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Social Capital and its Impact on Jo Satis!action
Seyyed Ali Akbar Ahmadi
Public management Department, Payame Noor university, 19395!"9# $ehran, %&'& o( %'AN
)reyedon Ahmadi
Public management Department, Payame Noor university, 19395!"9# $ehran, %&'& o( %'AN
Arghavan *andieh
Public management Department, Payame Noor university, 19395!"9# $ehran, %&'& o( %'AN
Ast"act
Purpose- This paper aims at finding the relationships between social capital and job satisfaction
in private service organizations (hospitals). esign!methodolog"!approach- #n e$perimental
method is performed to stud" the relationship between social capital variables and job
satisfaction in three private hospitals to anal"ze their direct!indirect relationships with job
satisfaction. %indings- The present paper indicates that there is a direct& positive& and significant
relationship between trust and job satisfaction. Trust will lead to more satisfaction. There is also
an indirect& positive& and significant relationship between formal networ's and job satisfaction
but through trust variable. There is no direct!indirect relationship between action norms and job
satisfaction. (t has also been found that there is a direct& significant& but negative relationship
between educational level and job satisfaction. )esearch limitations!implications- This anal"sis
had been performed in private organizations and further anal"sis shall be done in non-private
organizations. Practical implications- *ocial capital is so tied to trust that in almost all
organizations efforts have to be ta'en to promote trust among members and between members
and organization. +riginalit"!value- There is neither direct nor indirect relationship between
action norms and job satisfaction& so social capital can either be supportive or not supportive.
#$%&o"ds- *ocial capital& ,ob satisfaction
Int"od'ction
*cholars such as -oleman (.//0) and Putnam (.//1) in an attempt to e$plain non-economic
factors in e$plaining success of certain economic processes drew on the concept of social capital.
That is wh" at present& besides human& financial& and economical capitals& a new realit" as social
capital is being e$tensivel" utilized in the literature of social and organization realms. %u'u"ama
(.///) believes that a number of definitions had been given with respect to social capital but the"
refer to its manifestation rather than to social capital itself. 2e sa"s 3social capital is an
instantiated informal norm that promotes co-operation between two or more individuals4
(%u'u"ama& .///). Putnam (.//5) also defines social capital as 3The characteristics of the social
organization such as networ's& norms and social trust that facilitate coordination and cooperation
for mutual benefit4. +n the other hand& job satisfaction in organization& has long been an
important issue and of grate concern and has attracted the attention of man" researchers. 5an"
researches have targeted the assessment of job satisfaction in different group settings and the
factors related to job satisfaction and their impacts on organizational productivit"& job turnovers&
absenteeism& and emplo"ee efficiencies (6rass& ./72& 2elbert& .//.& 6ulder et al. .//5& 2odson&
.//8). 9et& less attention has been paid to social capital and its relation to job satisfaction.
Ta'ing into account the above issues& we intend to stud" the relationships between social capital
and job satisfaction. The evidence is drawn from some private hospitals in Tehran& (ran.
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Lit$"at'"$ "$(i$&
*ocial capital is less ph"sicall" tangible in comparison with other resources such as ph"sical&
human and cultural. Ph"sical capital is created through changes on materials to form tools which
facilitate production. 2uman capital is generated b" changing individuals through new s'ills and
capabilities in them in a wa" that the" are empowered to behave in a new wa" (-oleman& .///).
-ultural capital is a set of s"mbols& habits& characters& linguistic methods& training documents&
zeal and tact& and life methods which are current among individuals. This capital is less tangible
and objective in comparison to economical capital. *ocial capital is defined as the vast and
complete panorama of social and communicative networ' ;ualities which one utilizes to promote
his!her personal attitudes (,aeger and 2olm& 2008). %u'u"ama defines social capital as an
instantiated informal norm that promoted co-operation between two or more individuals (.///).
