Showing 25 results for Organization
Mina Mobasher, Nozar Nkhaee, Sareh Garoosi,
Volume 1, Issue 1 (7-2008)
Abstract
Background: The ethical climate (organizational culture) of an organization as perceived by a group of its workers is believed to affect ethical practices, job satisfaction and quality of care.
Objectives: To assess the ethical climate of teaching hospitals of Kerman city according to nursing staffs’ views.
Methods: A 26-items questionnaire was translated to Persian which its content validity was acceptable according to the literature review. Its reliability was in an acceptable range according to Cronbach’s alpha (0.92). It was distributed between a convenient sample of 350 nursing staff who worked in the four teaching hospitals of Kerman city. Three hundred and two subjects completed the inventory. All questionnaires were anonymous.
Results: The majority of them (76%) were female. The mean (±SD) age of the individuals were 32.4 (± 8.5). Subscription to the expression “always” was mostly seen for the item “my manager is someone I respect” and it was seldom observed for the item “nurses are supported and respected in this hospital”. There was no significant difference in the total score of the inventory according to background variables (i.e. age, sex, educational level, employment status and hospitals).
Conclusion: According to the great impact of organizational culture on nurses’ practices it seems that some aspects of organizational culture of teaching hospital especially the aspects that are related to physicians and top level managers need to be improved
Amir Ashkan Nasiripour, Mohammad Ali Hosseini, Hasan Fazayeli Rad, Abbas Kamyabi,
Volume 4, Issue 6 (12-2011)
Abstract
Evaluation of the factors related to the patients&apos complaints against medical staff, especially doctors and efforts towards its reduction affects patients&apos satisfaction of health care system. The main purpose of the present study was to determine the factors related to the patient`s complaint against doctors with the verdict of Medical Council of Kerman.
This study was a descriptive, analytical and practical evaluation, assessing 250 documents related to the patients&apos complaints of doctors in Kerman Medical Council during 2004-2009.
The most reasons of complaints (%73.2) were carelessness and disrespecting scientific and legal standards, and obtaining funds out of legal standards (%9.3) respectively. In the case of issuing vote, the most opinions (%31.7) were innocence and suspended and barred from prosecuting (%22.9) respectively. Most complaints were of ophthalmologists and private hospitals. There were significant relationship between the reason of complaint and issued out (P<0.01, c2= 53.706) and the reason of complaints and field practitioners (P=0.026, c2= 49.27). No significant relationship between issued out and the type of hospital was found.
Regarding the results, respecting scientific, and legal standards, and decreasing financial relationships between doctors and patients is an effective way in reducing patients&apos complaints of physicians. Improvement in physicians&apos patients&apos relationship by explaining the disease condition, its risks and treatment options to patients are effective in reducing patient&aposs complaint against physicians.
Simin Mehdipour, Afsar Foroud, Mohammadreza Amini,
Volume 5, Issue 3 (6-2012)
Abstract
Recent advances in cloning have offered hopes for disease treatment and resolving some other difficulties related to health, but this technology comes with social, legal, ethical, religious and other questions, and has caused different reactions worldwide. While some countries have enacted legislations on cloning, other countries have no clear law. Many countries and organizations, for various reasons including ethical concerns, have taken strong stand against reproductive cloning, and some even against research cloning. Some refer to the positive results of cloning and are in favor. Overall, most are in favor of cell and tissue cloning for therapeutic reasons and against reproductive cloning. In general, cloning is an important development in genetics and biotechnology that can be both lifesaving and destructive. Therefore, decision makers should be aware of its positive aspects for human health and prevent potential social and ethical problems through appropriate legislation In this paper, we present the opinions of opposers and supporters, and an overview of the position of countries and organizations regarding human cloning.
