Global Advanced Research Journal of Management and Business Studies (ISSN: 2315-5086) December 2015 Vol. 4(11), pp 449-460

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Original Research Articles

Assessing the Effect of Job Rotation on Individual and Organizational ConsequencesCase Study: Isfahan State Welfare Organization

Mohammad Reza Yavarzadeh1, Alireza Rabie, Ph.D.2,  Maryam Hoseini3

1Institute of Humanities and Social Studies, Tehran, Iran,

2Farabi Higher Education Institute, Karaj, Iran,

3Farabi Higher Education Institute, Karaj, Iran,

Accepted 05 October 2015



As to the importance of the role of human resource development and efficiency in organizational progression, a good ground for such advancement can be provided by properly and timely adoption of job rotation approach corresponding to individual and organizational needs. This is a descriptive survey study aiming to find a solution for improving the effect of job rotation on individual and organizational consequences with the statistical population of 63 employees from Isfahan State Welfare Organization in 2015. Data were collected by a valid and reliable (Cronbach's alpha of 0.892) researcher-developed questionnaire designed based on Kazemi's (2013) questionnaire. Items were developed according to the Likert scale. Data were then analyzed by multivariate regression in SPSS. The leading research question is that how does job rotation affect individual and organizational consequences? Several hypotheses were also raised referring to the impact of the components of these consequences. As a method of developing human resource for familiarizing employees with other job opportunities more and preventing from the inertia of job stability, job rotation needs to be more considered and studied. Our research results showed that job rotation was found to be associated with three components of individual consequences including job alienation, job satisfaction and job safety. While assessing the effects of job rotation on organizational consequences, we found a significant link between job rotation and four hypothesized components of organizational justice, organizational innovation, organizational learning, and organizational commitment. Here, the consequences of turnover were determined, several solutions were offered to improve job rotation in organizations, and the effectiveness of this method was identified in planning for developing the capabilities of human resources. 

Keywords: Job Rotation, Individual Consequences, Human Source Relocation, Organizational Consequences, Isfahan State Welfare Organization   

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