Background and Objectives: Using the 5S system creates an appropriate, active, nice, pleasant and safe atmosphere in the workplace. Also, the implementation of the 5S will create better business opportunities and would increasingly improve the working conditions. To this end, any efforts made by managers must start creating the right conditions for the implementation of the 5s before encouraging others to the system. 5s, in reality, is described not only as a platform for implementing other programs and systems, but also the system itself is actually independent and directly boosts productivity and benefits, and that serves as an intellectual and operational system designed to improve productivity, quality and prevent waste of resources, and an organized effort to implement gradual and continuous reforms that increase its effectiveness. The human resources as one of the key elements of the organization are seen as basic and obviously that the degree of satisfaction of staff and personnel in creating an organizational commitment, their motivation, and in order to do their best will be to play a role in achieving the goals of the organization. Job satisfaction by the staff and manpower of a library is closely related with the implementation of the 5s system. Because observance of this system is related to the mapping of the library and compliance with its regulations, discipline and imposition by library, on the other hand, there is a need for librarians' satisfaction in order to be able to unconditionally adhere to the components of this system in an internal manner. Implementation of the 5s system depends on its acceptance and compliance with it by the staff and, to the extent that librarians accept that the system is capable of increasing the level of service and quality, its success will be even greater. Librarians are regarded as the main executors of this system in the library, and with their greater satisfaction from the perspective of a job related to the application of the 5s system, the ability and feasibility of implementing this system will be increased. The present study seeks to measure the expectations of staff of the National Library and Archives of Iran, by identifying the dimensions and components of 5s in the organizational deputies, National library's deputy, Archives, Research and IT, and the extent to which they show their responsibilities and accountabilities.
Methodology: The present study is aimed at studying applied research and in terms of data collection; it is described as survey-analytical research. The statistical population of the study was graduates with a higher education degree at the National Library and Archives Organization of Iran. The total number of employees in this organization was 512 people. Using Morgan's Table and taking into account the probable sample drop, 220 individuals were systematically sampled. Since the systematic sample is distributed more evenly over the entire population, more information is provided about the community or population from a community compared to simple random sampling of the same volume. Therefore, in a targeted manner and according to the level of awareness of librarians, systematic sampling was used in which a researcher-made questionnaire was illustrated to collect the data. Thirty questions were provided using the Likert Scale. The questionnaire consisted of five dimensions of organization (5 questions), order (6 questions), cleanliness (7 questions), standardization (6 questions) and discipline (6 questions) on the basis of which the five dimensions of employee satisfaction degree were measured. In order to estimate the validity of the questionnaire, in this regard, there were not any ignored efforts to discuss scholars’ evidence. Discussion with professionals was highlighted on the questionnaire. Needless to say, that in order to measure the reliability of the questionnaire and the indicators, a confirmatory factor analysis and Cronbach’s alpha as a measure of internal consistency, that is, how closely related a set of items are as a group were used. The Cronbach's alpha value was 0.85α, which was evaluated as desirable.
Findings: The results of the research indicate that the index or indicator of organizational dimension with an average of 74.3, the order dimension indicator, with an average of 64.8, the indicator of clean-up, with an average of 64.3, the standardization indicator with an average of 77.5 and the discipline indicator with the average of 7.90 indicate the status of these factors among the staff of NLAI. The study of the desirability of average staff satisfaction based on the 5s components in which T-statistic results were highlighted for the average satisfaction rate of employees in the organization was conducted. The significance level of this statistic indicates that the average satisfaction degree of employees in the 5s component is desirable. Regarding the prioritization of each of the components in terms of job satisfaction among the staff of the National Library and Archives Organization, the 5s components are ranked based on the job satisfaction indicator using Friedman's test. The results indicate that the discipline dimension was not even considered to be moderate or lower for respondents. But it also has a belief in its role in cleanliness. Discipline component with average rating 4.83 stands in the first ranking, the standardization component with the average of 3.39 in the second rank, the component of organization with the average rating 2.96 in the third rank, the order component with the average rank 1.95 in the fourth stand and finally the component of clean up with the average rating 1.86 is in fifth place. The value of the chi-square statistic and its significant level also indicates that this ranking is statistically significant. Concerning the study of the differences between each component in terms of job satisfaction of employees in different parts of NLAI, the results indicate that there is a significant difference between the job satisfaction of employees in different parts of the organization. This means that the staff of departments of deputy at National Library have expressed more job satisfaction in comparison with the research deputy, and this also exists in the 5s component. In the study of the difference between each component in terms of job satisfaction among the staff of the National Library and Archives Organization at the academic levels, the findings also show that there is a significant difference between the level of job satisfaction of employees according to their educational degrees, which is seen as significant at different levels and in 5s components. Personnel with higher education have a lower average job satisfaction than the other two groups. This situation is also present in all components of job satisfaction.
Discussion: The results gained of each dimension of the study in the organization showed that the component of organization with an average (74.3), the order component with the mean (64.8), the component of cleanliness with the mean (64.3), the standardization component with the average (77.5) and the discipline component with the mean (90.7) are in a desirable situation in the National Library and Archives Organization, which shows that these components are largely observed and adhered to in this organization. Therefore, it can be claimed that the components of the organization include the suitability of facilities and equipment for cooling and heating, the suitability of facilities and equipment with work, the proportion of space between the tables and rooms, observance of safety and prevention of adverse events and cleanliness, light, sound, temperature, and environmental conditions are very favorable to the staff of this organization, and the staff are relatively satisfied with the above mentioned issues. Also, the proportion of paid income to performance, the appropriateness of the organizational post with job education, the proportion of salaries and benefits received by the inflation rate, the extreme proportionality of the work with the individual's performance, the suitability of competencies, abilities and the status of the employees with the position and responsibility as well as the appropriateness of affairs assigned to personnel given the abilities and authorities of staff by the managers of the organization are fairly well-observed. Indicators such as organizational appreciation for staffing services, assignment of more responsible responsibilities by increasing training abilities and work experience, employee awareness of performance standards, mode of operation, and the purpose of doing it, creating the necessary conditions for career progress, facilities and educational and cultural facilities and holding courses and educational programs in accordance with the needs of the staff of the organization are in a good position. Most employees like their office and what they are doing in their organization. Among the components considered, only the clean-up component should be more highlighted by the managers of the organization. Because things such as creating comfort and joy for employees, establishing relationships between manager and staff, and between employees themselves, and generally related to working relationships and friendly interactions in this component, have been considered, although statistically favorable to the situation, but compared to other components, it is in a weaker and threatened position. Given the opinion of the staff of the National Library and Archives Organization regarding their satisfaction in relation to the 5s indices, the results indicate the proper status of these components, which is better to be addressed to be planned in different dimensions. There is a need for further strengthening in the discipline and cleanup. It is desirable that planning for implementation of this system be done more carefully in all the deputies of the organization, and in particular in the Deputy of Research. And finally, the emphasis is on the efforts to education and in reality, how broadly does education contribute to job performance? The justification and familiarity of lower educated personnel should be highlighted in the planning.