2e believes that all aspects of social capital such as trust& networ's& civil societ"& and the li'e are
all secondar"& or as he himself call& epiphenomenal to social capital which arise as a result of
social capital not constituting social capital itself (%u'u"ama& .///). #ccording to -oleman
(.//0) and Putnam (.//1) social capital is defined with regard to such peculiarities of social
structure such as inter-individual trust& mutual norms& and bi-directional contributions that can
lead to the persistence of resources which facilitate group or individual interpla" to gain group
activities. Trust& mutual action norms& and lateral (horizontal) networ's which are self-
reinforcing and self-generating are considered as social capital resources b" Putnam (.//1). 2e
believes that regenerating peculiarities of social capital will lead to social interactions of highest
cooperation& trust& mutual transaction& civil partnership& and social welfare. Putnam believes that
the e$istence of these peculiarities in ever" societ" is an indication of its civic. 2e considers this
trait as promoting good performance of democratic institutions.
1. Social Capital Resources) -oleman (.//0) has classified the main resources of social capital
as per following< (.) =overnmental factors< #n institution is said to be a law& a tradition& a
custom& or an organization which is effective in human>s political or social lives and rules out an
oriented s"stem towards the needs of an organized societ". =overnment is a tangible e$ample of
institution? institutional factors are either rational or irrational. *ome laws are enacted rationall"
as an institutional factor to reinforce humans for participation. (2) #utomaticall" factors< #ll
norms which are formulated automaticall" through mutual actions of social members& rather than
laws and other formal institutions& and are not due to purposeful options are called automatic
factors. These factors are in turn classified as automaticall" rational and automaticall" irrational.
#utomaticall" norms are considered rational when individuals> interactions in societ" are on the
basis of intellectuals and thoughts& even if not purposeful. #utomaticall" factors are considered
irrational if mutual actions are random and not logical& such as hone" bees> cooperation in
building hives which happens without intellectualit" and thoughtfulness and is absolutel"
instinctive. (1) @$ternal factors< These factors refer to norms originated from the sources rather
than the specific societ" in which it has been utilized. These comprise factors such as religion&
ideolog"& culture& or common historical e$periences. (A) Batural factors< Two factors are
observable here as 3famil" relations4 and 3ethnic or racial solidarit"4. The importance of
relatives in comparison to other social structures differs from one societ" to another& but in none
of the societies it is completel" vanished. There are considerable findings in natural science
claiming that human socialization is somehow rooted in culture and is also related to
fundamental approaches of socialization relatedness to genetic issues.
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2. The two sides of social capital) +ne of the main and major advantages of social capital is
providing ample information with a low cost and time involved. (t facilitates trust& mutual
relationships& strong social norms& and permanent solidarit" of cooperation in social behaviors.
Therefore& group social capital is achievable and there la"s benefits not onl" for those who have
created it but also for some more grater networ's (Calter& Dechner& and Eellermanns& 2008).
(nter-organizational networ's resulted from social factor have several organizational advantages
such as ac;uiring new s'ills and 'nowledge b" networ' members. Power gaining and influence
(pervasiveness) are other advantages of social capital. -reating solidarit" among members is
another merit. *trong norms and beliefs create a strong social networ' which encompasses
certain customs& traditions& and regulations which substitute control methods. %u'u"ama (200.)
