Showing 14 results for Organization
M Arab, R Khabiri, A Pourreza, J Saeedpour, H Zeraati, A Mohammadnegad,
Volume 7, Issue 2 (10-2009)
Abstract
Background and Aim: Organizational centralization, an important concept/system in management, relates to hierarchy of authority and degree of participation in decision-making. In this study we aimed to determine the extent of organizational centralization in hospitals affiliated with Tehran University of Medical Sciences (TUMS), Tehran, Iran and identify factors affecting the organizational centralization at the level of executive managers.
Methods and Materials: All the managers and head nurses of 13 TUMS hospitals (26 subjects) were included in this cross-sectional study in 2005. Data, collected using questionnaires, were analyzed using the following tests: t-test, ANOVA, Pearson and Spearman, the software being the SPSS. The extent of organizational centralization was categorized into centralized, semi-centralized, and uncentralized.
Results: Five of the 5 variables studied were statistically significantly associated with organizational centralization. They were gender (p=0.001), organizational position (p=0.005), attending management courses (p=0.001), and financial burden of decisions (p=0/03) in the hospital managers group, and possibility of controlling the decision (p=0.014) in the head-nurses group.
Conclusion: The average organizational centralization in the hospitals was 75.38% it was 76.3% and 73.38% for hospital managers and head-nurses, respectively. On the whole, the management system of TUMS hospitals is a semi-centralized system.
A Keshtkaran, F Mohabati, S.p Hedayati, A Roshanfard,
Volume 7, Issue 4 (2-2010)
Abstract
Background and Aim: The most important principles in an organization are continuous development and survival. Nowadays, creativity and innovation are vital for survival in a competitive world. The thinking style of a manager in an organization is an important factor in his/her creativity. The purpose of this study was to investigate the relationship between thinking style and organizational innovation in 84 senior and junior managers of Shiraz educational hospitals in 2008.
Materials and Methods: In this descriptive-analytical study 84 top and mid-level managers of Shiraz teaching hospitals were selected by the census method. Data were collected using two standard questionnaires, one for thinking style and one for innovation, the content validity and reliability of which had been confirmed. A preliminary test showed the Cronbach's alpha for the thinking style and organizational questionnaires to be 0.83 and 0.72, respectively. Data analysis was performed using Spearman correlation test.
Results: The Spearman correlation analysis showed a statistically significant, although weak, relationship between thinking style of senior and junior managers of Shiraz teaching hospitals and their organizational innovation. A pragmatic thinking style had the strongest association with organizational innovation.
Conclusion: The thinking style of a teaching hospital manager plays a vital role in his/her creativity. No thinking style is particularly preferred any thinking style may give desirable results as regards creativity of a manger, depending on the circumstances and conditions.
Marzieh Javadi, Saeed Karimi, Ahmadreza Raiesi, Maryam Yaghoubi, Asadollah Shams, Maryam Kadkhodaie,
Volume 9, Issue 4 (3-2012)
Abstract
Background and Aim: Responsiveness is of extreme importance in every health system, especially for policy-makers and health managers. Responsiveness relates to how the health system responds to legitimate expectations of the patients regarding non-clinical aspects of health care. Furthermore, justice in an organization requires fair treatment of the patients on the part of the health personnel. In other words, organizational justice relates to how to treat the personnel so that they feel they are treated fairly. The objective of this study was to investigate the responsiveness of hospital as perceived by patients and nurses and the relationship between the responsiveness rate and organizational justice as perceived by nurses in the hospitals.
Materials and Methods: This was a descriptive-analytical study aiming at determining the correlation between responsiveness and organizational justice in 8 elected hospitals (4 private and 4 public) in Isfahan, Iran. The study population was patients and nurses. A total of 320 individuals (160 patients and 160 nurses), selected by stratified random sampling, participated in this study. Two questionnaires, namely the adjusted WHO Responsiveness Questionnaire (for patients and nurses) and the Equity Questionnaire (for nurses), the validity and reliability of both of which had been determined, were used to collect data. The software used for data analysis was SPSS
Results: The overall score (out of 4) of organizational justice was 1.9 0.77, while the mean score of responsiveness as perceived by the nurses and the patients was 2.32 0.54 and 2.48 0.58, respectively. There was no statistically significant difference between the 2 groups with regard to responsiveness, but there was a positive association between responsiveness and organizational justice as perceived by nurses (r = 0.2, p = 0.03).
