Showing 42 results for Organizational
Mehdi Zanganeh Baygi, Seyed Hesam Seyadin, Fatemeh Rajabi Fard Mazrae No, Abbas Kouhsari Khameneh ,
Volume 9, Issue 5 (2-2016)
Abstract
Background and Aim: In recent years, the family physician plan has been implemented as a main strategy of the health system in Iran. Therefore, the necessity to reform organizational structure based on new goals and strategies is felt more than before. The aim of this study is to review and summarize all cases about Iran’s organizational structure and its challenges in primary healthcare system.
Materials and Methods: This study is a systematic review. All relevant databases, bibliography of related papers, and laws were searched using appropriate search strategies and keywords. To evaluate the quality of selected papers, CASP tool was applied by two experts, and their choices were discussed to reach a final decision.
Results: Fourteen final cases were categorized in two groups: papers and upstream policies and laws. The results revealed the ineffectiveness of current organizational structure at different levels. The majority of the findings suggested proper reforms in the system. Centralization and delegation processes were the main dimensions studied.
Conclusion: Due to fundamental changes in goals and strategies, certain reforms in the organizational structure of health system in Iran are indispensable, especially at peripheral levels.
Key words: Primary Health Care System, Organizational Structure, Iran
Background and Aim: In recent years, the family physician plan has been implemented as a main strategy of the health system in Iran. Therefore, the necessity to reform organizational structure based on new goals and strategies is felt more than before. The aim of this study is to review and summarize all cases about Iran’s organizational structure and its challenges in primary healthcare system.
Materials and Methods: This study is a systematic review. All relevant databases, bibliography of related papers, and laws were searched using appropriate search strategies and keywords. To evaluate the quality of selected papers, CASP tool was applied by two experts, and their choices were discussed to reach a final decision.
Results: Fourteen final cases were categorized in two groups: papers and upstream policies and laws. The results revealed the ineffectiveness of current organizational structure at different levels. The majority of the findings suggested proper reforms in the system. Centralization and delegation processes were the main dimensions studied.
Conclusion: Due to fundamental changes in goals and strategies, certain reforms in the organizational structure of health system in Iran are indispensable, especially at peripheral levels.
Seyed Davood Nasrollapour Shirvani, Mohammad Esmaeil Motlagh, Mohammad Shariati, Pari Haji Seiyed Azizi, Azin Nahvijou,
Volume 9, Issue 6 (3-2016)
Abstract
Background and Aim: Today, customer perception assessment as a way to measure satisfaction and expectations has an important role in improving the quality of services and organizational excellence. This study aims to measure customers’ perception at the Health Deputy of Iran’s Ministry of Health and Medical Education (MOHME).
Materials and Methods: This cross-sectional study was performed in 2012-2013. The population comprised the health deputies of medical universities, among which 13 of the universities were randomly selected. As the main customers of MOHME health deputy, these universities’ managers and experts were asked questions like a census. The data collection device was the national award standard questionnaire consisting of 2 sections and 26 questions. The data were analyzed by SPSS 18 with 
level.
Results: Of the 267 managers and experts, 147 (56.1%) were male. Many of them (57.3%) had a bachelor's degree. Most of them (91.6%) were employed in technical units. The average perceived level of managers and experts regarding their reputation and image was 3.3±0.7, production and service 3.1±0.7, support while and after providing services 3.0±0.7, and loyalty and honesty 3.3±0.8 out of a maximum 5 points, respectively. There was no significant relationship between administrators and experts’ perception level on the one hand, and individual and organizational factors on the other (P>0.05).
Conclusion: The study showed that customers’ perception of indices related to the quality of relationships, services and measures was at a moderate level. Therefore, it is recommended that the department of health should design and implement an appropriate intervention program for organizational excellence.
Mohammadhiwa Abdekhoda, Maryam Ahmadi, Mahmodreza Gohari, Alireza Noruzi,
Volume 10, Issue 2 (5-2016)
Abstract
Background and Aim: Inclusive implementation of Electronic Medical Records (EMR) is more serious because of physicians’ perception. This study was carried out to identify the effects of organizational contextual factors on physicians’ perception regarding EMR’s adoption in 2013 (The merger of Tehran University and Iran).