Narjes Manjoghi, Abolghasem Noori, Hamidreza Arizi, Narjes Fasihizadeh,
Volume 5, Issue 4 (7-2012)
Abstract
Errors occur commonly in hospitals and nurses are potential observers of these misconducts and they can prevent them by reporting. This research studies the types of errors, misconducts, and inappropriate situations in the nursing field, compares these errors in private and public hospitals and finally studies individuals' reactions to these errors (whistle-blowing and not whistle-blowing). Two hundred and forty five subjects were chosen out of 2260 nurses in Isfahan hospitals. In this study, a list of errors, misconducts and whistle-blowing criteria by McDonald instrument was used. Results showed that there is significant difference between error models in private and public hospitals, also between strategies used by whistle-blowers and non whistle-blowers when they observed errors, misconduct and inappropriate situations. Sixty-two percent of nurses revealed errors after observing them. Identifying the types of errors can help health decision makers to decrease them and will raise awareness of this issue. In addition, by decreasing the impediments of whistle-blowing, errors and organizational misconducts will be decreased.
Hossien Dargahi,
Volume 5, Issue 7 (2-2013)
Abstract
Political behaviors are a group of practices that are not essential in organizations, but can impact organizational resources and their reward systems. Employees and managers try to demonstrate political behavior to gain power. Today, most organizational behavior researchers have focused on the perception of political behaviors and how these behaviors are presented with regard to ethical considerations. Therefore, this review is aimed to study the goals, reasons, outcomes, and morality or immorality of political behaviors and power in organizations. The current paper is the result of a literature review that was conducted by using Medline, Ovid, Elsevier, Google, Pub Med, Scopus, Springer, and Cochran library search engines and through selection of 5 key words and 110 references out of which 41 references were ultimately chosen. Most political behaviors are the consequences of employees' personal differences and organizational specifications. Some employees follow moral political behaviors and the rest prefer immoral ones, although it seems difficult to establish which political behaviors are moral and which ones are not. We believe that political behaviors that are based on ethical considerations should be consistent with organizational interests. Seeing as political behaviors are a fundamental component of organizational conduct, they cannot be eliminated therefore, managers should believe in the political nature of their organizations and determine their political strategies and try to employ these strategies to the advantage of their organizations.
Mohammad Esmaiel Ansari, Mohammad Shaker Ardakani,
Volume 6, Issue 2 (5-2013)
Abstract
The study of work ethics has gained great significance in recent years following the failures of major corporations and the West’s crisis. The main objective of this study is to examine the relationship between Islamic work ethics (IWE) and organizational commitment and its three dimensions including affective, continuance and normative commitments. This is a descriptive study that has been conducted in 2010. One hundred and fifty nine employees participated in this study who selected from hygiene, nursing & midwifery, pharmacy & medicinal sciences, dentistry, rehabilitation sciences, and management & information faculties through stratified random sampling. Data were collected via the 17-item Islamic Work Ethics Questionnaire, constructed by Ali (2000), and the 24-item Organizational Commitment and its dimensions questionnaire, constructed by Meyer & Allen (1991). The collected data were analyzed through correlation and regression using SPSS17. The result of factor analysis confirmed the multidimensional nature of organizational commitment. The result of correlation and regression analysis also showed that there is a positive and direct relationship between IWE and total organizational commitment and its three dimensions. The demographical variables did not impact on IWE and organizational commitment. According to the results, the employees of Isfahan University of Medical Sciences are committed to the organization either because of an emotional bond to the organization or in the absence of better job opportunities outside the organization. It may be beneficial to convey these results to managers in order to make them aware of the fact that the employees are not reluctant to leave the organization for a better job with better conditions. In view of the relationship between Islamic work ethics and organizational commitment, it is recommended that university directors and presidents attempt to increase organizational commitment by providing ethical codes and promoting Islamic work ethics principles.
Marjan Mardani Hamooleh, Ehteram Ebrahimi, Mehrdad Mostaghasi, Taraneh Taghavi Larijani,
Volume 6, Issue 3 (8-2013)
Abstract
Organizational justice is of great importance particularly for hospital personnel, and job stress has the potential to put their health at risk. The purpose of this study was to determine the relationship between organizational justice and job stress among the personnel of a hospital in Isfahan.
In this correlation study, the samples consisted of 150 personnel that were working in a governmental hospital in Isfahan. Samples were selected through convenience sampling in 2012. Data were gathered by personal data questionnaire, Niehoff organizational justice questionnaire and job stress questionnaire. Data were analyzed by descriptive and analytical statistics.
