جستجوی مقالات مرتبط با کلیدواژه « سلامت سازمانی » در نشریات گروه « علوم اجتماعی »

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 purpose of this study was to investigate the the impact of spirituality in the workplace on organization identity with mediating role of organizational health and deviant behavior. This research was an applied research in respect to its purpose and correlational descriptive in respect to its methodology. The statistical population consists of managers and experts of Isfahan Gas Company. Among 1532 Managers and experts of this company, 243 people using the method Random sampling was selected proportional to the sample size. To assess the reliability of the questionnaire, Cronbach's alpha was used and the reliability of all criteria was higher than 0.6, and therefore, the reliability of the questionnaire was confirmed To assess the validity of the questionnaire, structural validity and confirmatory factor analysis were used. For analyzing data, the way of SPSS20 and AMOS20 software was used. The results of this researched showed that spirituality in the workplace is significant on organizational identity (B=0/57), deviant behavior (B= -0/19) and organizational health (B=0/14). Deviant behavior and organizational health have a significant effect on organizational identity (B=-0/12 & B=0/33). The mediation of deviant behavior in the impact of spirituality in the workplace was confirmed on organizational identity, but organizational health mediation in the impact of spirituality in the workplace on organizational identity was not approved.

The  aim of this study was to investigate the effect of principals' ethical leadership on organizational health mediated by organizational justice in schools.

The study method was descriptive and correlational studies. The study population was all 339 secondary school teachers in Qorveh city in 2020. From this population, based on Morgan table, a sample of 181 people was selected by simple random sampling method. Data were collected using the Ethics Leadership Questionnaire by Brown et al (2005), the Morman and Niehoff (1993) Organizational Justice Questionnaire, and the Hui and Fieldman (1996) Organizational Health Questionnaire. In the present study, Cronbach's alpha values were Ethical Leadership Questionnaire (0.89), Organizational Justice (0.92) and Organizational Health (0.90). GFI values were confirmatory factor analysis of Ethical Leadership Questionnaire (0.92), Organizational Justice (0.93) and Organizational Health (0.92). Structural equation modeling test using LISREL10.30 software was used to analyze the data.

Ethical leadership, principals had an effect (0.61) with a significant amount (7.61) on the organizational health of schools and an effect (0.62) with a significant amount (6.79) on organizational justice. Organizational justice had an effect (0.27) with a significant amount (3.63) on the organizational health of schools. Ethical leadership Principals due to organizational justice had an indirect effect (0.167) with a significant amount (3.22) on the organizational health of schools.

According to the research findings, the moral leadership of principals and organizational justice has a positive and significant relationship with the organizational health of schools.

One of the actions that the management of higher education centers need to achieve its predetermined goals is to pay attention to increasing organizational health indicators in the workplace. Organizational health, which means an organization's competitiveness, efficiency, and adaptability to internal and external dynamics and employee morale, is one of the determinants of organizational effectiveness. Therefore, paying attention to it is one of the basic and primary issues related to human resource management at the highest levels. Given the importance and sensitivity of the university's work in the human resources education needed by the community, the importance of investigating the organizational health of this dynamic and growing institution becomes more prominent. This study investigates organizational health and its components in relation to organizational culture and mental health variables of Tabriz University staff.

The research method was survey and the required data were collected using standard questionnaires of organizational health, organizational culture and mental health. In the present study, the validity of the questionnaire questions was estimated through face validity. The results of the reliability analysis of the research variables showed that Cronbach's alpha for the three variables of organizational health, organizational culture and mental health were 0.89, 0.97 and 0.92, respectively, indicating that the items of each The three variables have good internal coherence and high reliability. The statistical population of the study is staff of Tabriz University, 182 of who were selected by simple random sampling.

The results show that the average organizational health in the range of 80 to 189 is 142/64 which indicates that the organizational health of the employees is at an average level. Also among the seven dimensions of organizational health, the dimension of construction with 74.40 percent had the highest and the institutional unity dimension with 57.66 percent had the lowest average value. The results of hypotheses test also show that there is a significant positive relationship between organizational health and organizational culture and its dimensions (except for attentional bias) but organizational health is not significantly correlated with mental health variable and its dimensions. Testing the hypotheses related to the relationship between organizational health and demographical variables shows that organizational health of employees is not significantly different in terms of gender and marital status, and age and years of service and monthly income are not significantly related to organizational health. But Education level and employment status are variables that affect the average organizational health of employees. The regression analysis of organizational health show that the four variables of creativity and innovation, sustainability, attention, and attention to organization members account for about 63% of organizational health changes in Tabriz University.

