جستجوی مقالات مرتبط با کلیدواژه « nurses » در نشریات گروه « مدیریت »

Determining the educational needs of nurses related to the blood transfusion process can lead to the improvement of knowledge and skills, the improvement of the quality of services provided, and higher performance. This study was conducted with the purpose of determining the educational needs of nurses related to the blood transfusion process. The statistical population of this study was expert nurses working in hospitals all over the country, and the sampling of this statistical population were selected based on the combination of classification, criteria-based and random methods. The tool of the present research was a researcher-made questionnaire, which was a combination of two standard methods of skill and DICOM. Among the nurses selected by the hospitals after the interview, a group was selected purposefully. Training sessions were held for the selected nurses in the blood transfusion organization to complete the tool. By using the work tool, the titles of general tasks, subtasks and prioritization of sub-tasks were determined. Then the required knowledge, skills and attitudes in the field of competencies, educational content and behavioral goals were specified. Finally, the training courses related to the tasks and activities were determined. Blood transfusion experts reviewed the collected information. The information matched with o*net website after being summarized for validation by focus groups that included selected expert nurses and blood transfusion specialists, and the final approval was made. The obtained results included 7 main tasks and 42 sub-tasks, also the prioritization of sub-tasks, levels and scope of competence for each task were determined. And finally, 10 educational course titles were extracted for designing educational courses.

 The objective of this study was to develop a model for the quality of work life (QWL) of nurses using a grounded theory approach.

 The study employed a qualitative research method with a grounded theory design. The research sample included 24 nurses from treatment-educational hospitals in Mashhad, selected using snowball sampling until data saturation. Data were collected through in-depth, unstructured interviews and analyzed using open, axial, and selective coding.

 The study identified key causal conditions influencing QWL, including the provision of welfare services, participation, career advancement, improvement of environmental conditions, fostering a favorable culture, and organizational justice. Strategic factors such as fair treatment, efficient incentive systems, utilization of competencies, and valuing were also significant. The outcomes of improved QWL were categorized into job satisfaction, productivity, multipurpose use of space, and organizational commitment.

 The proposed model suggests that improving both causal and strategic factors can enhance the quality of work life for nurses, leading to greater job satisfaction, increased productivity, and stronger organizational commitment.

Today, the importance of the concept of people's privacy in the organization has increased and most employees will be annoyed if they face questions that have a nosy aspect. This study aims to identify the consequences of nosiness in the organization by emphasizing the dark side of curiosity. In the current research, the qualitative method and the thematic analysis were used to identify the consequences of nosiness in the organization. The participants of this research included nurses of medical centers in Isfahan province. Data were collected through 38 semi-structured interviews. By analyzing the data, 4 main categories and 11 sub-categories were identified as the consequences of nosiness in the organization from the nurses' perspective. The main categories are individual negative consequences (mental disorders and their symptoms, the emergence of negative emotions, lost productivity and wasted time, and psychological break from work), interpersonal negative consequences (decrease in interpersonal interactions and unhealthy interpersonal relationships), negative consequences organizational (The emergence of deviant behavior in the organization and unhealthy work environment) and individual positive consequences (better management of work shifts and people, benevolence and helping colleagues and increasing personal information and learning). The findings of this research showed that in addition to the extensive negative consequences of nosiness in the organization, it will also have positive consequences in the individual context. Finally, this research advises managers to prioritize the protection of privacy and strengthen the culture of respecting employees' boundaries to reduce the negative consequences of nosiness in the organization.

Psychological contracts are defined as employees' beliefs and perceptions of implicit and explicit obligations in working relationships with the organization. The aim of this study was to discover the content of psychological contracts of public hospital nurses.

A qualitative study is needed to properly understand the content of nurses' psychological contracts. The required data were collected from semi-structured interviews and with emphasis on the lived experience of nurses in public hospitals. In this regard, participants were selected using purposive sampling method and snowball technique and 19 interviews were conducted to ensure theoretical saturation.