Results showed that job stress among hospital personnel varied from 48.6% (moderate) to 39.4% (mild) and 12% (severe). Moreover, findings showed there was a relationship between organizational justice in the domain of interactional justice and job stress among hospital personnel (r = - 0.18, P = 0.03).
According to the findings, it is essential to pay attention to the concept of organizational justice in hospitals in order to decrease job stress among the personnel.
Hossein Dargah, Seyedeh Ghazaleh Sadat Tehrani,
Volume 7, Issue 1 (5-2014)
Abstract
Observation of ethical principles by health care organizations managers can direct and control human resources. Moreover, organizational commitment is a type of emotional and fanatical dependence on the values and goals of an organization that can help preparing an appropriate background for employee development. Therefore, this research is aimed to determine the relationship between management ethics and organizational commitment among employees of the Tehran University of Medical Sciences. This is a cross-sectional, descriptive and analytical research conducted among the headquarters employees of the Tehran University of Medical Sciences. One hundred and fifty employees were selected as a research sample using the Cochran formula. The research tools were two types of standard questionnaires including organizational commitment and principles of ethics questionnaires that were completed by the employees. The response rate was 86%. The collection and analysis of data were performed by SPSS software. The results of this research showed that most managers of TUMS headquarters observed the principles of ethics and also most of the employees had a high level of organizational commitment. However, organizational commitment of TUMS employees does not appear to be influenced by managers’ observance of ethical principles, and it seems that other factors like organizational culture or organizational health could be correlated with employees’ organizational commitment. The authors recommend preparation of ethical charters and avoidance of instrumental usage of ethical principles by the managers in order to direct the employees to follow ethical guidelines and create a unified culture within the organization.
Ali Akbar Aminbeidokhti, Ebrahim Mardani,
Volume 7, Issue 2 (7-2014)
Abstract
Organizational justice can dramatically impact the personnel’s attitudes and behaviors and is therefore considered to be of great importance. Moreover, high quality of work life is known as the basic prerequisite to empower human resources in healthcare systems. The aim of this study was to determine the relationship between perceived organizational justice and quality of work life among hospital personnel.In this descriptive correlational study, the samples consisted of 268 staff members of a public hospital in Ahvaz. Samples were selected through census. Data were gathered by a demographic information questionnaire, Niehoff and Moorman Organizational Justice Scale, and Quality of Work Life Questionnaire. Data analysis was performed using descriptive and analytical statistics.Results showed that quality of work life among the hospital personnel in this study was moderate (64.2 %), relatively good (16%), poor (13 %) and good (6.8%). Dimensions of organizational justice including distributive and procedural justice had a significant relationship with quality of work life.Since there is a direct relationship between perceived organizational justice and quality of work life, hospital managers should pay attention to this issue, which will lead to enhanced quality of work life in personnel.
Abolfazl Ghasemzadeh, Shiva Maleki, Shaban Brooki Milan,
Volume 7, Issue 4 (11-2014)
Abstract
Abstract
Ethical and moral values lie at the root of employee behavior and activities. Hence, observance of professional ethics and the related benefits are among the most fundamental research topics in organizational areas.
This descriptive-correlational research was performed according to the practical study objectives and through adopting a data collection approach. With the aim of exploring the mediating effect of organizational identification on the relationship between professional ethics, organizational citizenship behavior and job deviation behavior, a sample of 225 employees and hospital specialists were chosen from the cities of Maku, Showt and Poldasht using random stratified sampling. Data were gathered through standard questionnaires of Van Dick’s organizational identification, professional ethics, citizenship behavior and deviation behavior. In order to evaluate the relationship among variables measured in a conceptual model, Structural Equation Modeling was used.
The results showed that there is a positive and significant relationship between organizational identification and professional ethics (r = 0.177) and organizational citizenship behavior (OCB) (r = 0.179). Findings also showed that the relationship between professional ethics and citizenship behavior and deviation behavior is mediated through organizational identification. In the above-mentioned model, all regression weights were statistically significant, except for the relationship between professional ethics and deviation behavior.
