Investigating the relationship between organizational intelligence on job satisfaction and quality of life of university librarians

Purpose: The purpose of this study is the relationship between organizational intelligence and job satisfaction and quality of work life of librarians in university libraries in Khorramabad.

Research Method: The research method is descriptive-correlation. Statistical Society; All librarians were in the university libraries of Khorramabad. The sampling method was integer (N = 25). The data were disseminated and collected online and through networks among librarians. Collection tools; Organizational Intelligence Questionnaire (Albrecht 2003); Walton (1975) Quality of Work Life and Job Satisfaction were derived from Kendall and Hulin (1962). The validity and reliability of all three questionnaires were reviewed and confirmed by domestic researchers.

Findings: Findings showed that there is a significant relationship between organizational intelligence and job satisfaction and organizational intelligence and quality of work life. However, there was no significant relationship between job satisfaction and quality of work life. In relation to job satisfaction antecedents, the common destiny variable was predictor of job satisfaction.

According to the obtained results, it can be said that there is a relationship between the dimensions of common destiny, willingness to change, unity and agreement, common knowledge and common pressure with job satisfaction. Job satisfaction causes the productivity of employees to increase, the person is committed to the organization and his physical and mental health is somehow guaranteed, the morale of employees improves and they are satisfied with life. In addition to these conditions, employees will learn new job skills and help advance the goals of the organization. The conducted researches have also shown that when employees are satisfied with their work, the amount of lateness or absenteeism and even leaving the service decreases. When the structure of the organization is suitable with the work process, the mission of the organization is regular and clear, and the operational policies support the mission of the organization, the employees naturally enjoy peace and high satisfaction from working in the organization, which is the result. It will also be a high quality of work life. According to these results, it is important and necessary to pay attention to the fact that today's organizations are in a competitive environment and there are many technical changes that affect their job opportunities in the organization, so the success of any organization largely depends on how the quality It has human resources. Employees in any organization are the source and main strength of the organization. This is despite the fact that in some organizations they often give more importance to technology and system; While the reality is that it is the employees who manage the technology and systems in the organization. Due to the lack of complete awareness of the quality of work life among employers and managers, the importance of the quality of work life has not been well considered. Therefore, the lack of quality of work life will cause job dissatisfaction, increased absenteeism, lack of motivation and morale, lack of organizational commitment, lack of job responsibility, work challenges and ultimately low productivity of the organization, which are all the main reasons for lack of proper performance and It is desirable in the organization..

Conclusion: In general, managers and decision makers in the organization should evaluate the state of the environment, their organization in terms of intelligence, i.e. the ability to adapt and adapt to the environment, organizational structure and performance, perspectives, learning and applying knowledge, morale, information technology and communication And evaluate and identify organizational memory, because organizations with a high level of organizational intelligence can react quickly and intelligently in the face of environmental crises.