Therefore, it can be said that organizational culture is one of the main determinants and the most important predictor of organizational health of Tabriz University staff.

Nowadays, in addition to professional and capable employees, hospitals need healthy, enthusiastic and passionate nurses. Organizational health and Job engagement in employees has been considered by many researchers in behavioral sciences and industrial and organizational psychologists for many years, and has been attempting to identify its predisposing factors. Among the factors that threaten nurses' job engagement and organizational health are increasing the silence and reducing the organizational voice of nurses, which first affects their job engagement and then leads to a decrease in organizational health. In this regard, the present study investigates the effect of organizational silence and voice on job engagement of women nurses and their organizational health. This study was conducted on a non-random sample available of 268 nurses in Ahvaz hospitals. The research method is applied in terms of purpose and descriptive-correlation in terms of data collection. Data were collected by standard questionnaires with validity and reliability and analyzed using and structural equation modeling with Smart PLS software. The results of data analysis showed that organizational silence and voice of nurses with path coefficients of -0.44, 0.48 and -0.39, 0.53 and t-statistic more than 1.96, had significant effect on their job engagement & organizational health, respectively. The findings showed that the organizational silence of nurses leads to a decrease in job engagement and, consequently, a decrease in their organizational health, and, organizational voice will increase the job engagement of women nurses and thus improve their organizational health.

This research was aimed at explaining the pattern of corruption reduction through ICT, transparency and organizational health. The research method is descriptive-survey and is a practical purpose. The statistical population consisted of all experts in the educational institutions of Iran's public universities. By sampling the total number, 240 individuals were selected as samples. The data collection tool was a questionnaire. Validity and reliability of questionnaires were confirmed. Data were analyzed using LaserLes software using path analysis analysis. The results showed that ICT would reduce corruption. Transparency and organizational health as an intermediary variable also influenced the relationship between information technology and corruption reduction. Therefore, these factors are not only important in terms of improving organizational working conditions and dynamism, but also in terms of increasing accountability, as well as the trust of members of the organization to each other and management of the organization.

The purpose of this study was to investigate the relationship betweenorganizational health and organizational culture and teachers’ job burnoutin East Azerbaijan nomadic schools. The method of research iscorrelation. The statistical population of this study includes all 330teachers of the Nursery education district. Using Morgan table, 180people were selected by stratified random sampling. To collect data,Maslach's burnout questionnaire, Miles organizational health questionnaire,and Cameron and Quinn organizational culture questionnaire were used.To assess the validity of the questionnaire, from the viewpoint of theprofessors and to assess the reliability of the questionnaires, Cronbach'salpha coefficient was used. The reliability of the questionnaire was higherthan 0.7. The research findings showed that there is a significantrelationship between job burnout, emotional exhaustion, personalitydeprivation and personal satisfaction with organizational culture andorganizational health. Organizational culture with a beta coefficient of0.59 has an important role in burnout.

The purpose of the study was to investigate the relationship between social capital and organizational health with the mediating role of organizational socialization. The research is applied in terms of purpose and descriptive correlation method. The statistical population were 400 employees of the cement company of Neka city. According to the Krejsi-Morgan table, 180 people were selected by simple random sampling. Organizational health questionnaires (OHI), organizational socialization of Taormina (1997) and social capital of Nahapit and Ghoshal (1998) were used. The questionnaires have formal and content validity. For reliability, Cronbach's alpha coefficient was used which calculated for social capital questionnaire (0.85), organizational health (0.88) and organizational socialization (0.86). SPSS 21 and Liserl software used for analysis. The results showed there is not a meaningful relationship between social capital and organizational health with the mediating role of organizational socialization. There is a significant relationship between social capital and organizational health. There is a relationship between social capital and organizational socialization and there is a relationship between organizational socialization with organizational health in Neka Cement Company.

Considering the role that education plays in the economic, social, and especially cultural development, and is the foundation of any development, this organization has been studied. An organization is composed of people who work together to achieve the goals of the organization. Therefore, organizational self-esteem as an important factor of mental health and employee’s adaptation is important, which can enhance the impact of social capital as links and connections among members of the organizational network on organizational health that leads to continuity and survival of the organization in their environment and achievement of human goals and purposes. By providing information from this research, the path to further research on the role of social capital on self-esteem and organizational health in organizations will be facilitated and smoothed. It is also possible to take an effective step by mediating the role of self-esteem among social capital and organizational health in order to realize employee productivity and effectiveness of the organization.

