جستجوی مقالات مرتبط با کلیدواژه « organizational health » در نشریات گروه « علوم انسانی »

Background and Aim Organizational silence of one of the variables related to human resources is due to the importance of the interest to the researchers is located there and a lot of it can be fitted both on negative aspects of enterprise and then later have the individual accordingly, this study examines the relationship between the enterprise-organizational health and silently fitted deals. The population of this study was to military university of between 200 and 132 individuals were selected according to the formula, the finite population Cochran and responded to a questionnaire on organizational health and organizational silence. Data obtained using the software SPSS and LISREL software for inferential statistics and tests of structural equation path analysis was used to examine the proposed relationships is used. The results showed that the relationship between organizational silences, silence, passivity, silence and silenced defensive significant negative social and organizational health. Thus, the importance of organizational and institutional silence on the negative impact that corporate managers should analyze their subject these variables further consideration

This research was conducted with the aim of comparative investigation of the relationship between organizational culture and organizational health in Iran's state-owned companies in order to provide a suitable model. First, the components of each of the variables were identified according to library studies and then confirmed using experts' opinions. According to the purpose, this research was developmental-applicative. The data collection method was a combination of library and field studies. First, the components of organizational culture were identified through library studies and confirmed by using the Delphi method and asking the opinions of research experts. The statistical population of this research includes two groups of experts and employees of the Gas, Water and Urban Wastewater Company of Kerman province. One-sample t-test, two-sample t-test and structural equation modeling were used to check the hypotheses. 25 spss and Smart pls3 software were used for data analysis. The results of the comparison showed that from the point of view of the experts, the components in the two statistical communities were not different, and with the same components, the organizational culture in the two companies can be measured, but the organizational culture in the two companies had a significant difference. Also, the results showed that there was a positive relationship between the organizational culture and its components: collaborative culture, identity culture, adaptability culture, mission culture and organizational health in the city gas and water and sewage company of Kerman province.

The current study aimed at investigating the Effectiveness of organizational intelligence training program on Responsibility and Organizational Health of Military Personnel.The statistical population of the study was Armed Forces in 2022 and the sample included 30 people organizational intelligence training program (15 people) and control group (15 people). They were randomly selected by convenience sampling with replacement. The particiapnt in organizational intelligence training program in the study for 11 sessions and the control group did not receive any training . in this study the ….. Questionnaire and ……... Questionnaire. The participnts filled the questionnaire in two stages inclduing the pre-test and post test. were used in this study. the data analysis was conducted via covariance analysis method through SPSS software.The results showed the effectiveness of organizational intelligence training program on increasing Responsibility (f = 18.81 and P = 0.001,Eta = 0.420)and Organizational Health (f = 25.79 and P = 0.001 , Eta = 0.498 =) of Military Personnel. The findings of the present study indicated that organizational intelligence training program in the workplace with Military Personnel can be effective in promoting organizational intelligence components as well as increasing awareness and mutual understanding and ultimately lower risk of divorce and marital conflicts.

The purpose of this study is to investigate the relationship between organizational health with Performance of employees of the Ministry of Sport and Youth. The statistical population of the study was all experts working in the Ministry of Sports and Youth; they hold at least an associate degree and were 400 people. The sample size was estimated 200 according to the Morgan table. The sampling method was randomized stratification. The research method is correlation functional. OHI Hoy et al (1998) Organizational Health Questionnaire and self-performance Questionnairewith 0.88 and .91 Cronbach's alpha coefficient were used for the data collection. face and content validity of the questionnaires was confirmed with 15 cases of teachers. Collected data were analyzed using descriptive statistics and inferential tests such as Kolmogorov-Smirnov, Spearman correlation coefficients, ratio test (binomial), Structural Equation. The results showed that: status of Organizational health and performance of staff is appropriate, there is significant relationship between dimensions of organizational health and organizational health and performance of the staff , based on structural equation, Academic emphasis and support resources have the greatest impact on Performance.