Findings showed that psychological contracts in nurses included 3 main themes (transaction-based, relation-based and value-based) and 14 sub-themes. Transaction-based contracts included five sub-themes: good work climate, fair payment, non-work problems, workplace safety, and a peaceful environment. Relation-based contracts included five sub-themes: decision-making permission, superior support, job challenge, promotion opportunity, and job security. Value-based contracts included four sub-themes: fulfillment of individual values, fulfillment of collective values, fulfillment of educational values and fulfillment of moral values.

Conclusion:

 Findings showed that psychological contract of nurses with two themes (transactional and relational) is not comprehensive and nurses had very important values ​​beyond personal and organization interests, which were related to the nature of the nursing profession, and these values are reflected in the value-based psychological contract. As a result, in order to increase organizational commitment and job satisfaction and reduce nurses' turnover, it is necessary to pay attention to the content of all three types of psychological contract.

The present study aimed to design a mental health model for nurses. This research is fundamental in terms of type and qualitative-field goal. The statistical population of the present study consists of nursing elites. Available samples were used to determine the size of the prototype, which is 33 people. The tool was a researcher-made questionnaire based on a study of the literature on mental health. The three-round Delphi method was used for analysis. Finally, the nurses' mental health model with 24 indicators and two dimensions of behavioral health and structural health was approved and presented.

The present research is a kind of mixed quantitative and qualitative research in which using the Q approach, the mental patterns of experts and specialists in order to identify and categorize the causes and consequences of burnout in nurses are examined. In this study, first-hand sources (semi-structured interviews) and second-hand sources (literature and past research) have been used to collect data. Purposeful sampling was used to select the statistical sample and the discourse space and Q expressions were obtained by using the views of 8 participants. The validity of the study was satisfied by the control and supervision of the participants in determining the Q expressions and its reliability was confirmed by retesting. based on the available variables, the Q matrix was designed and experts were asked to sort the expressions and its data were analyzed using Q factor analysis and the final model. Research was obtained. Regarding the results of Q method, according to the priorities made by experts in the fields of psychology, management and nursing, the final grouping according to the frequency and sharing of opinions in the two general groupings performed by Q factor analysis, into four categories of factors. Organizational, infrastructure, job and context affecting burnout and three categories of individual, organizational and external consequences affected by burnout in nurses were affected. The results of the present study can be used to prevent burnout in the nursing community.

In today's world, especially in the field of medical organizations such as hospitals, one of the main problems of the organization is the emergence of abnormal or destructive behavior of employees, which has a serious impact on various aspects of the organization. A range of behaviors, such as procrastination and aggression, aggression, sabotage, etc., is a kind of anti-citizenship behavior of an organization that needs to be thought of as a way out. Therefore, the main purpose of this study is how to reduce organizational anti-citizenship behavior through cultural intelligence and cultural capital of hospital nurses. The statistical population of this study included the staff of 5 private hospitals in Yazd city (1250 n =) and with 309 people as the statistical sample. The data collection was based on three standard questionnaires and related analyses using structural equation method. The findings of this study show that there is a significant relationship between the components of behavioral intelligence, cognitive, metacognitive and motivational intelligence with the variable of organizational anti-citizenship behaviors. A relationship was also observed between the dimensions of cultural capital and the anti-citizenship behavior of the organization. The results suggest that the managers of these hospitals should always pay special attention to the importance, role and promotion of the components of cultural intelligence and cultural capital in their nurses' training programs so that the hospital environment is less prone to destructive behaviors.