The results of this study indicated that professional ethics strengthened organizational identification on the one hand, and organizational identification strengthened citizenship behavior and reduced the deviation behavior of the employees and hospital specialists on the other hand.
Habibollah Ranaei Kordshouli, Mousa Izadi, Ahmad Allahyari Bouzanjani,
Volume 8, Issue 2 (7-2015)
Abstract
This study aims to investigate the effect of personal and organizational factors on nurses’ generosity in knowledge sharing. For this purpose, a questionnaire was used to gather the required data from the nurses in Beheshti Hospital of Yasouj. The data were then analyzed using descriptive tests (SPSS Software) as well as structural equation modeling (Smart PLS Software). The following factors were found to influence nurses’ generosity in knowledge sharing respectively: organizational culture (&beta: 0.25 T: 5.02), supervisory (&beta: 0.10 T: 4.63), and human resources management (&beta: 0.05 T: 4.36). Some personal factors affecting nurses’ generosity in sharing knowledge included: willingness to help others (&beta: 0.32 T: 4.18) and trust in colleagues (&beta: 0.16 T: 3.02), respectively, but the effect of nurses’ perceived self-efficacy on their generosity in knowledge sharing was not significant (&beta: 0.08 T: 0.54). It can therefore be concluded that both personal and organizational factors are effective on nurses’ generosity in sharing knowledge, although the former appears to have a greater influence.
Hossein Dargahi, Golsa Shaham,
Volume 8, Issue 4 (11-2015)
Abstract
Emphasis on the organizational commitment of employees is a soft management technique to enhance performance and efficiency. This study aimed to determine the relationship between organizational commitment in the employees of Tehran University of Medical Sciences (TUMS) and their tendency to display non-ethical behavior.
This study was a descriptive analytical and cross-sectional research conducted on the headquarters employees of Tehran University of Medical Sciences during 2013 and 2014. A sample size of 150 employees was determined using the Cochran formula. Research tools consisted of a researcher-made questionnaire measuring non-ethical behavior, and Allen & Meyer’s Organizational Commitment Scale. The validity and reliability of both questionnaires were confirmed. The response rate was 85%. Data were collected using the SPSS software, and Pearson’s statistical methods were applied.
The average organizational commitment of the employees in this study was 62.32, which is considered as moderate. It should be added that the majority of the employees did not demonstrate a tendency for non-ethical behavior.
Although the average organizational commitment was not high in TUMS employees, it was not correlated to their non-ethical behavior tendency. It seems that the organizational commitment of TUMS employees is influenced by other factors such as supervisor and organizational ethics, which can be the subject of future studies.
Leily Keyvanloo, Tayebe Rahimi Pordanjani, Ali Mohamadzade Ebrahimi,
Volume 8, Issue 6 (3-2016)
Abstract
The present study tests a model of the relationship between Islamic work ethics and job satisfaction and organizational commitment with mediation of intrinsic motivation. Research design was correlation through structural equation modeling (SEM) and the sample consisted of 203 employees of Sabzevar University of Medical Sciences selected by census sampling method. Participants in this study completed questionnaires on Islamic work ethics, job satisfaction, organizational commitment and intrinsic motivation. Reliability and validity of all questionnaires were reported to be at an acceptable level. Data were analyzed through structural equation modeling (SEM) using AMOS-21 and SPSS-19 software packages. In addition, Preacher and Hayes’ SPSS macro program was used for testing mediation. The results showed that the proposed model fit the data properly, and that Islamic work ethics directly affected job satisfaction and organizational commitment. Moreover, the mediating effect of intrinsic motivation on the relationship between Islamic work ethics and job satisfaction and organizational commitment was confirmed. Employers can therefore rely on Islamic work ethics and training the employees and supervisors to reinforce intrinsic motivation, and thus promote job satisfaction and organizational commitment
Shahrzad Ghiyasvandian, Afagh Sedighiyani, Anooshirvan Kazemnejad, Iraj Iranshahi,
Volume 9, Issue 6 (3-2017)
Abstract
One of the major challenges in healthcare system is to train staff with strong commitment to the organizational mission. The key variables that have a significant impact on the performance of the organization is communication satisfaction. In fact, organizational communication has influential affect on different aspects of the organization including, professional commitment. This study was conducted to determine the relationship between communication satisfaction and organizational commitment among nurses.