Materials and Methods: This was a descriptive, analytical and cross- sectional study in which a sample of 270 physicians working in hospitals affiliated to Tehran University of Medical Sciences was selected. Physicians’ perception toward adoption of EMR has been assessed by Technology Acceptance Model or TAM questionnaire and organizational context variables. Collected data were analyzed by SPSS. The study model was tested by Structural Equation Modeling (SEM) and represented by AMOS.
Results: The findings showed that perceived usefulness (PU), perceived ease of use (PEOU), management support, physicians’ involvement, physicians’ autonomy, and physician- patient relationship have direct and significant effect on physicians’ attitudes toward EMR adoption. However, training has no significant effect on TAM variables. Moreover, the results showed authorizing proposed conceptual path model explained about 56 percent of the variance of EMR adoption.
Conclusion: The present study revealed that organizational context factors had significant effect on physicians’ attitude toward EMRs’ adoption. The study clearly identified six relevant factors that affected physicians’ perception regarding EMR adoption. These factors should be considered when comprehensive implementation is pursued.
Mahmood Nekoei Moghadam, Malikeh Beheshtifar,
Volume 10, Issue 2 (5-2016)
Abstract
Background and Aim: Employees’ silence is common in organizations, and is mostly neglected. Employees are indifferent towards their supervisors, work quality and organization. Organizational justice is a factor that can diminish employees' silence. The aim of this study was to determine the relationship between organizational justice and headquarters employees' silence in Kerman University of Medical Sciences (KMU).
Materials and Methods: This study was a descriptive-correlational and cross-sectional research. The population included all 400 employees at KMU headquarters, among whom 147 members were selected as the sample using Cochran’s formula. In this study, two questionnaires were used: organizational justice questionnaire with a reliability of 0.91 and employees’ silence questionnaire with a reliability of 0.92. For data analysis, Pearson and Spearman correlation, regression testing, by SPSS software were used.
Results: The findings showed that there was an inverse relationship between organizational, distributive, procedural, and interactional justice with employees' silence in Kerman University of Medical Sciences. The regression findings showed that the variable “distributive justice” had the strongest negative effect on employees' silence.
Conclusion: Encouraging employees to provide positive ideas, identify the existing problems, and reduce undesirable behavior like employees' silence can make employees operate more efficiently. Organizational justice is based on fair treatment, and it determines the employees’ reaction to organizational decisions. Therefore, it can partly remove problems and lead to the decline of employees' silence.
Sepideh Masoud Sinaki , Mir Ali Seyed Naghavi,
Volume 10, Issue 6 (3-2017)
Abstract
Background and Aim: Diagnosis is an implement of organizational development. The main objective of this study was to diagnosis the TUMS by using Six Box Model of the Weisbord to identify in which areas of this model Purposes, Structure, Leadership, Rewards, Relationships, Helpful Mechanisms and Attitude toward Change is more vulnerable.
Materials and Methods: The research was descriptive and the statistical population included five hospital staff subset of TUMS. Out of 280 questionnaires we received 220 completed ones. For data gathering we used standard questionnaire of the Weisbord which was estimated as both reliable and valid. By the use of Cronbach alpha coefficient, reliability coefficients was obtained equal to 0.85. Also, questionnaire was confirmed by 5 faculty members in terms of nominal and content validity. The data were analyzed by SPSS software.
Results: All the variables except rewarding and Attitude toward Change had significant changes p<0/05 thus the H0 for Purposes, Structure, Leadership, Relationships and Helpful Mechanisms were rejected. These variables stay in acceptable condition. However there was a significant difference between Relationships and rewarding; considering their T-Value it could be concluded that Relationships situation was desirable (T=3/62) but rewarding situation was undesirable (T=5/70).
Conclusion: The findings conclude that TUMS, currently the most appropriate situation was in communication and the most inappropriate situation was rewarding. Also other aspects are between these two conditions. Also, rewarding area needs planning to increase employee satisfaction.
Kumars Pourrostami, Marita Mohammadshahi , Lida Shams, Mohammad Ali Karimi Aghdam , Taha Nasiri, Parvaneh Heidari Orojlo ,
Volume 11, Issue 1 (5-2017)
Abstract
Background and Aim: The issue of organization fit is an important factor for attracting expert individuals within the organization and get their loyalty and commitment. Therefore, this study aimed to investigate and determine the relationship between person–organization fit with organizational commitment of managers of Alborz University of Medical Sciences.