Abstract Empowering employees as an important structure can play a crucial role in the effectiveness of the organization. In the psychological approach to empowerment, the theory of social cognition is based. This theory provides a useful framework for analyzing the feelings of individuals from their level of ability. The present study was conducted to investigate the effect of social capital on psychological empowerment with the role of mediator of intellectual capital. The research is based on the purpose of the research and the method of collecting data is a descriptive correlation. Data was collected using library surveys. Questionnaires were used to collect the data from the Nahapiet & Ghoshal (1998), Bontis intellectual capital (1998) and Spritzer psychological empowerment questionnaires (1995). The statistical population of the study consisted of all nurses of Khatam-Al-Anbia hospital in Zahedan with 250 people. According to Morgan table, 150 people were selected as sample. To determine the reliability of the questionnaires, Cronbach's alpha and combined reliability were used. The rate for all three questions was higher than .7. The values obtained for convergent and divergent validity also indicated validity of questionnaires. Data analysis was performed using SPSS and SMART PLS software. The results of the assumptions test showed that social capital has a positive and significant effect on the psychological empowerment of nurses at Khatam Al-Anbia hospital in Zahedan through the mediator of intellectual capital. Also, among dimensions of social capital, trust has the most impact (0.38) on nurses' psychological empowerment. Introduction Today, rapid environmental changes, global competition and new demands for quality services, require quick response from organizations. In order to overcome the uncertain, complex and dynamic conditions, the only way forward is to empower employees through the acquisition of knowledge and skills that quickly become obsolete. The empowerment of employees as an empowerment of employees for decision making is also described. By employing empowerment techniques, employees feel trust, double-duplicate, commitment and self-reliance. In general, three approaches, Relation, Motivational and Psychological In empowerment. The psychological empowerment is the process of promoting self-esteem and internal motivation among employees. This approach provides a useful framework for analyzing the feelings of individuals from their capacity levels. Intellectual capital is one of the factors that can be effective in empowering employees. Intellectual capital is invisible capital. And includes a set of knowledge, information, intellectual property, experience, competition and organizational learning.  Intellectual capital consists of three components of human capital, structural and communication. Various researches have been done on the factors influencing intellectual capital, according to which, among other factors, factors affecting intellectual capital are social capital.  Social capital promotes the norms and values within the organization. The main idea of social capital is membership in networks that make it possible to participate in mutual benefit. The amount of social capital that a person has, depending on the size of his communications network. Considering the importance of these networks and its role in the exchange and interaction of information in organizations, especially hospital units, it is necessary to pay attention to the social capital variable and its consequences, including empowerment of employees. Competition between hospitals has expanded today, treatment costs require patients to be in a better position to serve. Certainly, hospitals with more powerful human resources will be able to better respond to their clients. Therefore, the present research seeks to investigate the effect of social capital variable on empowerment of employees with the mediating role of variable intellectual capital in nurses of Khatam Al-Anbia hospital in Zahedan. Case study The statistical population of the study consisted of all nurses of Khatam-Al-Anbia hospital in Zahedan with 250 people. According to Morgan table, 150 people were selected as sample. Research Methods The purpose of this study was with investigate the Impact of Social Capital on Psychological Empowermen with the Role of Mediating Intellectual Capital. The statistical population of the study consisted of all nurses of Khatam-Al-Anbia hospital in Zahedan with 250 people. According to Morgan table, 150 people were selected as sample. To determine the reliability of the questionnaires, Cronbach's alpha and combined reliability were used. The rate for all three questions was higher than .7. The values obtained for convergent and divergent validity also indicated validity of questionnaires. Data analysis was performed using SPSS and SMART PLS software. Discussion and Results The results of the assumptions test showed that social capital has a positive and significant effect on the psychological empowerment of nurses at Khatam al-Anbia hospital in Zahedan through the mediator of intellectual capital. Also, social dimension of social trust has the most impact (0.38) on nurses' psychological empowerment. Conclusion Empowering employees as an important structure can play a vital role in the organization's innovation and effectiveness. Therefore, research on the factors and obstacles to empowerment is of great importance. In the psychological approach to empowerment, the theory of social cognition is based. This theory provides a useful framework for analyzing the feelings of individuals from their level of ability. The purpose of this study was with investigate the Impact of Social Capital on Psychological Empowermen with the Role of Mediating Intellectual Capital. The results of the study showed that social capital has a positive and significant effect on the psychological empowerment of nurses at Khatam-Al-Anbia Hospital in Zahedan via the mediating variable of intellectual capital. According to the findings of the research, the following suggestions are presented: 1: Encouragement and strengthening of social and professional institutions; 2: Planning for the enrichment of the social culture of the hospital; 3: Attention to the promotion of social capital in public education and nursing education; 4: Attempting to fulfill the ethics at the level of individuals, groups, and sector