Research has shown that positive affective displays in managers’ interactions, such as smiling and conveying friendliness, are positively associated with important employee outcomes. This study adopted a qualitative approach and applied content analysis to provide a model for the emotional acting role and the organizational health of the Islamic Azad University of Guilan’s managers, emphasizing identifying its dimensions and components. The statistical population of the study consisted of all managers in Islamic Azad universities branches of Guilan, who were selected by purposive sampling method, and finally, due to the saturation method, 10 managers were selected as a sample. The study's findings showed that the managers' emotional acting role included 60 indicators in the form of 8 components and 2 dimensions. Emotional acting takes two forms: surface acting, which is painting on affective displays, and deep acting, which is modifying inner feelings to match expressions. Deep acting has five components: "emotional empathy, job involvement, effort, distance, and decisiveness". The surface acting consisted of three components: “spirit, flexibility, and confidence". The results also showed that organizational health has 2 dimensions included "structural and managerial". The structural dimension has 5 components: “organizational atmosphere, organization structure, scientific emphasis, monitoring and evaluation, and organizational justice". The managerial dimension has 5 components: “ethics, goal setting, resource support, effective leadership, and consideration". With the overall development of the service economy and the increasing competition among service providers, the concept of emotions and organizational health in the workplace have become very important. Organizational health is a vital aspect of many jobs, including educational jobs, in which managers are required to comply with their employees and subordinates. On the other hand, organizational health will create a pleasant environment for work and effort, increasing the spirit of creativity and achieving organizational goals.

Considering the trend of decreasing public welfare in the country, it is necessary for the government to adopt appropriate strategies and programs. Based on this, the current research was conducted with the aim of identifying and prioritizing welfare governance strategies in the country.
The current research was conducted with the aim of identifying and prioritizing welfare governance strategies in the country. First, based on the review of previous studies, different strategies were identified. In the second stage, based on the initially identified factors, a questionnaire was prepared by distributing the fuzzy Delphi questionnaire among 19 managers and experts of the Ministry of Welfare and Social Security of the country, strategies and solutions were identified. Then Vicor method was used for prioritization.
The findings of the research showed that six strategies under the headings of social health, transparency, organizational health, community-oriented work, social security, and participation were ranked first to sixth, respectively. In addition, the number of solutions identified was 26 indicators.
In order to develop welfare governance in the country, the Ministry of Welfare and Social Security of the country should take steps towards adopting strategies and approving the necessary laws and regulations in the government and the Islamic Council.

Today's society is an organizational society and in order for organizations to be well responsive and therefore effective, they need to pay attention to environmental changes and demands and be ready for change. Organizational health is a very powerful tool for preparing employees for change. In other words, it must be possible to provide the necessary preparation for employees to make the necessary changes so that the organization can respond well to environmental demands. Health and readiness for change are influenced by the actions of the leader and the type of leadership in the organization. Awareness of organizational health indicators and their improvement makes employees feel safe and more motivated and enthusiastic, and provides the necessary context for change and readiness to accept change, which contributes to the effectiveness of the organization. Provide in yourself and the staff. Therefore, the purpose of this study is modeling of simultaneous relationships between various styles of leaderships, readiness for changes and organizational health: A case study of Shiraz University 

In this descriptive correlational study, the statistical population was all official employees of Shiraz University (including 600 people) who were selected as a research sample using Morgan table using 234 simple stratified random sampling methods. The research tools included a questionnaire of various styles of leadership Torkzadeh & Jafari (2013) readiness for change (Torkzadeh and Abdesharifi, 2015) and organizational health (derived from the organizational health questionnaire of Torkzadeh and Basiri, 2015) which after calculating validity and reliability, distributed and collected. The research data were analyzed using multivariate regression coefficient. 

The results showed that Leadership Styles and readiness to change simultaneously predict organizational health. 

It is recommended that university administrators explore various leadership styles and adapt to changes in order to meet organizational health requirements specific to their circumstances.

1- Globally, medical sciences universities are increasingly witnessing sophisticated guests with heightened expectations, high workforce diversity, constant emergence of new technologies, and unyielding cost pressures in the wake of intense competition. Thus, the role of managers is exceedingly becoming dynamic and highly complex. These university players should grapple with rapid change and the challenges of surviving in an information-based, knowledge-intensive, and service-driven economy. Such challenges have brought about a dramatic shift in the strategic imperatives of medical sciences universities and thrown up a new set of role demands and professional challenges for senior managers and leaders in the industry. These universities, therefore, must develop leaders with competencies that correspond with and are specific to their distinct business challenges and goals to better their organizational health. This study aims to design a model of managerial competencies based on organizational health using a mixed approach. Considering the importance of health issues in organizations and the need to promote them in medical sciences universities, this research may enrich the literature on organizational health in addition to providing practical implications for the population under study.
 