Conclusion: The variables in the hospitals studied are generally at an intermediate level and there are no statistically significant differences between private and public hospitals. There is no difference in organizational justice between private and public hospitals, but responsiveness is higher in private hospitals as compared to public ones. Thus, the public sector needs to attempt to create more incentives in health professionals in the health sector in order to guarantee higher-quality services and better responsiveness.
Amir Ashkan Nasiripour, Mohammad Reza Maleki, Pouran Raeisi, Marzieh Javadi,
Volume 11, Issue 2 (11-2013)
Abstract
Background and Aim : It is impossible to deny the threats and risks endangering the process of health care when offering the services. Confirming this fact does not mean ignorance the risk, or allowance to medical and nursing mistakes to happen however, it can mean approaching the problem to come up with practical solutions and minimize the risks in the process of providing health care services. The present study was conducted periodically as an applied multi-stage research.
Materials and Methods : To do a model of clinical risk management, different authentic texts on risk management in health sector were reviewed focusing on the models available. All such models were tabulated, analyzed and compared together which resulted 62 primary variables. The variables were, then, validated being used in a questionnaire responded by 20 nurses and doctors which, this time, produced a confirmed questionnaire of 40 variables. After that, 215 subjects chosen through a random and a stratified sampling were asked to respond to that questionnaire, making an exploratory factor analysis as well.
Results : This study was done, using principal components analysis as with a rotation of Varimax loadings showed a variety of factors (19 factors) available in the models of clinical risk management were loaded as "organizing and policy-making" factor. This factor illuminated a sum of 25.3% of variances in the model of clinical risk management. The results also showed the loading factor of variables as among 0.5 and 0.7 which indicated a fine correlation among them and the participants' view.
Conclusion: It was concluded that "the best care of the patient is accepted as a common perspective in organization" and "the effect of the treatment team's clinical performance on their financial payments" are the most and the least important variables respectively with 0.739 and 0.548 as factor load.
Fariba Kiani, Mohammad Reza Khodabakhsh,
Volume 11, Issue 4 (3-2014)
Abstract
Background and Aim: Occupational injuries are of the most important factors of fatal and disabling of thousand individuals in workplace. Therefore, cognizing the influencing factors on occupational injuries is very important. The purpose of this study was to determine the predicted power of health outcomes in workers by perceived support from organization, supervisor and coworkers.
Materials and Methods: The current research is the kind of correlation studies. Sample consisting of 189 employees in Isfahan Steel Company in 2012 was selected according to the stratified random sampling method and responded questionnaires about demography characteristics perceived support from organization, supervisor and coworkers incident reporting rate and its dimensions (physical symptoms, psychological symptoms and accident). Data was analyzed using of Pearson correlation coefficient and MANOVA.
Results: The results showed that perceived organizational support significantly predicted almost 9%, 8% and 14% of variables variances of incident reporting rate and its two dimensions that is physical symptoms and psychological symptoms (p<0.01).Also, perceived supervisor support significantly predicted almost 11% of psychological symptoms variance and perceived supervisor support significantly predicted almost 5% of physical symptoms variance (p<0.05). It wasn’t significantly observed relationship between the dimension of accident and perceived support from organization, supervisor and coworker (p>0.05).
Conclusion: The research results maintained the importance of psycho-social variables in predicting health outcomes in workers.
Manal Etemadi, Mohsen Ghafari Darab, Elahe Khorasani, Fardin Moradi, Habibeh Vaziri Nasab,
Volume 12, Issue 4 (3-2015)
Abstract
Background and Aim: Social loafing is the phenomenon of people deliberately exerting less effort to achieve a goal when they work in a group as compared to when they work alone. People who feel they are being treated unfair in an organization would be more likely to show this phenomenon. This study investigated the social loafing among nurses and its relationship with organizational justice in Tohid Hospital in Sanandaj, Iran.
Materials and Methods: This was a correlational descriptive-analytical study conducted in 2012. The study population was all nurses working in Tohid Hospital in Sanandaj, Iran. Data were collected using a valid questionnaire. For data analysis SPSS-20 software was used, the descriptive statistics being frequency distribution, mean, standard deviation, and the Spearman, Mann-Whitney, and Kruskal-Wallis tests .