In a descriptive-correlation study, 300 nursing staff in hospitals from Tehran University of Medical Sciences were selected through random cluster sampling in 2015. Data were collected by organizational communication “Downs and Hazen” and organizational commitment of “Allen and Meyer” questionnaires. Data were analyzed using chi square test and SPSS 16 software.
In Result, 7.2% of nurses were satisfied with their organizational communication and 1.7% of nurses had organizational commitment. There was a significant correlation between organizational communication satisfaction and organizational commitment (p<0.001). The mean and standard deviation of organizational communication Satisfaction (91.396 ±2.39) and for Organizational Commitment respectively (47.488±9.33) was. also there was a significant correlation between organizational commitment and age, education and shift, but it was not correlated with sex, marriage status and organizational post. Likewise, communication satisfaction had significant correlation with job position and job experience, but hadn’t significant correlation with other demographic variables. Also, the regression model showed that with one point increase of organizational communication satisfaction are added. /189 to the score of organizational commitment.
In conclusion, considering the existence of significant positive relationship and also linear regression result, satisfaction of organizational communication is as predictive variable for organizational commitment. Therefore it seems that the optimization of organizational communication managers and officials could increase the commitment of nurses in hospitals and to increase their effectiveness.
Seyed Ali Enjoo, Zahra Kavosi, Seyed Ziaadin Tabei, Abdolali Mohagheghzadeh,
Volume 10, Issue 0 (3-2017)
Abstract
Organizational culture affects the values, traditions, and norms of an organization. Therefore, the organizational behavior means how much an organization acts ethically. The cultural environment affects the formation of the organizational climate and, behavior. There are some deficiencies in the standards of organizational culture. This study aimed to review different aspects to accredit hospitals culturally in Shiraz University of Medical Sciences and consisted of two stages: First; the initial qualitative study was done by interviewing the experts who were selected purposely and held focused group discussion sessions to recognize the different aspects of cultural validation and develop an cultural accreditation manual for hospitals. Second stage was an evaluation of the hospitals in Shiraz University of Medical Sciences according to the cultural accreditation manual. Among 17 targeted hospitals, passed the training course of identifying indicators and volunteered to participate in the survey, 11 hospitals which had performed self-evaluation according to their manuals entered the survey. Seven main subjects and 17 sub-titles were derived from the first qualitative study. The subjects included considering religious laws demanded by patients and those patients’ accompaniers, patient satisfaction, staff satisfaction, consideration of ethical rules, dress codes, cultural activities of the hospital, and environmental neatness of the hospital. The evaluation of the above factors ranged from 0-1. The hospitals, total scores were from 0.68 to 0.78. Findings suggest capability of the indicators for hospital cultural evaluation. The qualitative study ranked the hospitals in every aspect.
Iraj Shakerinia, Reza Ghasemi Jobaneh,
Volume 11, Issue 0 (3-2018)
Abstract
The aim of this study was to determine the role of organizational health and job satisfaction in Work ethics of university staff. The research method was descriptive-correlational and the statistical population of the study consisted of all the staff of the University of Guilan. In this study, 134 participants were selected by stratified random sampling method. The research tools consisted of three questionnaires, work ethics, organizational health and job satisfaction. In order to analyze the data, Pearson correlation and regression analysis were used. The results showed that there is a positive and significant relationship between organizational health and Work ethics (P<0.01). There is a positive and significant relationship between job satisfaction and work ethics (P<0.01). Also, regression analysis showed that organizational health and job satisfaction could explain 39% of the variance of work ethics (P<0.01). The findings of this study indicate the importance of organizational health and job satisfaction in explaining the work ethics of university staff.