2- THEORETICAL FRAMEWORK
The origins of the meritocracy movement can be traced back to Katz's work in the 1950s. Although he did not use the terms competence or competence, he introduced three categories of technical, human, and administrative skills, which provided a framework for distinguishing the performance of effective managers according to skills, which had a significant contribution to the foundation of the competence approach. After that, Selznick and his successor, McClelland, used the term competence to indicate a substantial factor that affects individual learning. In 1991, Woodruff proposed competence in the form of behavioral dimensions and a combination of motivation, trait, skill, self-concept, and social role. By combining their knowledge, skills, and abilities, competent managers can perform their duties and responsibilities in a way compatible with the organization's strategic goals. Organizational health, as the primary indicator of organizational effectiveness, refers to the organization's ability to continue its life so that it confronts the external destructive forces and directs them toward its main goals and objectives. According to Parsons' (1961) organizational genealogy, which is derived from his general theory of social systems, any organization must have four characteristics for its survival and continuous growth: 1) adaption: acquiring sufficient resources and compatibility with its environment; 2) goal achievement: setting goals and implementing them; 3) Unity: maintaining the integrity and internal coherence of the organization; 4) Invisibility: creating and maintaining the specific values of the organization.
 
3- The research is "applied" in terms of its purpose, which was carried out within the framework of the pragmatism paradigm and the mixed-exploratory (qualitative-quantitative) approach. Based on this, first, the foundation's qualitative data research method was used, and managerial competencies were identified based on the participants' point of view. Accordingly, the sampling method was purposeful and judgmental. Based on this, 22 faculty members and administrators of medical sciences universities with managerial experience were selected. The interviewees included nine academic faculty members and nine executive directors of the university. We used semi-structured interviews to study participants and a three-stage process with open, central, and selective coding to analyze the data. In the quantitative phase, we conducted a structural equation modeling in SmartPLS v.3 to validate the proposed model. The data collection tool in the quantitative phase was a questionnaire designed based on qualitative results. The quantitative sample included 800 presidents, vice presidents, and senior managers in medical sciences universities selected by stratified random sampling.
 
4- RESULTS & The results indicated that the competencies of organizational health management include cognitive, social, functional, strategic, and ethical. Causal factors affecting organizational health management competencies include organizational and individual. Influential background factors include organizational values, cooperative culture, inter-individual trust, honesty and transparency in the workplace, and institutional requirements of the external environment. Intervening factors include the characteristics of employees such as job satisfaction, loyalty, organizational commitment, adherence, and belongingness. Individual strengthening strategies include empowering human resources, cultivating employees' professional ethics, and managing employees' attitudes and behaviors. Organizational strategies include reward systems and culture and change management.
 
5- CONCLUSIONS & SUGGESTIONS
Since few studies exist on competencies of organizational health management, the current research helps strengthen the existing knowledge in the field. This issue reveals the contribution of the present research by developing a competency model. It can be an important starting point for further studies on promoting organizational health through managers' competencies.

The aim of the current research was to study and evaluate the organizational health of the second secondary schools of Kamiyaran city in the academic year of 2001-2001. In terms of practical purpose, the research was carried out in a descriptive (survey) way. The statistical population of the research was all managers, teachers and executive staff working in the mentioned schools in the number of 203 people. The sample size was estimated to be 173 people. The sampling method was census. The OHI Organizational Health Questionnaire of Hui and Fidman (1988) was used to collect data. Their face and content validity was obtained by using available sources and opinions of experts, and their validity was determined through experimental implementation and calculation of Cronbach's alpha coefficient for organizational health of 90%. The data collected by SPSS software were analyzed using non-parametric tests such as ratio test (binomial), U-Mann-Whitney test, Kruskal-Wallis test and Friedman rank test. The results showed that: the organizational health of schools in terms of managers, teachers and executive staff is high and appropriate. In terms of the organizational health of schools, there is a significant difference. Evaluation of organizational health at the institutional and technical levels and the seven dimensions have significant differences except the dimension of resource support. There is no significant difference in the evaluation of the organizational health of schools in terms of government and non-government and girls' and boys' schools. There is no significant difference between educational qualifications, working years, type of formal and informal employment and their assessment of the organizational health of schools.

The purpose of this research is to provide a model of organizational health with an emphasis on ethical values ​​in Iran's airline industry.               

In terms of the purpose, the present research is in the group of developmental-applied researches, and in terms of the qualitative method, it is foundational data. The statistical population of the expert group includes expert and experienced professors in the field of management, as well as managers and experts with experience in the country's air transportation industry. The selected sample of experts in this research was non-probability sampling and based on this, 20 members of the expert group were selected. A semi-structured interview was used to collect data. Finally, the data was analyzed by coding method.

The results showed that 218 free codes were obtained from the interviews, then 32 core codes were extracted from open coding. Finally, the conceptual model of the research was presented by selective coding.

The results showed that causal conditions, contextual conditions, intervening conditions and strategies in the organizational health model of the airline industry should include moral values ​​so that they can lead to positive outcomes in relation to customers, organizations, employees and managers. and establish social trust for the organization.