Materials and Methods: This cross-sectional study was done on all managers who employed in Alborz University of Medical Sciences. Data collection conducted using a questionnaire which had two parts: person – organization fit and organizational commitment. The validity and reliability of the questionnaire was confirmed and about 180 questionnaires had been collected. And for analyzing data, Mann-Whitney and Kruskal-Wallis methods were used.
Results: The average score of person – organization fit was 5.16 with 0.28 standard deviation and the average score of organizational commitment was 4.91 with 0.44 standard deviation. The results showed statistically significant relationship between person – organization fit and organizational commitment (r=0.63, p=0.000).
Conclusion: Managers of Alborz University of Medical Sciences had average fit with their organization and high organizational commitment. So it is suggested that managers should be oriented about the goals and values of the organization. Moreover, policy makers and leaders of this university should be aware about the characteristics and values of the manegers. In addition, they must pay more attention to the issue of person–organization fit.
Rahmatollah Marzooghi, Heidari Elham,
Volume 11, Issue 2 (7-2017)
Abstract
Background and Aim: To fulfill its mission, the health system needs reform in various sectors including supervisory areas. That is because the quality of supervision can have various consequences such as increase or decrease of innovative self-efficacy through various factors. Therefore, the aim of this study was to explain the mediator role of perception of organizational justice in the relationship between abusive supervision and innovative self-efficacy.
Materials and Methods: This is a correlational descriptive-analytical study. The sample included 225 employees of Shiraz University of Medical Sciences, who were selected through random sampling. The research instruments were questionnaires of abusive supervision, innovative self-efficacy and perception of organizational justice, which were distributed among the sample after calculating their reliability and validity.
Results: The results showed that abusive supervision had a significant negative impact on the perception of organizational justice and employee’s innovative self-efficacy. Also, the perception of distributive justice has a significant positive impact on innovative self-efficacy and a mediation role in the relationship between abusive supervision and innovative self-efficacy.
Conclusion: In order to enjoy innovation, health-oriented organizations should reduce abusive supervision in managers’ and supervisors’ behavior; therefore, with the increase of employees’ feeling of innovative self-efficacy, they can lead to the realization of the mission of these organizations.
Abdullah Khanzadeh, Mohammad Esmaeil Motlagh, Abdolreza Mirshakak, Maryam Niakan, Neda Akbari Nassaji , Seiyed Davoud Nasrollahpour Shirvani,
Volume 11, Issue 2 (7-2017)
Abstract
Background and Aim: Benchmarking is known as the process of searching for the best where organizations are motivated with growth and development effort to identify successful experiences and achievements, and also improvement of functional indicators. This study was aimed at determining the frequency of benchmarking by managers and experts of Abadan School of Medical Sciences in the past two years.
Materials and Methods: A cross-sectional study was conducted in 2014. The population of study was all managers and experts of Abadan School of Medical Sciences that were chosen by the census. A researcher-made questionnaire was utilized to collect data containing demographic characteristics (8 questions) and registration table of patterned cases (4 open and close-ended questions) which its validity and reliability were approved. The collected data were analyzed by SPSS18 software.
Results: From the 139 managers and experts, 56 (40.3%) persons used 106 cases of successful experiences and achievements of other organizations to improve and develop their organizational performance including 67 cases (63.3%) in the area of management and organizational, 96 cases (90.6%) in the government agencies, 103 cases (90.6%) in Iran and 44 cases (41.5%) through site visit. There were no significant relationships between personal and organizational variables with benchmarking (P>0.05).
Conclusion: Given the present findings, benchmarking in Abadan School of Medical Sciences was low. Therefore, designing and implementing intervention programs appeared to be likely beneficial for promotion and development of benchmarking.
Mojgan Mohammadimehr, Sanaz Zargar Balaye Jame , Saeed Sheikhi, Dariush Rahmati,
Volume 11, Issue 3 (7-2017)
Abstract
Background and Aim: Organizational commitment is one of the important elements in improving the quality of services and nursing job. Since, the professional behavior is one of the most important variables in organization success, the present study was designed with the aim of determination of
relationship between nurses' professional behavior and organizational commitment.