concludes that social capital will reduce the transaction costs associated with formal co-
ordination mechanisms li'e contracts& hierarchies& bureaucratic rules& and the li'es. 2e believes
that formalities cannot replace social capital. 3The fact of the matter is that co-ordination based
on informal norms remains an important part of modern economies& and arguabl" becomes more
important as the nature of economic activit" becomes more comple$ and technologicall"
sophisticated4& sa"s %u'u"ama (.///). Though social capital inherits m"riad potentials but
cannot be considered a 3throughout remed"4 for all situations. Ce will consider some of the
disadvantages. %irst& there is no guarantee that considerable relationships will be established
among humans in all cases. There is a possibilit" of setting up inappropriate or undesirable
relations just for dissimulating or misuse. *econd& establishing and maintaining social capital
re;uires considerable financial capitals which in some cases are higher than the merits gained
from social capital. Third& the strong lin's and relations established through social capital are less
effective in comparison to wea' lin'ages of groups in which the tas's are performed faster and in
a better wa". %ourth& the solidarit" of social capital ma" adversel" affect& due to the fact that this
unification among members will involve individuals in their relationships at the e$pense of main
targets and objectives and in some cases will lead to means-ends displacement. *ocial capital
ma" also lead to the enhancement of malicious behaviors among members& resistance to new
information& oppositions to their assessments& and the increase of organization vulnerabilit"
when facing amplified environmental changes. %u'u"ama (.///) also ma'es an objection to
-oleman>s comment that social capital is a public good (-oleman& ./77). 3This is clearl" wrong<
since co-operation is necessaril" to virtuall" all individuals as a means of achieving their selfish
ends& it stands to reason that the" will produce it as a private good4 sa"s %u'u"ama (.///).
%u'u"ama (.///) believes that social capital can bring both negative and positive e$ternalities&
but still he believes that this notion does not 3dis;ualif" it as a form of capital4. %u'u"ama
(.///) does accept that 3social capital seems less obviousl" a social good than ph"sical or
human capital is because it tends to produce more in the wa" of negative e$ternalities than either
of the other two forms4.
3. Social Capital Variables) Putnam>s social capital theor" is utilized to identif" social capital
variables. 2e (.//5) believes that social capital comprises those peculiarities of social
organization that facilitate coordination and cooperation for mutual interests. The peculiarities
are< networ's& social trust& and norms act. Putnam e$plains that communications among
individuals in social networ's are resulted from mutual norms act and the trust which la" in
them. (n accordance with @ston>s t"polog" (.//7)& social capital norms are classified into trust
norms& mutual act norms& and non-reciprocal action norms.
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Trust Norm) Two general views regarding trust have been proposed. +n one hand& trust is an
individual trait based on emotions& feelings& and individual values which have a close relation
with the notions of cooperation& honest"& and sincerit"& and on the other it is one characteristic of
social s"stems or social relations based on social conte$t. (n this research a mi$ed concept of
trust is ta'en into account and three forms of trust are considered as below< (.) (nterpersonal
trust. (t is shaped as a result of face-to-face relationships and is applied in all networ's where an
individual participates. (n this research ,ohnson>s measuring method is used for the measurement
of interpersonal trust and the e$tent of measures such as honest"& e$plicitness& certaint"& and
individuals> intention for cooperation had been ta'en into account& (2) Public trust. (t can also be
called organizational trust which relates to the e$tent of citizens> trust to an organization
especiall" public organizations (5ohseni and Dindstorm& 2008)& and (1) =overnmental trust. (t
means the e$tent of trust to formal and governmental institutions. (n this paper& this trust is
measured in connection with Tehran hospitals.
Norms Act. Borms act are of two categories< reciprocal and non-reciprocal. The former refers to
acts which are considered as e$change process in social relations through which goods and
services are e$changed from one place to another& and the latter refers to behaviors such as
voluntar" acts.
4. Job Satisfactio) There are man" definitions for job satisfaction. *ome of them are
concentrated on job itself while others concentrate on both jobs and their dependant factors.
*tephen )obins (./A1) refers to job satisfaction as individual>s overall attitude towards his job.
(f job satisfaction is high then the attitude will be more positive and vice versa (#>rabi and
Parsae"an& 200A).