The purpose of this research is to provide a model of organizational health with an emphasis on ethical values ​​in Iran's airline industry.               

In terms of the purpose, the present research is in the group of developmental-applied researches, and in terms of the qualitative method, it is foundational data. The statistical population of the expert group includes expert and experienced professors in the field of management, as well as managers and experts with experience in the country's air transportation industry. The selected sample of experts in this research was non-probability sampling and based on this, 20 members of the expert group were selected. A semi-structured interview was used to collect data. Finally, the data was analyzed by coding method.

The results showed that 218 free codes were obtained from the interviews, then 32 core codes were extracted from open coding. Finally, the conceptual model of the research was presented by selective coding.

The results showed that causal conditions, contextual conditions, intervening conditions and strategies in the organizational health model of the airline industry should include moral values ​​so that they can lead to positive outcomes in relation to customers, organizations, employees and managers. and establish social trust for the organization.

Organizations are considered living entities whose character and identities, either healthy or unhealthy, are quite independent of their members. In this regard, it could be argued that a healthy organization can act efficiently to attract the citizens’ satisfaction, thus developing social trust. On the other hand, the Aviation Industry consists of companies and organizations, playing a pivotal role in the economic, social, cultural, technological, and developmental programs in both developed and developing countries. Therefore, the organizational health of this industry can increase the citizens’ social trust. Accordingly, this applied-developmental qualitative study sought to present a model of social trust-based organizational health to be used in Iran’s Aviation Industry using a grounded theory method. The required data were collected via semi-structured interviews made with twenty experts. The collected data were then analyzed using the NVivo software, according to which 218 open and 32 axial codes were extracted through open coding. The findings of the study suggested that factors related to service quality, customers (the passengers), the Aviation Industry, and staff and managers (human resources) were among the causal conditions. Furthermore, the background conditions involved in the organizational health of the Aviation industry were the status of the managers, staff, airports, aviation fleet, and the industry. Moreover, the intervening conditions identified in this regard included political, economic, technological, social, and legal factors. On the other hand, the study found that strategies such as promoting strategic thinking, improving communications, increasing technological utilization, and improving organizational structure could help enhance the organizational health of the Aviation Industry. Finally, the outcomes of such an enhancement could affect customers (passengers), the Aviation Industry, the staff, and the managers (human resources).

 The aim of this study was to investigate the relationship between organizational health with creativity and personnel productivity among staff workers of the General Administration of Sports and Youth of Sistan and Baluchestan Province.This descriptive- correlation, study is an applied one in terms of objective. The statistical population of the research included the staff workers of the General Administration of sports and Youth of Sistan and Baluchestan Province. Measuring organizational health of Hui et al, questionnaire,the creativity of Torrance employees Questionnaire and “Hersey and Goldsmiths’ Productivity Questionnaire” were used to collect data. The content validity of the questionnaires was approved by sport management experts panel and the reliability was determined by Cronbach's alpha . For analysis of the data after testing the normality of the data through the use of Kolmogorov-Smirnov test,the researcher applied single-groupt-test and Pearson’s correlation test.The results showed that there was a direct and significant relationship between the dimensions of organizational health with creativity and productivity of the staff workers.The results of the regression analysis showed that organizational health variable could predict 68% changes in creativity and 35% changes in productivity.The results also revealed that whole creativity and productivity among staff workers of the General Administration of Sports and Youth of Sistan and Baluchestan Province is in an undesirable level. It is concluded that managers strengthen organizational health by creating relationships and social interactions that result in a healthy work environment that leads to creativity and increased productivity

Administrative health is an essential aspect to create a safe and healthy learning environment for students. By prioritizing administrative health, schools can help prepare students to become committed and responsible global citizens who are equipped to face future challenges. Therefore, the purpose of this research is to investigate the effect of administrative health components on global citizen education in primary schools of Chalous. The research method is descriptive-survey and statistical population of all first grade teachers of primary schools in Chalous. The size of the statistical population is 130 people. According to Morgan's Table, 97 people were selected as a sample via simple random method, and the questionnaire was distributed among them. The data collection tools included Hoy and Fidman's Organizational Health Questionnaire (1987), Keshavarz's Global Citizen Education Questionnaire (2013). The reliability of the questionnaires was confirmed using Cronbach's alpha coefficient. Confirmatory factor analysis was used to measure the validity of the questionnaires. Data analysis was done using inferential statistics (regression) by using SPSS. The findings of the research indicated that the administrative health and its components at the administrative level include "manager's influence, consideration, construction, resource support", and the technical level components of "scientific spirit and emphasis" on education. Global citizens have a positive and significant impact. However, no positive and significant effect was found between the organizational level component (institutional unity) on global citizen training. The findings of the research indicate that the administrative health and its components at the administrative level include "manager's influence, consideration, construction, resource support", and the technical level components of "scientific spirit and emphasis" on education. Global citizens have a positive and significant impact. However, no positive and significant effect was found between the organizational level component (institutional unity) on global citizen training.