Materials and Methods: This was a cross sectional and descriptiveanalytical study. Research statistical society included all nurses in Abdanan, Darehshahar, and Dehloran in Ilam Province of Iran (N=198). Hundred and thirty one people were selected using Cochrane's formula and random sampling. Data was collected via professional behavior questionnaire and organizational commitement questionnaire. Data was analyzed via descriptive and analytical statistics.
Results: The result of Pearson correlation test showed that there was a positive and significant relationship between professional behavior and organizational commitement (p<0/01=, r=0/558). Also there were positive and significant relationships between professional behavior and nurses' emotional commitement (p<0/01, r=0/435), nurses' continuous commitement (p<0/01, r=0/506) and nurses' normative commitement (p<0/01, r=0/519).
Conclusion: There was a significant relationship between professional behavior and organizational commitement of nurses. Therefore, we suggest that hospital executives and policymakers provide appropriate situation for improving the variables of nursing professional behavior.
Khalil Ali Mohamadzadeh , Amene Darabi , Mehrnoosh Jafari ,
Volume 11, Issue 3 (9-2017)
Abstract
Background and Aim: Organizational agility is regarded an important factor for hospital effectiveness. Considering the necessity of hospital effectiveness, focus on organizational health can ensure the future success of an organization. This study mainly aims to determine the relationship between organizational agility and organizational health in hospitals affiliated to Shahid Beheshti University of Medical Sciences (SBMU).
Materials and Methods: This is an applied, descriptive-correlational research. The population of the study included all SBMU hospital employees. The 375 members of the sample were selected based on Morgan and Krejcie table. The sampling method was multistage. Data collection tool was the questionnaires of organizational agility and organizational health. The questionnaires were valid based on the expert’s judgment, and Cronbach's alpha reliability value of the questionnaires was 0.88. The data were analyzed by descriptive and inferential statistics (Pearson correlation, regression, and t-test), using SPSS software.
Results: The correlation between organizational agility and organizational health was positive and significant (r=0.66, P<0.05). A significant difference was observed between mean organizational agility and mean reference (-0.43, P<0.05) and also between mean organizational health and mean reference (-0.55, P<0.05).
Conclusion: Hospital managers need to work hard to promote organizational agility so that in addition to obtaining competitive advantage, they can improve organizational health by giving an appropriate and timely response to changes and taking advantage of the obtained opportunities.
Zeynab Rajabnezhad, Hossein Dargahi, Hamideh Reshadatjo ,
Volume 11, Issue 3 (9-2017)
Abstract
Background & Aim: Spiritual quotient is an essential factor of managers’ competencies for development of organizations. The managers need high spiritual quotient to impress the staffs’ organizational commitment. This research is aimed to determine the correlation between the managers’ spiritual quotient with the employees organizational commitment in Tehran University of Medical Sciences (TUMS).
Materials and Methods: This research was a descriptive-analytical, and cross-section study that induced in TUMS headquarters among 80 of the managers and 225 of the staffs at 2014-2015. The research tools were two questionnaires, including spiritual quotient and organizational commitment that used after the validity and reliability of these questionnaires was confirmed. The data was analyzed by SPSS software, average and standard deviation, for descriptive results, and used T-Test, One-Way Variance Analysis, and Pearson technique for analytical statistics.
Results: Average of the managers’ spiritual quotient was desired. Although, the average of the staffs organizational commitment was moderate. There was a significant correlation between spiritual quotient of managers with organizational commitment of the staffs (p=0.034).
Conclusion: The managers should emphasize to develop their spiritual quotient in order to promote the organizational commitment of the staffs. Using organizational psychologist to develop this relationship is our suggestion.
Sadigheh Asadi, Hossein Dargahi, Esmaeil Fallah Mehrabadi , Nahid Heydari Dastjerdi ,
Volume 11, Issue 5 (1-2018)
Abstract
Background and Aim: Creativity and innovation are considered among the most important factors that help an organization survive. Therefore, it seems necessary to examine the status of this important issue in healthcare organizations such as hospitals. The present study was conducted to determine the relationship between organizational innovation and creativity among the staff of teaching hospitals of Tehran University of Medical Sciences (TUMS).