The method of this research is correlation and is based on structural equation modeling. The statistical population of this research includes all administrative staff of the Department of Education of Urmia, which according to the staffing of education personnel, the number of these employees are 380 people. By using a simple random sampling method, 200 people were selected as sample. The Morgan table has been used to determine the sample size according to the size of the statistical population. The required data in this study is obtained by using of three standard questionnaires: social capital based on the model of Nahapiet and Ghoshal (1998), organizational self-esteem based on the Piers and Gardner’s model (1989), and organizational health based on the Hui and Fieldsman’s model (1996). To analyze the data SPSS software version 20 was used. Descriptive indicators and their correlation matrix were calculated, and then Structural Equation Modeling Method was used to study the causal relationships between variables.
Discussion of Results &

The results of statistical analysis showed that the direct effect of social capital on organizational health is 0.45, which is positive and significant at the level of 0.001. According to this finding, the first hypothesis of research is supported and it can be said that there is a positive relationship between social capital and organizational health of the staff. Therefore, through mutual trust, mutual social interaction, and social groups with a sense of collective and group identity, it leads to competence, achievement, progress, ability, adequacy, reliability, independence and freedom of employees in the organization.
The results of statistical analysis showed that direct effect of organizational self-esteem on organizational health of employees is 0.58, which is positive and significant at 0/001. According to this finding, the second hypothesis of the research is supported and it can be said that there is a positive relationship between organizational self-esteem and organizational health of the staff.
The results of statistical analysis showed that the direct effect of social capital on organizational self-esteem is 0.37, which is positive and significant at 0/001. According to this finding, the third hypothesis of research is supported and it can be said that there is a positive relationship between social capital and organizational self-esteem of the employees.
The results of statistical analysis showed that the indirect effect of social capital on organizational health of employees is mediated by organizational self-esteem of employees 0.21, which is positive and significant at the level of 0.001. According to this finding, the fourth hypothesis of research is supported and it can be said that organizational self-esteem plays a mediator role in the relations between social capital and organizational health.
Finally, it can be concluded that the existence of social capital among members of the organization will lead to self-esteem and self-confidence in each individual organization, which will result in an increase on organizational self-esteem. Organizational self-esteem will motivate, advance and challenge the work. The existence of social capital in the organization also leads to organizational health. Extensive communication, the existence of cultural commonalities, as well as mutual trust and cooperation, is considered an important factor for the health of the organization. as a result of these discussions, the organization continues to grow in a changing environment.

The main objective of the research is to investigate the effect of organizational health on the citizenship behavior of the employees of Tehran Municipality's Human Resources Management Office. The main objective of this study is to investigate the relationship between factors such as institutional unity, manager's level of influence, level of consideration, scientific emphasis and resource support with employees' behavior. The survey method and the research community consisted of all employees of the Tehran Municipality's Human Resources Directorate, and 113 of them were selected using the Cochran formula. The stratified random sampling method and the data gathering tool were Hui and Feldman organizational health standard questionnaire and data analysis was done using descriptive statistics method and after normalizing data, multivariate regression test.

This study aimed to predict teachers’ organizational health via social health in Abeyek city in the academic year 1394-95. The statistical population included all primary school teachers, grade 1 and grade 2 high school teachers numbered 961. The sample consisted of 278 teachers based on Krejsi & Morgan’s table and Kokran’s formula. Data gathering instruments were: Kiyez social health, and Holy and Fieldman’s organizational health questionnaires (Cronbach’s alpha 0.77 &0.92 respectively). To analyze gathered data SPSS was used. Results indicated that there was positive significant correlation between social health components and organizational health (p<0.05, r=0.143). Results also showed a significant share of social health components in predicting organizational health of Abeyek city. This indicated improvement of organizational health through social health.

One of the organizations and programs involved in the Iranian governmental institutions are using participatory management style, surely, if there is a readiness to implement participatory management, job satisfaction increases managers and employees significantly. The aim of this study was to investigate the effect of participative management on organizational health is the police. For this purpose, participative management and organizational health is chosen as the dependent variable and independent variable respectively. The statistical population in this research includes all police officers of Mazandaran Provincial Police Command. 154 students were selected by stratified random sampling method using Cochran sampling formula. Research purpose, is applied and the method of data collection, descriptive survey and in terms of the relationship between two variables, also called correlation. Data collection tools, collaborative management standard questionnaire and organizational health questionnaire. Cronbach alpha reliability questions using formulas 0.91 and 0.94 respectively were measured and verified. Data using SPSS software and descriptive and inferential methods (univariate t-test and Friedman test) were analyzed, Findings indicate that there is a relationship between participatory management style and organizational health. Also, the results showed that there is a significant relationship between the components of participatory management and organizational health of NAJA. More precisely, NGOs have more organizational health if used in a collaborative management style.