Organizations, as a living organisms, take materials and energy needed for survival from the surrounding environment and provide services or products to the environment, so if the organization is sick, it makes sick the members and the society. It is unthinkable to have a healthy society without a healthy organization. The health pulse of society depends on the health of organizations. Organizational health will create a pleasant environment for work and effort, raising the spirit of creativity and achieving organizational goals. One of the necessary measures to have a healthy organization is undoubtedly to institutionalize good administrative governance in organizations. Good administrative governance facilitates and lays the groundwork for the realization of goals and development plans of organizations and has basic dimensions that distinguish it from other paradigms. In this article, an attempt has been made to answer the question of what are the main elements of administrative governance and what relationship is there between organizational health and administrative governance according to various studies have been conducted in the field. Therefore, in this study, using a systematic method, the components of administrative governance were extracted from various researches that have been conducted in this field and a model was presented. These components include justice, transparency, accountability, rule of law, quality of law, participation and technology that affect organizational health.

The aim of the current research is to present a healthy organization model based on the collective participation approach in the industry, mining and trade organization of Mazandaran province. This research was conducted with a qualitative method and based on the data-driven theory approach. In the qualitative part of the research, 12 people from the research also include all the headquarters staff of the Mazandaran Province Security Organization. Interviews conducted with experts showed that causal conditions include organizational mechanism, strategies, coordination, human resources and performance, strategies include institutional unity, managerial influence, considerateness, constructiveness, morale, support and resources and scientific emphasis, the central category includes, Instrumental, structural, emotional and social cohesion, background conditions including attention to environmental responsiveness, functional dimensions of environmental responsiveness, attention to features in environmental responsiveness and attention to basic values, attention to requirements and requirements of environmental responsiveness, public intervention conditions They include macro-level factors, society culture, government institutions and laws and regulations, and the consequences include internal and external effects on creating a healthy organization based on the collective participation approach. Finally, the current research has been able to present a comprehensive model for the implementation of a healthy organization with a collective participation approach

This article is done in order to identify the dimensions and indicators of the organizational health of police command forces for Mazandaran coastal cities. The research method is qualitative based on the content analysis theory, and the statistical population consists of all the commanders of the police command force of Mazandaran province in the coastal cities of Sari, Babolsar, Noor, MahmoudAbad, and Nowshahr. As a result, 10 individuals of them were chosen as a sample using the purposeful sampling method and taking into account the saturation law. The data collection tool is a semi-structured interview. To ensure the validity of the tools, it is reviewed by members, the peer review theory, experience, records of experts, and collaborative research. Also, the intra-subject agreement approach of two coders was used to confine the reliability. The results of the qualitative findings via the content analysis technique indicate that the organizational health model has two dimensions: "structural and managerial". The structural dimension has five components: "organizational atmosphere, organization structure, scientific emphasis, monitoring and evaluation, and organizational justice" and the management dimension has five components: "ethics, goal setting, resource support, effective leadership, and consideration". Since organizational health creates a pleasant environment for work, raising creativity and vibrancy, and achieving organizational goals in the organization of the police command, therefore, modeling the indicators resulting from this work could improve organizational health.

The ability of the organization to maintain its survival and adaptation to the environment is a key capability whose results have been studied in various studies. This study aimed to systematically and comprehensively study the results of these studies and to identify the causal relationships between them.

This is descriptive, applied and quantitative research. In the present study, the consequences of organizational health were first identified and extracted from 28 articles published in scientific-research journals from 2008 to 2019 by meta-analysis method. In the next step, the mentioned results were determined using the structural interpretive modelling technique and based on the opinions of 12 faculty members of Shahid Sattari Aeronautical University, ranking and modelling the relations between them.

According to the research findings, Organizational health had a significant effect size on all 20 outcomes studied. These outcomes were classified into three categories with high, medium and low effect sizes. Among these, the highest effect was related to the variables of human resource productivity, employee creativity, organizational effectiveness, job attachment, organizational citizenship behaviour, organizational entrepreneurship and employee empowerment, respectively. In addition, causal relationships between these factors were also shown at four levels, so that employee empowerment has the most impact and organizational effectiveness has the most impact.

Managers' efforts to promote organizational health will lead to a chain of constructive human and organizational achievements that can strengthen each other to provide a facilitating environment for the sustainable productivity of organizations.