Showing 3 results for Masoud Sinaki
Niloufar Amiri Ghale Rashidi, Dr Alireza Namazi Shabestari, Alireza Arab Yarmohammadi, Maryam Mazinani, Sepideh Masoud Sinaki,
Volume 18, Issue 3 (10-2019)
Abstract
Background & Aim: The purpose of this study was to investigate the current organizational culture in Tehran University of Medical Sciences, which is to be considered in order to strengthen organizational culture.
Material & Method: The present study is a descriptive cross-sectional study and an applied research-based survey that was conducted in Tehran University of Medical Sciences in 2019. The sample size was calculated and analyzed using Cochran's formula for 306 people. In this study, Denison's Organizational Culture Questionnaire was used to collect data. Data were analyzed using SPSS software, descriptive statistical methods, one-sample mean and Pearson Correlation Tests.
Results: The average of organizational culture in Tehran University of Medical Sciences, in each component, culture of Involvement (2.29), culture of consistency (2.63), culture of adaptability (2.66) and culture of mission (2.58), Which represented a higher-than-average culture in all aspects of Denison's view.
Conclusion: The organization should do some corrective actions with respect to the components of adaptability (subculture of organizational learning) and Involvement (Capability Development), which has earned a lower score.
Dr Siamand Anvari, Dr Esmaeil Asadi, Gilda Rajabi Damavandi, Dr Mashala Vali Khani, Dr Behrang Shadloo, Sepideh Masoud Sinaki,
Volume 18, Issue 4 (1-2020)
Abstract
Background: The purpose of this study was to investigate the quality of life of employees working in a psychiatric hospital.
Materials & Methods: The present study is a descriptive cross-sectional study conducted in Roozbeh Hospital in 2018. The sample size was calculated using Cochran's formula and 112 questionnaires were analyzed. Quality of life was assessed using the 36-item Short Form questionnaire (SF-36). Data analysis was conducted using SPSS software, descriptive statistics, Kruskal-Wallis, Chi-Square and Cramer's post-test.
Results: The findings revealed that the overall score of quality of life was 68.8. The highest mean of quality of life score was related to Physical functioning function (84.2) and energy fatigue had the least score (58.7). Also, the results of the study showed that there was a significant relationship between education groups and quality of life in terms of physical functioning (P-value=0.007); work experience and quality of life in social functioning dimensions (P-value<0.02); between having hospital patient communication and caregivers' communication with the quality of life in energy fatigue and pain dimensions (0.005, 0.05> P-Value); in Roozbeh Psychiatric Hospital staff.
Conclusion: According to the research findings, the quality of life of Roozbeh Psychiatric Hospital staff is moderate and educational and therapeutic interventions are recommended to improve the quality of life of the staff.
Akbar Hassanpoor, Vajhollah Ghorbanizadeh, Sepideh Masoud Sinaki,
Volume 24, Issue 2 (9-2025)
Abstract
Background and purpose: Collaborative Human Resource Management (CHRM) is pivotal for enhancing organizational synergy. This study aimed to validate a CHRM model in the healthcare sector to demonstrate its capacity to institutionalize collaboration, thereby improving team efficiency, healthcare service quality, and team satisfaction.
Methods: This applied, quantitative study was conducted in early 2025. The statistical population comprised 550 administrative staff members at Tehran University of Medical Sciences. A sample size of 225 was determined using Krejcie and Morgan’s table. Data were collected using a researcher-developed questionnaire based on the CHRM model, encompassing six main dimensions (core components, causal factors, contextual factors, outcomes, intervening conditions, and strategies) and 16 subcategories. The reliability of the instrument was confirmed with Cronbach's alpha coefficients exceeding 0.78. Data analysis involved Exploratory Factor Analysis (EFA) using SPSS software and Confirmatory Factor Analysis (CFA) via Structural Equation Modeling (SEM) in SmartPLS software.
Results: The model indicators were analyzed across six sections. The Goodness of Fit (GOF) index was calculated at 0.506, indicating a strong and favorable fit for the model. Furthermore, significant correlations were observed among all model components, including causal factors, intervening conditions, contextual factors, the core phenomenon, strategies, and outcomes.
Conclusion: The findings confirm the validity of the Collaborative Human Resource Management model. Implementing this framework is anticipated to significantly enhance organizational efficiency and effectiveness within the university context.