Results : The highest organizational justice component was found to be organizational justice (0.086 ± 3.39), and the mean of social loafing was higher in comparison with organizational justice. According to the Spearman test, all organizational justice components had inverse relations with social loafing. Only distributive organizational justice was significantly related to social loafing (p<0.05).
Conclusion: It can be concluded that the personnel are highly sensitive to distributive justice and managers need to create the feeling that the organization has a fair distribution of resources. Hospitals should try to minimize the negative effects associated with loafing by creating an environment that discourages social loafing. One way to achieve this goal is to try to impress the personnel by telling them that their functions are important , such that they feel their job is important and that the role of nurses in connection with the patients is of value and significant.
Narges Rostamigooran, Abbas Vosoogh-Moghaddam, Mohammadhossein Salarianzadeh, Hamid Esmailzadeh, Behzad Damari,
Volume 14, Issue 3 (12-2016)
Abstract
Background and Aim: Considering the key role of the Ministry of Health and Medical Education (MOHME) in the implementation and follow-up of the health system reform, its organizational culture can play an important role in the success of this transformation. The aim of this study was to determine the dimensions and orientations of the current organizational culture of the MOHME headquarters.
Materials and Methods: This was a cross-sectional descriptive and explorative study. The study population was the central staff of MOHME. Data were collected using a questionnaire and analyzed by SPSS version 11.5. Descriptive statistical methods (mean, standard deviation, coefficient of variation and interval) were used to describe quantitatively the cultural dimensions, followed by a qualitative analysis as well.
Results: Analysis of the data showed the following: 1. Organizational cultural dimensions existing at a high level include self-supervision and identity; 2. Organizational cultural dimensions existing at a moderate level include authority and freedom in operations, clear goals and expectations, communication, coordination and coherence; and 3. Organizational cultural dimensions existing at a low level include innovation, learning, fair reward system, acceptance of change, management support and criticism.
Conclusion: Considering the key role of the MOHME headquarters staff in designing and implementing health promotion programs, bringing about changes in the organizational culture should be a top priority of the ministerial high authorities.
Saeid Ebrahimi, Abolghasem Pourreza, Fereshteh Farzianpour, Abbas Rahimi Foroushani,
Volume 15, Issue 2 (9-2017)
Abstract
Background and Aim: Human resources in any organization are its main capital. They are the only unique asset that are not liable to depreciation over time, but they even create more added value. The Social Security Organization (SCO) as a social insurer organization needs urgent assessment of its human resource management. In this regard, it appears that such an essential assessment can be done using the European Foundation for Quality Management (EFQM) model.
Materials and Methods: This project was an applied descriptive study conducted at the Social Security General Department in Tehran, Iran. The data collection tool was a standard questionnaire for performance assessment based on the EFQM model, the reliability of which (0.989) was determined by using the Cronbach's alpha coefficient. A total of 388 questionnaires were distributed, of which 311 were completed and returned to the researcher; the response rate was 81%. Analysis of the data was done using the SPSS-16 software.
Results: The human resource managers in the SCO achieved a score of 495.72. The empowerment and results dimensions rated 261.34 and 198.38, respectively. In the empowerment dimension, policy and strategy criteria had the highest score (56.12) and process the lowest (51.28), while in the results dimension, community criteria had the highest (50.27) and the customers criteria the lowest (51.18) score.
Conclusion: Based on the findings it can be concluded that the European Foundation for Quality Management (EFQM) model is suitable for assessing both the performance, strengths and weaknesses of the Tehran Security General Department human resources and improving its performance. Certainly better implementation of programs and achieving excellence will be possible through sustainable collaboration.
Ebrahim Jaafaripooyan, Abolghasem Pourreza, Fatemeh Kheirollahi,
Volume 15, Issue 3 (12-2017)
Abstract
Background and Aim: Following the deployment of the Health Transformation Plan (HTP) in most of the public hospitals, various changes occurred in the relationships between insurance organizations and hospitals. The purpose of this study was to find the obstacles and challenges facing the two types of organizations and suggest solutions.
