The level of prevalence of job burnout phenomenon among employees was (49.64%).  There is a weak negative (-0.242) relationship between the dimensions of quality of working life and job burnout.  Social relations and employees’ participation in management had a positive significant effect on job burnout and both of them interpreted (7.9%), (4.7%) of the variation in the dependent variable respectively.  There are statistical significant differences at level (α ≥ 1019) in the availability of quality of working life dimensions attributed to (job title) in favor of (General Director, Director) as well as there are statistical significant differences due to (salary) in favor of employees who are receiving salary (more than 1000 $), while there are no statistical significant differences related to the other demographic variables (gender, age, qualification, years’ experience, institution).  There are no statistical significant differences between the average responses of respondents about the job burnout related to the following variables (gender, age, qualification, job title, years’ experience, institution, salary). Based on the results of the study , some recommendations was presented ; the most important of them are as follows:  The necessity of enhancing the availability of quality of working life dimensions in order to reducing job burnout through (strengthening social relationships, involving employees in decision making process, training and development programs, granting promotions based on clear criteria , paying more attention to well-being of employees).  To review and evaluate the composition system, update and develop, and ensure equitable distribution of it in order to fit the expectations of the employees.  The importance of adopting management philosophy that emphasis on teamwork culture, reconcile the workload and employees’ capacity, and alleviation work routine which make a clear contribution in improving a trust and a Psychological safety.

Item Type: Thesis (Masters)
Subjects: H Social Sciences > H Social Sciences (General)
Depositing User: أ. طارق زياد عبد حنونة
Date Deposited: 02 Mar 2021 07:45
Last Modified: 02 Mar 2021 07:45
URI: http://scholar.alaqsa.edu.ps/id/eprint/4445

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