The present research evaluates effect of job burnout and workaholism on organizational commitment among nurses of the hospital in Zahak town in the first half of the year 1393 (2014 A. D). The present research is applied based on objective and survey-type according to data collection method. Statistical population was 195 nurses and 131 individuals were studied according to Morgan''s table by using simple random method. In order to collecting data، Tree separate questionnaires of job burnout، workaholism and organizational commitment were used. The collected data were analyzed using lisrel 8. 5 software and path analysis and T diagram methods. The results indicated that job burnout has no significant effect on organizational commitment. Furthermore، workaholism has a significant effect only on normative and affective commitment but there is no significant effect on nursery continuance commitment

The purpose of present study was to investigate the relationship between organizational spirituality and job burnout in nurses of governmental hospitals of Zahedan city. The population of this study was consisted of 500 nurses that 200 of them were selected through accessible sampling method as sample for this study. Organizational spirituality and Job Burnout Questionnaires were used to collect the data. For analyzing the data Pearson correlation coefficient and multiple stepwise regression were applied. Results revealed that there was significant negative correlation between organizational spirituality dimensions and emotional exhaustion and depersonalization (p<. 01)، but there was no significant correlation between depersonalization and sense of community. There was a significant positive correlation between organization spirituality dimensions and personal accomplishment (p<. 01). Results of multiple stepwise regression demonstrated that alignment with organization''s values explained 20. 3% of the variance in emotional exhaustion and، moreover، this dimension explained 7. 2% of the variance in depersonalization. Overall scores of organizational spirituality explained 20. 3% of the variance in personal accomplishment. Eventually، results revealed that by increasing the amount of organizational spirituality the amount of emotional exhaustion and depersonalization decrease and organizational spirituality increases the amount of personal accomplishment of nurses.

This study examines the impact of organizational development and justice on behavioral indicators. For this purpose, the relationship between organizational development, organizational justice dimensions (procedural justice, interactional justice and distributive justice), and behavioral indicators (organizational commitment and organizational citizenship behavior) were examined using a conceptual model. The data was collected from 197 nurses working in Ghaem hospital of Mashhad employing a survey approach. To analyze collected data, partial least squares (PLS) and Haland procedures were employed. The results indicated that organizational development has positive and significant relationship with organizational commitment and organizational citizenship behavior. Furthermore, positive and significant relationship between organizational justice dimensions and behavioral indicators was also observed. The results suggest that organizational justice dimensions and development can have influence on behavioral indicators such as organizational commitment and citizenship behavior.

Employees anxiety and worry about their work life and involvement for a longtime hours, pave the way for permanent engagement in their work, in a way that continuity of these situations will have a positive and negative outcomes. Present research is aimed at explaining strange captivation of nurses to their work in the form of workaholism. Data of this applied research was collected through survey using appropriate instrument. The correlation between variables, however, was based on structural equation modeling. Statistical population of this research includes nurses working in clinics, policlinics, faculties and hospitals simultaneously, in the city of Tehran. Research findings resulted from structural equation modeling technique portends that; there is meaningful relationship between nurses’ workaholism and organizational citizenship behavior. Also, there is a positive and meaningful relationship between organizational citizenship behavior and dimensions of workaholism (work involvement, feelings of being driven to work, work enjoyment).