Materials and Methods: This descriptive-analytical and cross-sectional study was conducted on 285 staff members of TUMS selected teaching hospitals in 2015. To collect the required data, demographic data form, organizational creativity
questionnaire and Martin Patchen’s innovation questionnaire were used. Data were analyzed in SPSS software version 21, using descriptive statistics, t-test, ANOVA and Pearson correlation analysis at a less-than-0.05 significance level.
Results: The organizational creativity rate for the studied staff showed an average of 2.99±0.80, assessed at middle and lower middle levels and the organizational innovation rate showed an average of 19.37±3.71, assessed as middle and upper middle. A statistically significant relationship was observed between organizational creativity and organizational innovation (p=0.02, r=0.20).
Conclusion: The results suggest that an increase in creativity leads to an increase in innovation. Therefore, to survive and maintain a competitive advantage to provide more desirable treatment services at a high quality, hospital managers are required to use their best effort and expenditure so that they can enhance innovation within their organizations.
Najmeh Abbasi , Minoo Najafi, Nazila Zarghi , Maryam Karbasi Motlagh, Fourouzan Khatami Doost , Mandana Shirazi ,
Volume 11, Issue 6 (3-2018)
Abstract
Background and Aim: World Health Organization (WHO) has prioritized cultural competence to provide high-quality healthcare and patient-centered services. Therefore, it is necessary to develop them for all organizational levels. The present study aimed to determine the validity and reliability of the Persian version of OHCC (Ontario Healthy Communities Coalition) organizational cultural competence (2005) instrument in Tehran University of Medical Sciences (TUMS).
Material and Methods: In order to confirm reliability, 143 staff members (nurses and physicians) in different administrative positions working in Imam Khomeini educational Hospital, completed the questionnaire. Modified HSR toolkit for translating and adapting instrument, was used for contextualizing the questionnaire: first, two medical education experts who were proficient in English translated it. Then, the content validity of Persian version was confirmed using Lawshe method (CVR and CVI = 0.79); its internal consistency was calculated by Cronbach's alpha coefficient (0.91). It was backward translated to compare with the original copy and was sent to experts for their approval. Construct validity was calculated by LISREL software and the result showed that the questions were fit to the domains. The KMO, calculated for this instrument, was 0.75 and α was less than 0.05.
Results: Content validity was confirmed by deleting two items from the original 22-item questionnaire. Cronbach's alpha was calculated as 0.95 following the removal of two items.
Conclusion: The organizational cultural competence instrument was confirmed to be valid and reliable with 20 items in Iranian context.
Mahdi Sabokro, Reza Ebrahimzadeh Pezeshki, Negar Barahimi, Alie Haghbin,
Volume 12, Issue 2 (7-2018)
Abstract
Background and Aim: Loafing as one of the negative points of group activity in difficult jobs like medical emergency has two disadvantages. Regarding the importance of organizational injustice in creating frustration and individual procrastination, the present study was conducted to investigate the effect of perceived organizational justice on creating or intensifying the phenomenon of social loafing in emergency medical service of Yazd.
Materials and Methods: This is an analytical study and the research community included all nurses working in medical emergency service of Yazd in the second half of the year 2016. Data were collected through a census, and tools used in this study consisted of two questionnaires of perceived organizational justice and social loafing. To measure the reliability of the questionnaires, Cronbach's alpha was used and was at an authentic level with the values of 0.862 and 0.913. Also, the content validity of the questionnaires was evaluated. Finally, the data were analyzed by using Spearman correlation coefficient, student’s t-test and partial least squares method in SmartPLS software.
Results: Based on the results of the study, distributive justice, interactional justice and information justice have a significant inverse correlation with loafing with values of -0.169, -0.241 and -0.490; and overall, the status of loafing was an undesirable inference in this study with a significant amount 0.043 and average of 2.171.
Conclusion: The managers of organizations can play a major role in reducing social loafing by redefining the concept of justice and ways of its realization, especially in the field of interactional justice.
Mahdi Zirak, Seyed Saeed Tabatabaee, Fatemeh Hoseini Dolatabadi,
Volume 12, Issue 5 (1-2019)
Abstract
Background and Aim: If organizational culture leads to stimulating organizational creativity, it will bring effectiveness and success to the organization. Therefore, the aim of this study was to determine the relationship between organizational culture and creativity of employees, taking into account the role of mediation of social capital in the development deputy of Mashhad university of medical sciences.
