عنوان مقاله [English]
نویسندگان [English]چکیده [English]
Job satisfaction shows the personal attitude regarding his or her profession; increasing job satisfaction among Border Policing personnel increase the quality of national security border and also decreases those leaving this job. The purpose of this article is to comparatively review the rate of job satisfaction among Cadre Personnel of Border Policing Command of Mehran and Dehloran towns. Research Method is descriptive-survey; Under study statistical society includes all Cadre Personnel of Ilam Province Border Policing Command and Border legion (Mehran and Dehlorancities) 935 persons among which 215 persons were selected as statistical society; and in second phase classification sampling (scantling) was used based on the working location: Border legion, headquarters and companies of Mehran and Dehloran cities were selected as sample size; Demographic and standard questionnairesof career satisfaction named Smith, Kendall and Hulin (Job Descriptive Index or JDI) were used for data gathering with a little modification. We used T-test, F test or ANOVA tests were used for analyzing data using SPSS softwar-e. Analyzing data shows that with a level of 5 percent error, there is no meaningful difference between
the rate of job satisfaction among the Cadre Personnel of Ilam Province Border police legions and headquarters of Dehloran and Mehran towns, but there is a meaningful difference between the rate of job satisfaction among Border police companies of these two towns. Finally, obtained results show that the career relation and connection with different factors like residence, traffic vehicle, the distance between living place to working place, salary and bonuses, the levels of supervising all made many differences in job satisfaction of the Cadre Personnel of Border Policing Command of these two towns. In general, findings is compatible with general framework of conceptual models resulted from previous studies but stronger and more serious communications are mainly in managerial factors which prove the necessity of focusing more on career satisfaction.