The importance of productivity with the growing level of competition, technological complexity, diversity of tastes, lack of resources and the exchange of information quickly is obvious. Productivity valuable to the managers position and seek greater efficiency and effectiveness, and their efforts in this direction are formed, To ensure the stability of the organization in today's competitive world. The aim of the research is to analyze the relationship between organizational health and employee productivity is improving. For this purpose, organizational health and employee productivity as the dependent variable as the independent variable is located. The population of this research includes all staff in Mazandaran province police chief Using Cochran sampling formula, 224 individuals were selected randomly as the sample. The research objective is applied and the method of data collection, correlation descriptive. Data collection, standard questionnaire, organizational health and employee productivity is a questionnaire. The reliability of questions using Cronbach's alpha of 0.84 and 0.88, respectively, were measured and verified. Data using SPSS software and descriptive and inferential methods (correlation, regression and Friedman test) were analyzed, The findings suggest that organizational health and employee productivity there is a significant positive relationship. The results based on Friedman test showed that the component efficiency and effectiveness, respectively, first and second place respectively.

The purpose of the present research was to study the relationship between organizational health and job burnout with quality of work life among Northern Khorasan Police Command Staff. The survey method was used in this study. Population of the research contained all working Police Command staffs of Northern Khorasan in 2015. Sampling was carried out by available sampling and 246 individuals were selected based on Morgan Table. So, they have completed Hooy et al, Organizational Health Questionnaire (OHI), Meslesh Job Burnout and Walton Quality of work Life scale (1973). Data of the research were analyzed by SPSS software and multi-variety regression analysis test. Findings indicated that organizational health has positive significant effect on the staffs' quality of life and job burnout has negative effect on occupational quality of life among staffs. The results indicated that respectively construction, academic emphasis and organizational unity are considered as the most powerful predictors in positive direction among different aspects of organizational health for occupational quality of life. Also, emotional exhaustion has been considered as negative significant predictors among aspects of job burnout for occupational quality of life. Totally, it can be said that organizational health and job burnout may influence occupational quality of life in a wide range and staff performance may proceed toward positive or negative direction with engagement of organizational health and job burnout.

At the present age, the responsible staffing is one of the scarce resources, and yet challenging for many organizations and corporate executives. In this regard, the present paper attempts to determine the social responsibility of Tabriz University staff and examined its relationship to organizational health. The present study was conducted using quantitative method and according to the survey technique by two standard questionnaires, health organizational and social responsibility. The population of the study consisted of 907 employees at Tabriz University. of these, 119 persons on the basis of proportional stratified random sampling method were selected for the study. The data collected was analyzed using SPSS version 22. The research findings show that the level of organizational health is located in a lower than average and the social responsibility is also high than average. The health organizational and social responsibility has been observed significant and positive correlation. Three dimensions of organizational health of motivation, and speed and time of work and leadership will be able to explain the changes to 33/1 of the social responsibility of employees. In general can say that organizational health, one of the main factors that determine the level of social responsibility staff. The dimensions of organizational health, morale and motivation, speed and time of work and leadership are more important than other aspects of organizational health.

The present study aims to investigate the relationship between organizational health and participation in the Ministry of Education staff in Birjand. Regarding the method of data collection¡ this research is descriptive-correlational¡ and because of its purpose¡ it is defined as applied research. The research population comprised all of the Ministry of Education staff in the city who were employed at the time of the research in 1393. This population included 220 individuals from which 110 were selected as the sample size¡ based on Morgan and Krejcie’s table. The method of sampling was random sampling. The data were collected using Mac Lagan and Nell’s participatory questionnaire (1995) as well as Hoy and Feldman’s organizational health questionnaire (1996). Many studies have confirmed the validity of the questionnaire. The reliability of the tools was 96% for participation and 87% for organizational health using Cronbach’s alfa. For data analysis and interpretation of results¡ descriptive and inferential statistics (correlation and regression) were used. The results showed that there is a significantly positive correlation between organizational health and education staff participation. In addition¡ the results indicated that aspects of organizational health (structural unity¡ the principal’s dominance¡ considerateness¡ organizational skills¡ resource support¡ morale and academic focus) could anticipate the level of participation in Ministry of Education staff in Birjand.