Materials and Methods: This descriptive - analytical study was conducted in 183 employees of management development and resources department of Mashhad university of medical sciences that were randomly selected. The data collection tool was a standard organizational culture questionnaire (56 questions), employee creativity (60 questions), and social capital (28 questions). Data were analyzed using Structural Equation Modeling Method and with the help of the software Pls smart version two.
Results: There was a direct correlation between organizational culture and social capital (r=0.752) and between organizational culture and creativity of staff (r=0.464). Also, the social capital of the relationship between organizational culture and creativity of staff played the role of mediation.
Conclusion: Organizations can help to increase creativity by agreeing on the values and beliefs in the organization and aligning individual and organizational goals, and planners cannot plan the criteria for increasing creativity of individuals regardless of organizational culture. If managers act to strengthen social capital, they can strengthen organizational culture in their organizations and create a suitable platform for creating a commonality.
Zohreh Barkand, Mina Jamshidi , Hossein Dargahi , Saeed Sayad Shirkesh ,
Volume 12, Issue 5 (1-2019)
Abstract
Background and Aim: In today's challenging world, the ethical issues of work as a requirement in organizations have always been discussed and its relevance to organizational citizenship behavior as a kind of antitrust behavior has always been raised. The aim of this study was to determine the relationship between organizational citizenship behavior and work ethic among the staffs of the faculties of Tehran university of medical sciences in 2016-2017.
Materials and Methods: The present research was descriptive-analytic and the statistical population of the study was 426 employees of colleges. They were selected according to the Cochran formula as proportional sample and selected by random sampling. Organizational citizenship behavior inventory (1988) and Grigory, et al, Patty (1990) questionnaire, whose validity was assessed by the experts. The cronbach's alpha coefficient, organizational citizenship behavior inventory (0.793), and job ethics (0.764), represent the internal consistency of the questionnaire. For analysis of variables, descriptive statistics and spearman correlation test were used and kolmogorov-smirnov test was used to normalize the data.
Results: Most male respondents, aged between 20-30 years; in terms of graduate degrees, were in a professional contract with a record of 5-10 years. Results showed that there was a positive and significant relationship between organizational citizenship behavior and work ethics (p=0.783).
Conclusions: Higher organizational citizenship behavior leads to higher levels of work ethics. Therefore, by training and strengthening organizational citizenship behavior, the level of work ethics among employees can be improved.
Fatemeh Sadat Zaribaf , Fatemeh Sheikhshoaei , Seyed Javad Ghazimirsaid Ghazimirsaeed,
Volume 13, Issue 3 (9-2019)
Abstract
Background and Aim: Considering the effect of organizational climate on work motivation, not using the librarians who have a satisfactory feeling about their job can cause irreversible damages to the library. Therefore, the aim of this study is to determine the effect of organizational climate of college and hospital libraries on the burnout of librarians working there.
Materials and Methods: This is an applied research and a descriptive-analytical survey. One hundred seventy-seven librarians from faculties and hospital libraries affiliated to Tehran, Iran and Shahid Beheshti Universities of Medical Sciences were surveyed by census method in 2019. Data collection instruments were Halpin and Croft's organizational climate and Maslach and Jackson job burnout questionnaires. The validity was confirmed by 3 experts and the reliability by Cronbach's alpha coefficient. For data analysis, SPSS software, and descriptive and analytical statistics were used.
Results: The findings showed that the mean of organizational climate was at a desirable level (3.4) and the average of job burnout was 1.7; therefore, the job burnout status of librarians is desirable because it is a negative variable. Also, the components of organizational climate predict 41% of job burnout variable. Among demographic characteristics, job burnout variable varies only in terms of field of study, and organizational climate only in terms of the type of library.
Conclusion: In general, the organizational climate status and job burnout status of the studied libraries are desirable; also, organizational climate components affect job burnout.
Ahmad Rastegar, Mohammad Hasan Seif, Zahra Firoozi Ardekani, Marzieh Tajvaran,
Volume 13, Issue 4 (11-2019)
Abstract
Background and Aim: Workplace bullying around the world is a work-injury factor, a mental health alarm and a global disaster. The aim of the present study was to investigate the relationship between transformational leadership and workplace bullying among employees at Shiraz University of Medical Sciences taking into account the mediating role of organizational health.