!. The Relatioship betwee Social Capital ad Job Satisfactio) 6rass (./72)& 2arlebert
(.//.)& 6ulder& et al& (.//5)& and 2odson>s (.//8) studies on this issue differ considerabl" with
each other. %or instance& 2urlebert (.//.) considers individual networ's which do encompass
wor'ing relations inside the networ' and concludes that networ' members have access to more
resources such as training. 2odson (.//8) found a positive impact of emplo"ees> solidarit" on
job satisfaction. 6rass did not succeed in finding an association between the core of a wor'ing
networ' and job satisfaction. 6ulder& et al. (.//5) did not find an" relationship between job
satisfaction and the number of e$isting relationships in the networ' or the number of individuals
in that networ'. +n the contrar"& the" found that networ' diversit" would have negative impacts
(%lap and Fol'er& 2005). outhit (.///) calls human and social capitals as individual
investments which "ield positive output in individual>s job in the form of objective and tangible
capitals. 2e assumes that potential resources of human and social capitals manifest themselves in
more tangible wa"s such as job satisfaction. *ocial capital facilitates and fosters recognition of
opportunities and their increase for the purpose of more income on the side of the individuals.
*ocial capital theor" predicts that the efficienc" of intelligence& training& and superiorit" in
different sections are related to the individual>s status in his!her organizational social structure.
#s outhit (.///) sa"s& the social capital ma'es it possible to adapt individuals to their social
scenes in a wa" that all their potentials can be utilized (outhit& .///). *ocial capital has three
distinct impacts on job satisfaction. %irst& networ' structure and job satisfaction through job
dependence and job-related strategic networ's produce solidarities which promote satisfied
emplo"ees through different job aspects such as income& safet"& and job opportunities. *econd&
closed networ's improve emplo"ee satisfaction in social aspects of job such as overall social
condition of job& cooperation with management& and cooperation with colleagues. Third& a
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networ' with integral arc structure (where a pivotal person adjoins mutuall" two or more
e$clusive members together) has intensive negative impacts on job satisfaction& in spite of the
fact it encourages trust in satisfaction networ's of social aspects of job.
". Social #i$s ad Job Satisfactio. ,ou'isari and Burmi (2005) found that there is a
relationship between social capital and those who are see'ing for good social status b" finding a
long-term job which is also well-suited to their educations. The reason lies in the fact that social
lin's would determine resources such as information and social impacts which formulate an
individual networ' as more advantageous to personal profession than networ's of lower social
levels.
%. The &mpact of Social S$ills o Satisfactio. *ocial s'ills are capable in empowering
individuals in their interactions with others and pla" a pivotal role in most models and also
professional interpla"s. @$perienced outcomes of individuals in different conte$ts such as job
interviews& performance anal"sis& and even legal practices show that social s'ills have positive
impacts on them. #n increase of social capital would increase emplo"ees> enthusiasm and
commitments& promote effective communication with public& absorbs effectivel" the re;uired
personnel and partners& improve networ's and commercial relations& establish trust& and
legitimize trade with others. The higher the social s'ills in entrepreneurs& the more financial
success the" ma" have. %urthermore& the" ma" contribute to entrepreneurs in mutual strategic
benefits with other companies& more regular re;uests from customers& and etc. (5ar'man and
6aron& 2001).
M$t*odolo+%
The present research is an applied stud" in which the data have been gathered through a
;uestionnaire and the" have been anal"zed b" utilizing statistical methods. The societ"
comprises first grade hospitals in Tehran among which three hospitals had been chosen as
samples in which the possibilit" of gathering data through ;uestionnaires have been achieved.
Guestionnaires have been administrated in hospitals> three different wor'ing shifts (morning&
afternoon& and night shifts). ue to the limited number of personnel in these hospitals& thereb" all
have been invited to complete the ;uestionnaires. )elated literature had been accumulated
through a librar" research and for the compilation of ;uestionnaire a throughout research in
internet have been performed in which standards ;uestionnaires have been considered and the
viewpoints of professionals were ta'en into consideration& as well. The ;uestionnaires covered
;uestions which were capable in measuring job satisfaction and social capitals in individuals and
can also assess the impact of social capital in job satisfaction. Twent" ;uestionnaires in three
hospitals have been preliminar" administrated and then through -ronbach #lpha anal"sis the
most valid ;uestionnaire had been chosen. The reliabilit" of the chosen ;uestionnaire e;ualed
0.785 which guarantees the appropriateness of all ;uestions. *tatistical Pac'age for the *ocial
*cience (*P**) and D(*)@D software have been utilized for test of h"potheses and data anal"sis.