Mohammad Hassani, Afsaneh Abbaskhani,
Volume 11, Issue 0 (3-2018)
Abstract
Today, the role of spiritual leaders is to stimulate employees by employing a spiritual perspective and creating cultural backgrounds based on human values to raise capable employees. On the other hand, professional ethics is one of the variables that has a significant impact on individual and group activities and outcomes of the organization. The purpose of this study was to investigate the relationship between spiritual leadership and professional ethics with organizational performance and quality of work life with the intermediate role of organizational learning among employees of Imam Reza Hospital in Urmia. The design of this research was a descriptive-correlational cross-sectional design model of structural equations. The statistical population of this research included 759 employees, 240 of them were selected by random sampling method. For data collection, standard questionnaires were used. Pearson Coefficient and Structural Equation Model Finding were used to analyze and examine the assumptions and the relation between the variants. The results show that there is a significant relationship between spiritual leadership variables and Professional Ethics with organizational performance and quality of life of employees (P<0.01, r=0.42, r=0.51), (P<0.01, r=0.36, r=0.75). Furthermore, the results showed that the intermediate role of organizational learning in the association between spiritual leadership and professional ethics with organizational performance and quality of work life (β = 0.17, β = 0.18, β = 0.16, β = 0.17) ) is confirmed. According to the findings, it can be concluded that paying attention to spiritual leadership and professional ethics can improve the organizational performance and quality of work life, as well as enhance organizational learning among the staff of Imam Reza Hospital.
Shahnaz Xajeh, Fereidoun Allahyari, Ali Akbar Kajbaf,
Volume 12, Issue 0 (3-2019)
Abstract
Smallpox was a dangerous disease that was considered one of the leading causes of mortality and disability in Iran up to Pahlavi II period. Therefore, combatting this disease was necessary. At the beginning of the second development plan (1955) and by founding Combatting Smallpox Service, the efforts for eradicating smallpox became more organized. This organization could overcome a lot of the different geographical and human obstacles and vaccinate a lot of the people every year. So, it could almost controlled smallpox up to the end of this period. In this paper, we investigated combatting smallpox from 1948 to 1967 and addressed its obstacles, approaches and achievements. Accordingly, we answered research questions through content analysis and deductive reasoning. The major sources used were reports released by the state, particularly the reports of Planning Organization and Ministry of Health, as well as old medical magazines.
Reza Dashti,
Volume 13, Issue 0 (3-2020)
Abstract
Muslims learned how to build a hospital using the experiences of physicians from other nations, especially Iranians, by modeling at Jundishapur Hospital, and this way set up many hospitals. In addition to building a variety of hospitals, Muslims created efficient structures and organized them based on bosses, deputies, stewards, supervisors, nurses, and the like, who served in different parts of hospitals. In Islamic hospitals, male and female physicians with various specialties treated patients regardless of religion or race. Using a descriptive-analytical approach based on library information, this research seeks to answer the question of how the structure and organization of hospitals in Islamic civilization have been. Findings of the present research verify that hospitals in Islamic civilization had a well-organized and efficient structure, and various medical departments. Findings also indicate that the structure and organization of Islamic hospitals have evolved over time.
Mahmoud Motevassel Arani, Mojtaba Parsa, Seyed Hesamoldin Sayyedin , Nikzad Isazadeh, Abdolrahman Rostamian , Mohsen Parwiz, Hossein Dargahi,
Volume 13, Issue 0 (3-2020)
Abstract
Organizational culture is defined as prominent values and a set of key characteristics govern the organization. Paying attention to the importance of organizational culture increases staff’s productivity and job satisfaction. Therefore, the aim of this study was identification, counting and classification of organizational culture components based on Islamic-Iranian values by synthesizing approach and looking at health care organizations. First, 892 indicators were identified and counted by application of Pearson and English databases and using organizational culture, Islamic – Iranian culture, indicators, component, and health care organizations as key words, consideration of inclusion and exclusion criteria, field literature review, data entry into Excel software. Then using Delphi method and opinions of seven cultural elites in Tehran University of Medical Sciences, and after performing 11 stages, repetitive indicators in terms of meanings, concepts, and examples were merged and grouped into 39 components. Moreover, the extracted components were divided into three levels of organizational culture and the application of the components of each level in organizations were presented. Therefore, it is recommended the final components and application of each of them be used as an organizational charter in Tehran University of Medical Sciences.