Materials and Methods: This was an exploratory study. The research population was a total of 74 participants from Tehran public, private and military hospitals (managers, senior nursing officers, financial officers, and chiefs of accounting) and basic and complementary insuring organizations (insurance agents in hospitals, insurance officers from insuring organizations, and insurance managers). Data were gathered through semi-structured interviews and analyzed using thematic analysis.
Results: The most important challenges were as follows: acting on one’s own preferences, deductions, delays in the payments of hospital expenditures, an insufficient number of insurance agents in some hospitals, insufficient accountability of hospital personnel in expenditure management, lack of sufficient interaction between the two organizations, and lack of contracts between complementary insurance companies and public hospitals and between private hospitals and basic insurance organizations.
Conclusion: Given the importance and sensitivity of the relations between the health service providers and receivers and considering further the complexity and challenges that appeared after HTP and hospital accreditations, a knowledge of the challenges identified in this research can help policy-makers and managers to find suitable, effective strategies for enhancing relations and communication between insurance companies and hospitals.
Hojjat Rahmani, Farshid Nasrolah Beigi, Somayeh Nikan, Ghasem Rajabi Vasoukalaei,
Volume 17, Issue 3 (12-2019)
Abstract
Background and Aim: Human resources are of paramount importance in the success of any organization. In the health care system, nurses play a great role in the delivery of high-quality care. In this regard, in the process of providing high-quality and efficient healthcare delivery, justice perception of performance appraisal system and organizational citizenship behavior (JPPAS & OCB) are strong tools for performance management. The aim of this study was to determine the association between JPPAS & OCB among nurses in Tehran University of Medical Sciences hospitals in Tehran, Iran.
Materials and Methods: This was a cross-sectional study with a sample size of 346 nurses working in Tehran University of Medical Sciences hospitals. Data were collected using two questionnaires, namely, the JPPAS & OCB and a general demographic questionnaire. SPSS 24.0 for windows was used for statistical analysis of the data.
Results: Analysis of the data showed that justice perception of performance appraisal system (2.70) and organizational citizenship behavior (2.66) are at a moderate level. Based on the correlation analysis, a significant positive association was found between performance appraisal and organizational citizenship behavior. In the final analysis it was shown that performance appraisal could predict organizational citizenship behavior (30.9% of the variance).
Conclusion: Justice perception of performance appraisal system can positively influence loyalty, job satisfaction and employees’ commitment, as well as create organizational confidence, enhance productivity and improve participation.
Behzad Damari, Alireza Heidari, Habib Allah Masoudi Farid, Arezoo Zokaei,
Volume 18, Issue 3 (11-2020)
Abstract
Background and Aim: Prostitution is one of the alarming social harms in any population with considerable challenges and concerns. Many prostitutes have been victims of unfavorable social conditions. The purpose of this study was to determine and explain the goals, service patterns, challenges and proposed solutions for the Program of Rehabilitation of Socially Harmed Women in the Iranian Welfare Organization (IWO).
Materials and Methods: A qualitative study was conducted in 2016. The participants included managers and experts of the general departments of the IWO in 31 provinces, 21 members of public mediators and stakeholder organizations, and 5 senior staff managers and senior experts of the IWO Deputy Director’s Office for Social Affairs. Data were collected using document analysis and in-depth individual interviews and focus group discussions and analyzed using the content analysis method.
Results: Based on the data collected, the challenges of the program implementation were found to be as follows: non-acceptance of these women by the society, identity problems of the children borne to them (legally), poor chances of employment, sexual abuse of the women by the employers and mental disorders of the women, as well as poor intersectoral collaboration in IWO and lack of sufficient manpower. Proposed solutions for improvement of the situation included increasing financial credits, creating a national database, informing and sensitizing the people and approving some new judicial laws, as well as reforming some of the existing judicial laws.
Conclusion: Despite the services delivered in this national program, the program faces challenges at the government and public levels. In order to improve the current situation, it is essential to apply the proposed solutions, as well as review and modify the relevant processes.
Fatemeh Maarefi, Abdolnabi Sharifi,
Volume 19, Issue 1 (6-2021)
Abstract
Background and Aim: This study was performed to investigate the effect of mental wellbeing on flow at work with the mediator variable of perceived organizational support in Payam Noor University in Khuzestan Province, Iran.