The degree of social capital and job satisfaction and their relationships have been measured
through the use of )out #nal"sis model and Pearson -orrelation -oefficient.
R$s'lts and disc'ssion
1. Ro't anal%sis o! "$lations*ip $t&$$n social capital and ,o satis!action. (n this section
the relationship between social capital variables and job satisfaction variables is defined
and assessed both directl" and indirectl" through D(*)@D software. 6efore the
implementation of
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rout anal"sis we have anal"zed and considered the test of Bormalit"& Dinearit"& and @;ualit" of
variances and also pert values. #t the beginning we have to identif" and nominate all the
variables in rout anal"sis. The dependant variable is job satisfaction and the independent
variables are< gender& marital statues& educational level& and place of education& e$perience&
emplo"ment status& trust& formal networ's& and action norms. %irst& direct relationship between
all independent variables and dependant variable are considered in order to identif" the
independent variables which have a direct relationship with dependant variable. (n diagram . and
on the basis of 3t4 coefficient& the significance of relationship between independent variable ($)
and dependant variable (") can be e$amined. ue to the fact that t-value is less than two
(measurement criteria)& then it can be claimed that there is no meaningful significance between
dependant and independent variables. Ta'e in diagram .
#s it can be seen in diagram .& there are onl" two independent variables in which 3t4 coefficient
is grater than two ( in D(*)@D model 3t4 values grater than two are in blac' and smaller than
two are in red). Trust variable (tH...2.) and educational level variable (tH2.:) have a direct
relationship with job satisfaction with a // percent level of confidence. +ther independent
variables with 3t4 values less than two have no direct relationship with job satisfaction. (t has to
be noticed that educational level variable is an e$ternal variable. Bow& the possibilit" of direct
relationship between other independent variables and job satisfaction through trust variable
which functions as a mediating variable is e$amined.
2. The Aal'sis of (irect Relatioships of &depedet Variables. +ne of the advantages of
D(*)@D is its capabilit" to identif" both direct and indirect relationships between dependant and
independent variables. (n order to improve model>s criteria we will stud" indirect relationships of
independent variables which do not have a direct relationship with dependant variable through
the use of those independent variables which have direct relationships with independent variable.
D(*)@D model has the potential to suggest routs of mutual relationships between those variables
that if added to model can establish a meaningful significance between other independent
variables. iagram 2 shows the anal"sis. (n this diagram we have studied indirect relationships
of other independent variables (gender& marital statue& and educational level& place of graduation&
e$perience& emplo"ment status& formal networ's& and action norms) through the use of trust
variable. Ta'e in diagram 2
#s it can be seen in diagram 2& internal dependant variable 3trust4 and e$ternal independent
variable 3educational level4 have direct relationship with dependant variable 3job satisfaction4.
+ther independent variables do not have a direct and significant relationship with job
satisfaction. The independent variable 3formal networ's4 through trust variable has an indirect
relationship with job satisfaction.
3. )ial Rout Aal'sis) At this stage all routs having values less than two and not being
significant as per findings in the second stage of anal"sis are eliminated thereb" the final values
of parameters will be obvious and apparent. (n diagram 1 standardized values are shown& all
possible relationships between dependant and independent variables are also shown. Trust
variable has a direct relationship with dependant variable while educational level and formal
networ's have relationships with job satisfaction through trust variable. Ta'e in diagram 1
(n diagram 1 the value of error variance in job satisfaction variable is 0.25 which means 25
percent of job satisfaction variable variance is not due to e$isting variables in model. (t is ;uite
clear that 85 percent of job satisfaction variable variance is under the effects of e$isting variables
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which is a promising value for the description of the variables under consideration. (n table A
final root anal"sis model distribution is shown. This distribution is ;uite a desirable one.
