|M.Sc Thesis||Department of Industrial Engineering and Management|
|Supervisor:||Dr. Rita Aloni|
|Full Thesis text - in Hebrew|
A change process of "A Learning Organization" began in the social services department of the municipality of Haifa in 2002. During the planning stage of the process both managers and employees were involved in learning groups that tried to find solutions to daily emerging professional issues. Three issues were dealt: The social worker job design; outputs of welfare system and improving the management of treatment planning committees.
The following research examines the social workers’ satisfaction from the results of this process, focusing on two variables: Job ambiguity and professionalism.
I expected to find that involved workers would express higher level of job satisfaction from the process then non-involved. On the departmental level, I hypothesized that workers from a department where none of its workers were involved would express lower level of satisfaction then workers in departments that were involved. I also hypothesized that managers would show higher satisfaction than employees.
The research group was conducted of 116 social workers, each filling a questionnaire comprising of 50 questions. The results indicate that there is a positive significant correlation between workers involvement and their level of job satisfaction. In addition, managers showed a higher level of job satisfaction regarding general satisfaction and feelings of professionalism, in comparison to employees. Employees showed higher levels of satisfaction regarding job ambiguity. Another finding indicates, by contrast to my predictions, that workers from a department with no workers involved expressed higher level of satisfaction then workers from an involved department. A possible explanation to this result can be the fact that workers from the non-involved dept. were already involved in another change process in their dept. so their openness to other changes was greater. The demographic criterion showed a positive correlation between age and level of education and job satisfaction. However workers older than age 50 showed low levels of satisfaction.
Few conclusions arise from this research: The organization should involve as many workers as possible in the planning process. Also it is essential to work with managers on their job clarity. A possible conclusion from the age criterion analysis is , that in the organization there is a strong need for attitude change towards workers older than 50. Education was seen as an important criterion influencing the level of satisfaction from the outcome of the change process. This may indicate that organizations should encourage workers to acquire higher education.