Matrials and Methods: This was an applied research project. The research population was the personnel of Payam Noor University in Khuzestan Province, Iran. The sample size was, based on the Cochran formula, 228 subjects selected by stratified random sampling. Data were collected using a standard questionnaire (on a 5-point Likert scale), the validity of which was determined based on experts’ confirmation and confirmatory factorial analysis and the reliability by Cronbach alpha (in both cases over 0.7). Data analysis was done using the SPSS-21 and Amos software.
Results: The effects of mental wellbeing on flow at work and perceived organizational support were found to be 0.76, 0.48, respectively, the effect of perceived organizational support on flow at work being 0.23.
Conclusion: Based on the findings, it is concluded that mental wellbeing has a significant positive impact on flow at work and perceived organizational support. In addition, the mediating effect of perceived organizational support is confirmed.
Farahnaz Mohammadi-Shahboulaghi, Tahereh Ramezani, Dariush Panahizadeh, Sholeh Hazarian, Reza Fadayevatan,
Volume 19, Issue 4 (3-2022)
Abstract
Background and Aim: Delivering health services to the elderly is one of the most important responsibilities of the health care system of any country. In order to improve the provision of health services to the elderly population under its coverage, the National Social Security Organization conducted this study with the aim of designing, implementing and evaluating a model for providing outpatient health care services to the elderly population under the coverage of its Tehran Province Office.
Materials and Methods: This was a sequential-exploratory mixed-method study. The initial model was developed and validated using the integrated review method and the final model using the Delphi technique and group discussions with experts. Then the educational program was developed and implemented for the health team. Assessment of the effectiveness of the program was done using a researcher-made knowledge and attitude questionnaire (pre- and post-test). The model was then implemented in the Khandan-e-Hakim Clinic. The effectiveness of the model implementation was determined based on the qualitative content analysis of the interviews with the elderly and qualitative content analysis of the health team comments.
Results: The outpatient care model of the elderly included an organized clinical process consisting of 6 phases. The mean age of the health team members was 45.7±15.11 years. The difference between the health team satisfaction total scores before and after participating in the educational program was statistically significant (P≤0.05). Further analysis of the data showed, based on the interviews with the elderly, the main categories to be "assessment of cognitive function, mood and behavior", "physical assessment", "appreciation of the health and dignity of the elderly" and "satisfaction of the elderly and their companions". Analysis of the comments of the health team revealed their satisfaction with the implementation of the model.
Conclusion: The introduced model can make possible rapid identification of health problems and timely intervention in the elderly population. This implementation model will help disease prevention and complications at different levels. The findings of this study can help service providers to provide better care and health services for the elderly.
Hossein Dargahi, Mahboubeh Anbari, Mahmoud Biglar,
Volume 21, Issue 1 (10-2023)
Abstract
Background and Aim: Organizational citizenship behavior (OCB) of employees in an organization as an optional and voluntary behavior may help to improve organizational productivity. It is important to know that encouraging employees to perform voluntary behaviors needs pre-employment education training in the format of organizational socialization. Therefore, this study was conducted to find the association between organizational socialization and OCB among Tehran University of Medical Sciences Senate staff members, Tehran, Iran
Materials and Methods: This research was a cross-sectional descriptive-analytical study conducted in 2021-2022. The research population was a group of 1419 staff members in the Tehran University of Medical Sciences Senate, Tehran, Iran, from among whom an available sample of 243 was selected according to Krejcie and Morgan Table based on a response rate of 86%. Data were collected using the Katz’s Organizational Socialization and the Organ & Konovsky’s OCB Questionnaires, the face and content validity of which had been determined by experts, and based on the Cronbach's alpha test the reliability of the questionnaires was found to be 0.83 and 0.81 for the organizational socialization and OCB questionnaires, respectively. Data analysis for descriptive and analytical statistics was done using the SPSS software.
Results: The means of the employees’ organizational socialization and OCB scores were 3.8 and 3.35 (relatively high), respectively. A statistically significant correlation was observed between the organizational socialization and OCB and their subthemes.
Conclusion: Explaining and encouraging voluntary behaviors of organizational citizenship among the employees through implementation of pre-employment and on-the-job training and empowerment courses may help to promote organizational productivity.
