mahshid mojtahedi

In our country, one of the first steps to recognize the problems of employee retention, both for policy makers and organizations is to understand the factors expected by employees, so the purpose of this study was to rank the factors affecting the retention of human capital with organizational support approach.

The present study was applied in terms of purpose and the mixed method (qualitative-quantitative) has been used. The statistical population in the quantitative part included the faculty members of Mashhad University of Medical Sciences in the academic year of 2018-2019 that 272 people were selected by stratified sampling method, appropriate to the size of each group, and in the qualitative section, the ideas of 32 experts were used by Delphi technique. The research material was a researcher-made questionnaire extracted from the qualitative section which validity was confirmed by experts and its reliability was calculated higher than 0.7, using Cronbach's alpha coefficient in all Delphi stages. The final questionnaire with 8 dimensions and 53 components was administered among the sample and the data were analyzed using SPSS24 software.

The results showed that both organizational factor (coefficient = 0.94) and personal factor (coefficient = 0.83) had the most impact among the factors and environmental factor (coefficient = 59) had the least impact among the factors, with emphasis on organizational support.

Managers of medical universities should expand the supportive environment and create promotion opportunities in the university, which requires planning and simultaneous attention to all factors of human capital retention, especially through the perceived organizational support by creating trust, confidence and communication in the university environment.

Designing a model based on human capital retention with an organizational support approach is one strategic issue for university staff. Therefore, the aim of this study is to identify the effective components to design a model for human capital retention with an organizational support approach in Mashhad University of Medical Sciences.

The present study is in the category of developmental-applied research and was conducted by Delphi method in 2018-2019. A total of 32 experts, including specialists and faculty members of Mashhad University of Medical Sciences were selected by purposive sampling method. At first, the dimensions and components related to the retention of human capital and organizational support were obtained through extensive review of databases and research background. Then through several sessions, the dimensions and components were codified in three rounds based on the consensus of the members.

The suitable model for the human capital retention with an organizational support approach was finalized with 8 dimensions and 53 components. These factors included personal, organizational, job-motivational, environmental, organizational activities, job properties, organizational justice, and job stress dimensions. Results of Cohen's Kappa Coefficient for identified factors was 0.78 for the second phase of Delphi technique and 0.86 for the third phase of Delphi, which indicates a strong and acceptable agreement of panel members in relation to the factors of the conceptual model of research.

According to the findings of the implementation of three stages of Delphi technique, the effective factors identified for the human capital retention with an organizational support approach in Mashhad University of Medical Sciences are eight factors which were mentioned above, and through explaining their current status, an effective step can be considered in this prominent university in Iran, and also its results can be used for other medical universities in the country.

Quality of life is affected by several psychological factors of which personality traits and family communication patterns can be noted as the most important ones. This research aimed to investigate the role of personality traits and family communication patterns in prediction of quality of life among nurses.
This is a descriptive-analytical study of cross-sectional type. The statistical population included 180 nurses of Shahid Mofatteh and 15 Khordad hospitals of Varamin city in 2015, as selected by stratified randomly sampling method. The data was collected through questionnaires comprising personality traits of Costa & McCrae, family communication patterns of Koerner & Fitzpatrick and quality of life of World Health Organization. Data was analyzed by Pearson correlation and multivariate regression with using SPSS-19 software.
The results showed that neuroticism and conformity communication pattern had a significantly negative relationship with quality of life of nurses; and extroversion, openness, agreeableness, conscientiousness and conversation communication pattern had a significantly positive relationship with life quality of nurses (P Extroversion, neuroticism and conversation communication pattern reveal a significant ability of predicting quality of life among nurses. Therefore, these variables can have an effective role in improving the quality of life of nurses. It is suggested that therapists should consider these variables and design appropriate programs, based on them, to improve the quality of life of nurses.