Farshid Nasrolah Beigi, Pouran Raeissi, Farbod Ebadifard Azar,
Volume 20, Issue 2 (9-2021)
Abstract
Background and Aim: Burnout is one of the most important factors that reduces the productivity of personnel. Therefore, this study aimed to determine the relationship between human resources management functions and job burnout from the perspective of managers and staff of deputy of Health in Iran University of Medical Sciences.
Materials and Methods: Subjects of this cross-sectional study consisted of 657 managers and staff members of deputy of Health in Iran University of Medical Sciences that 242 individuals were selected according to Morgan's table as the study population. Research data were collected using two questionnaires of burnout and human resources management functions.
Results: 174 (70.7%) participants in the study were women, with mean age and work experience of 41.3 and 15.8 respectively and a standard deviation of 7.35 years. 78.9% of married people and 69.1% of the participants were dissatisfied with the status of their salaries. The dimensions of consequential evaluation, transparent job description and comprehensive training with averages of 4.17, 4.12 and 4.03 out of 7 had the highest score among the various dimensions of human resources functions. Different dimensions of burnout showed that the highest mean was related to feelings of personal inadequacy and depersonalization (4.72). The results of the Pearson correlation test showed that there was a statistically significant relationship between human resources management functions and burnout with a correlation coefficient of -0.439 (P <0.05).
Conclusion: Job burnout can be significantly reduced with the improvement of human resources management functions.
Mehdi Raadabadi, Mohammad Sadeghi, Masoud Saffari, Mohadeseh Karimizadeh, Ezat Dehghan Manshadi, Mehdi Jabinpour, Elham Haji Maghsoudi,
Volume 21, Issue 2 (9-2022)
Abstract
Introduction& Purpose: One of the challenges that organizations face today is the issue of retaining employees in the organization. Meanwhile, addressing the causes of early retirement among health workers is doubly important. The aim of this study was to investigate the causes of early retirement in retirees of Yazd University of Medical Sciences.
Methods: The present descriptive research was conducted to find the causes of early retirement among retirees of staff of Yazd Medical Sciences between 2016 and 2018. Collecting dada was done by examining the personnel file, retirement system and through interviewing people. Data description was done using descriptive statistics and SPSS.21 software.
Results: The average number of years of service lost was 3.7 years. In total, there were more than 528 years of service lost. Regarding job characteristics, the majority of retirees were employed in service and nursing positions (4701%), in hospital (45%) and health centers (42.9%). The study of the causes of early retirement showed that the most common causes of retirement were related to boring work environment (55.7%), physical problems and underlying diseases (40.7%) and lack of support from officials (24.3%).
Conclusion: According to the findings, multilateral support in the organization, promotion of rewards and economic benefits, creating morale in the organization, observing the principles of mental health, reducing anxiety and creating hope and increasing participation of employees in the decision-making process can be effective in reducing early retirement.