Materials and Methods: The research method was descriptive - survey. Research instruments chosen for the purpose of this study included The multifactor leadership questionnaire as the standard instrument for measuring transformational leadership behavior Bass & Avolio with(0.79) reliability, Graham Lowe’s standard questionnaire of organizational health questionnaire with(0.79) reliability and for organizational bullying a researcher-made questionnaire with(0/83) reliability was used. The statistical population of the study consisted of 265 university staff who were selected by simple sampling method. The research hypotheses were analyzed using SPSS and Lisrel 8.8 softwares and descriptive statistics and path analysis.
Results: The results showed that the components of transformational leadership affected workplace bullying indirectly and negatively through the mediation of organizational health. In addition, among the components of transformational leadership, idealized influence had the highest indirect effect(-0/19) on workplace bullying. Among the components of organizational health, vibrant workplace had the highest level of direct effect(-0/27) on workplace bullying.
Conclusion: A good leadership style creates a healthy organization and reduces workplace bullying. Therefore, organizations need to develop organizational health and provide training, especially to managers of organizations.
Hossein Samadi-Miarkolaei, Hamzeh Samadi-Miarkolaei,
Volume 13, Issue 5 (1-2020)
Abstract
Background and Aim: Nowadays, the application of Information and Communication Technology is becoming increasingly prevalent in our daily lives, and especially in organizations. One of these phenomena is employees' use of the organization's Internet for personal purposes during work hours, which is referred to as cyberloafing. One of the important organizational variables that can strongly be influenced by this technology is the level of entrepreneurship in the organization. Therefore, this study seeks to investigate the relationship between cyberloafing and organizational entrepreneurship(OE) in Babolsar Healthcare and Treatment Network(HTN).
Materials and Methods: The present research is an applied study. The statistical population of the study includes all employees of Babolsar HTN. Using simple random sampling, 165 employees were selected as sample. In this study, standard questionnaires were used to measure cyberloafing and OE. Finally, the data were analyzed by using SPSS and LISREL softwares.
Results: The findings of this study showed that there was a significant and inverse relationship between OE and cyberloafing(P<0/001). There was also a significant inverse correlation between organizational entrepreneurship and cyberloafing in structural equation modeling test. On the other hand, the values of the fit indices were RMSEA=0.022, NFI=0.96, GFI=0.97 and χ2/df=1.07, that all indicate the suitability of the model.
Conclusion: The results of this study indicated that cyberloafing phenomenon in Babolsar HTN had an adverse effect on OE. Based on these results, it is suggested that HTN managers teach their employees how to use cyperloafing effectively.
Miss Shima Khosravi, Dr Malikeh Beheshti Far, Amin Nikpoor,
Volume 15, Issue 1 (3-2021)
Abstract
Background and Aim: The presence of a competent and capable human resource management is one of the preconditions for the success of the organization. Factors such as the emphasis on the need to establish knowledge-based companies, the activities of third-generation universities and technology, and the challenges of financing the health sector, the scientific and technological attractiveness of developed countries and the consequent withdrawal of active and specialized forces from the field of health, importance. Attention to the organization of human capital is more prominent and due to the fact that the modern development process of the organization is based on the paradigm of innovation, the interest in ways to guide the human resource management of the entrepreneur is increasing. Therefore, the purpose of this study is to predict the human resource management model based on a comprehensive organizational entrepreneurship system in the third generation of medical universities.
Materials and Methods: In the present study, with exploratory interviews, the proposed model for human resource management based on organizational
entrepreneurship was predicted and analyzed using content analysis method. The research population consists of basic and middle managers in the field of health, from which 20 people were selected as a sample by non-probability judgment sampling and snowball sampling.
Results: The results showed that in the field of organizational entrepreneurship (at all organizational levels in the field of health, including queuing and headquarters) 4 main and effective categories on soft and hard skills of human resource management can be classified. The three categories, including structural, behavioral and environmental branches in all government agencies and even in the field of industry have relatively similar concepts, codes and essentially functions. However, regarding the fourth category, namely excellence in the field of health, especially in medical universities, health centers and affiliated hospitals, it is quite noticeable.
Concolusion: Organizational strategies and decisions at the macro level have an undisputed and effective role in laying the groundwork for organizational
entrepreneurship and, ultimately, strengthening processes and feedback from human resource management at the level of health organizations.
