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Showing 25 results for Organization
The Proposed Model of the Effect of Knowledge Strategies on Organizational Performance with the Mediating Role of Ethical Leadership
Sedighe Mohammadesmaeil, Mostafa Pahlevanzadeh,
Volume 14, Issue 0 (3-2021)
Abstract
The aim of this study was to investigate the effect of knowledge strategies on organizational performance with the mediating role of ethical leadership. The present research is a correlational-analytical study in terms of applied purpose. The statistical sample size is 196 people. Data analysis was performed using structural equations through smartpls3 software. Findings showed that knowledge strategies have an effect on organizational performance with the mediating role of ethical leadership. According to the software output, the probability statistic for the ethical leadership mediator variable is 8.475, which is greater than the critical value of the absolute value of 1.96. System-based strategies affect organizational performance by mediating the role of ethical leadership. According to the software output, the probability statistic for the mediating variable of moral leadership is 7.729. Human-centered strategies affect organizational performance by mediating the role of ethical leadership. According to the software output, the probability statistics for the ethical leadership mediator variable is equal to 9.075. In the health system as a knowledge-based organization, managers must plan to implement a system to evaluate the desired knowledge performance. On the other hand, ethical leaders use their potential capacities and abilities through the application of knowledge among employees to achieve organizational goals by establishing two-way communication with employees, and motivating them and placing rewards and punishments for employees in performing organizational tasks and activities.

Identification and Analysis of Organizational-Professional Factors Affecting the Trust Between the Patient and the Physician
Mahshid Safaei, Maghsoud Farasatkhah, Ehsan Shamsi Gooshki,
Volume 15, Issue 1 (3-2022)
Abstract
In the health system, professional problems and organizational obstacles cause patient fatigue, physician exhaustion, and ultimately interpersonal issues between the patient and the physician, including lack of mutual understanding and erosion of trust. Therefore, trust, as the central core of social capital, plays a significant role in the quality of interpersonal and intergroup interactions. The trust between the patient and the doctor and its general expansion requires a set of organizational considerations and professional principles in the health system. The purpose of this qualitative research was to analyze organizational and professional factors affecting trust between the patient and the physician. The data were collected through semi-structured interviews in the health service centers located in Tehran. Using purposeful sampling and snowball, a total of 39 participants were interviewed until theoretical saturation was reached. Using the systematic approach of grounded theory (GT) and ATLAS.ti software, the data were categorized and analyzed in three stages of open, axial and selective coding. The findings show that the professional-organizational components effecting on trust between physicians and patients include three components of "adaptable professional management", "adaptable insurance" and "adaptable policy" and nine sub-components as described in the article. These components are the composing elements of the structure and infrastructure of professional development in health system, which can restore the relationship and interaction based on trust between the patient and the physician in health system. The other strategic researches are needed to develop strategies and executive policies to increase the trust between the patient and the physician.

Promoting Ethical Motivation in Health Care Organizations: Ethical Accreditation of Healthcare Service Facilities: A Review Study
Seyed Ali Enjoo ,
Volume 17, Issue 0 (12-2024)
Abstract
Organizational ethics in healthcare literature encompasses a set of complex and interrelated topics. It is regarded as the frontier of medical ethics or the next stage in the evolution of bioethics. To effectively address organizational ethical issues within healthcare organizations, it is crucial to understand both the similarities and differences between competing concepts. Moreover, the presence of financial and contractual concerns often makes it challenging to motivate managers to enhance the ethical climate of their organizations. This study aims to develop a deeper and more comprehensive understanding of organizational ethics in the healthcare system. This review study involved a comprehensive search of the literature on healthcare system ethics, utilizing the following databases: PubMed, Scopus, Web of Science, and CINAHL. Additionally, grey literature from published books on Healthcare Organization Ethics and websites of organizations such as JCAHO and VBN were also included. The search strategy employed a combination of keywords such as 'health ethics,' 'organizational ethics,' 'health organizations,' 'ethical decision-making,' 'manager motivation,' and 'CEO incentives.' Only English-language sources with accessible full-texts were considered. All search results were reviewed, and duplicates were removed. This study offers a comprehensive overview of the existing literature on organizational ethics in healthcare, providing a detailed map of key texts in the field.
 

The Relationship Between Moral Foundations and Organizational Culture Among Nurses at Vali-e Asr Hospital in Borujen in 2023
Fatemeh Badr, Mostafah Roshanzadeh, Somayeh Mohammadi, Mina Shirvani, Samaneh Dehghan Abnavi,
Volume 17, Issue 1 (3-2024)
Abstract
Considering the important role of health organizations and the behavior and performance of nurses in achieving organizational goals, the moral foundations of nurses can significantly influence their behaviors and decisions and shape the organizational culture and atmosphere. Therefore, the present descriptive-analytical study aimed to investigate the relationship between moral foundations and organizational culture among 200 nurses selected using the census method at Shahrekord University of Medical Sciences in 2023. Data were collected through a demographic information form along with questionnaires to measure moral foundations and organizational culture. Data were analyzed using SPSS software version 16 via descriptive statistics (percentage, mean, and standard deviation) and analytical tests (t-test, analysis of variance (ANOVA), correlation coefficient, and linear regression). Pearson’s correlation coefficient revealed a significant relationship between the mean scores of moral foundations and organizational culture among nurses (r=0.61, P<0.001). The coefficient of determination (R2=0.372) showed approximately 37% of the variance in organizational culture can be predicted by moral foundations. Among the dimensions of moral foundations, loyalty to the group, respect for authority, and purity significantly predicted organizational culture (P<0.001). The mean score of moral foundations among nurses was acceptable at 98.55±15.8, while the mean score of organizational culture was favorable at 105.74±25.7. Based on the findings from the present study it can be concluded that by creating a moral atmosphere and promoting moral values such as loyalty to the group, respect for authority, and purity in nurses, the organizational culture can be enhanced

The Relationship Between Organizational Support and Compassion Fatigue in Emergency Department Nurses: A Cross-Sectional Study
Reza Abdollahi, Aynaz Bagherzadi, Mrs Mir Hossein Ahnmadi, Mr Yousef Mohammadpour,
Volume 17, Issue 1 (3-2024)
Abstract
Organizational support is a key factor that may influence and moderate compassion fatigue among nurses. Therefore, this descriptive-analytical study aimed to explore the relationship between organizational support and compassion fatigue in emergency department nurses. The research population consisted of all nurses in the emergency departments of educational hospitals in Urmia, Iran in 2024. A total of 150 nurses were randomly selected based on the inclusion criteria for the study. Data were collected through three questionnaires including a demographic information form, Eisenberger’s Organizational Support Scale, and Figley’s Compassion Fatigue Scale. Data analysis was performed using SPSS software version 15. The results indicated a significant negative relationship between organizational support and compassion fatigue (r=0.45 and p< 0.05). The mean score for organizational support among emergency department nurses was 21.13± 0.54. Moreover, the mean scores for compassion fatigue, compassion satisfaction, and secondary traumatic stress were 27.73 ± 8.54, 38.73 ± 1.81, and 28.45 ± 4.82, respectively. The overall mean score for the nurses' job quality was 31.93 ± 4.32. Given the results of the present study and the role of organizational support in reducing compassion fatigue among nurses, it is crucial for nursing managers and policymakers to take certain measures such as improving working conditions and addressing the needs of nurses to enhance organizational support, consequently helping to reduce and mitigate compassion fatigue among nurses.

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