-riteria Falue #cceptable range )esult
I2!df 0./:1 I2!df J2 5odel approved
P value 0.A075 PK 0.05 5odel approved
)5*@# 0.00 )5*@#L 0.0/ 5odel approved
)5) 0.0077 )5)K 0 5odel approved
=%( 0.// =%(K 0.0/ 5odel approved
#=%( 0./8 #=%( K 0.75 5odel approved
B%( 0.// B%( K 0./ 5odel approved
-%( . -%( K 0./ 5odel approved
(%( . (%( K 0./ 5odel approved
Table A. istribution criteria of final rout anal"sis
#ll criteria show the appropriateness of model and even the D(*)@D software in an attempt to
improve model criteria did not recommend an" other routs e$cept those discussed here.
4. Structural *+uatios) The following is the structural e;uation of final rout anal"sis model<
*atisfactionH 0.5:M trust- 0.0:/ education& error varianceH 0.25& )2H0.:
(0.05) (0.02:) (0.022)
...2. -2.: ...25
#s it is shown previousl"& independent variable 3trust4 has a direct relationship with 3job
satisfaction4 and pla"s an important role in the indirect relationship of independent variables of
educational level and formal networ's with job satisfaction? thereb" its structural e;uation is
shown here to enable us in considering this indirect relationship.
TrustH 0.7/M in formal networ'& error varianceH 0..:& )2H0.:
(0.0A:) (0.0..A)
./.A/ ...25
The values of direct relationship among variables are shown in table 5. (n this table the direct and
positive relationship between trust and job satisfaction is shown. (t can then be claimed that the
higher the trust& the higher the job satisfaction in emplo"ees.
irect relationships of variables in model @stimation
values
*tandardized
values (N)
*tandard
error
T value Devel of
significance
)elationship of trust and job satisfaction 0.5: 0.57 0.05 ...2. PL 0.0.
)elationship of educational level and job
satisfaction
-0.0:/ -0..1 0.01 2.: PL 0.05
)elationship of formal networ's and trust 0.7/ 0.88 0.05 ./.A/ PL 0.0.
Table 5. irect values in final rout anal"sis model
!. *stimatio Values. @stimation values are utilized to calculate the dependant variables values.
3N4 values are standardized values between -. and O.. The" are used to predict the intensit" of
relationship and their comparison with each other. -orrelation between two variables are
considered positive if the value ranges from 0 to O. and considered negative if between -. to 0.
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". t Values. t values are used to assess the significance of estimation values that is whether the
significance of relationships are true or the" are accidental or as a result of sampling errors or
measuring errors. #cceptable t values shall be over 2. (n table : the values of variables indirect
relationships with job satisfaction are shown. #s it has been stated before the formal networ'
variable is the onl" variable which has significant relationship with job satisfaction through trust
variable.
irect relationships of variables in model @stimation
values
*tandardized
values (N)
*tandard
error
t
value
Devel of
significance
)elationship of formal networ's and job
satisfaction
0.5 0.A5 0.05 /.82 PL 0.0.
Table :. (ndirect relationships values in final rout anal"sis model
(n table 8& we consider the total value of the sum of all direct and indirect relationships of
e$ternal variables with job satisfaction in model. 6esides& through the same method we can
categorize all categories in job satisfaction in accordance with their priorities using standardized
values of 3N4. #s it can be seen variables 3trust4& 3formal networ's4& and 3educational level4
have the most impact on job satisfaction in these three hospitals.
irect! indirect
relationships with job
satisfaction
@stimation
values
*tandardized
values (N)
*tandard
error
T value Devel of
significance
Priorit"
Trust 0.5: 0.57 0.05 ...2. PL 0.0. .
%ormal networ's 0.5 0.A5 0.05 /.82 PL 0.05 2
@ducational level 0.0:/ -0..1 0.01 2.: PL 0.05 1
Table 8. irect!indirect relationships values (total impact) of variables on job satisfaction in final rout model
S'mm$"% and disc'ssions
+n the basis of research ;uestions& the following h"potheses are formulated. The first research
h"pothesis< There is a relationship between individuals trust and job satisfaction in three selected
hospitals. This is shown statisticall" as follows< 20< there is no significant relationship between
individualPs trust and job satisfaction& 2.< there is significant relationship between individualPs
trust and job satisfaction. Ta'ing into consideration the data drawn from rout anal"sis& with //
percent confidence we can claim that there is a significant relationship between trust and job
satisfaction (N H0.57& tH...2.& p L 0.0.). (t means that an increase in individuals trust would
directl" and positivel" increase job satisfaction and vice versa. The second research h"pothesis<
There is a relationship between formal networ's and job satisfaction in three selected hospitals.
This is shown statisticall" as follows< 20< there is no significant relationship between formal
networ's and job satisfaction& 2.< there is significant relationship between formal networ's and
job satisfaction. Ta'ing into consideration the data drawn from rout anal"sis& with // percent
confidence we can claim that there is a significant indirect relationship between formal networ's
and job satisfaction (N H0.57& tH...2.& p L 0.0.) through trust variable. (t means that formal
networ's through increasing trust can lead to more job satisfaction. The third research
h"pothesis< There is a relationship between norms action and job satisfaction in three selected
hospitals. This is shown statisticall" as follows< 20< there is no significant relationship between
norms action and job satisfaction& 2.< there is significant relationship between norms action and
job satisfaction. Ta'ing into consideration the data drawn from rout anal"sis& there is neither
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direct nor indirect relationship between individual>s action norms and job satisfaction. (n the first
stage of rout anal"sis 3t4 value was e;ual to ..85 which wea'l" showed that there is no direct
relationship between action norms and job satisfaction. (n the second stage& the value of tH..:8
wea'l" shows that there is not even an indirect relationship between them& so& we can conclude
that action norms neither directl" nor indirectl" affect job satisfaction. Pearson -orrelation
-oefficient shows a significant direct relationship between social capital and job satisfaction.
-orrelation -oefficient between social capital and scores of job satisfaction is 0.755. The mean
values and the viewpoints of respondents with regard to the e$tent of job satisfaction and social
capital have also been considered utilizing 3t4 test with a constant value. The range of job
satisfaction is from .2 to :0 with the mean value of 1:. This figure is /0 with regard to social
capital. (n table 7 the mean values are compared to the views of respondents. This table shows
that with /5 percent confidence we can evaluate the viewpoints in the range of mean values.
Fariable 5ean *tandard
deviation
T value Test constant
value
egree of
freedom
Test result
,ob satisfaction 1/..25 .2.85 0..58 1: 225 Bo significance
*ocial capital /8.8: 11.21 0.7:A /0 225 Bo significance
Table /.The comparison of job satisfaction scores and social capital at average
The present paper indicates that there is a direct& positive& and significant relationship between
trust and job satisfaction. Trust will lead to more satisfaction. There is also an indirect& positive&
and significant relationship between formal networ's and job satisfaction but through trust
variable. (t means that formal networ's can increase job satisfaction level. Ce have also
concluded that there is no direct!indirect relationship between action norms and job satisfaction.
(n the anal"sis of the relationship between e$ternal variables and job satisfaction& it had been
found that there is a direct& significant& but negative relationship between educational level and
job satisfaction. 2igher levels of educational bac'ground would lead to less job satisfaction.
There is also a significant relationship between social capital and job satisfaction.
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INTERDISCIPLINARY JOURNAL OF CONTEMPORARY RESEARCH IN BUSINESS
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#nne$ure
iagram .. The preliminar" rout anal"sis model with t coefficient
iagram 2. *econd stage rout anal"sis diagram
iagram 1. %inal model of rout anal"sis of standardized value for the anal"sis of direct!indirect relationships
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