جستجوی مقالات مرتبط با کلیدواژه « سازمان » در نشریات گروه « پزشکی »

The increase in repetition of destructive behaviors of leaders and the important effects of these behaviors on individual and organizational outcomes in the workplace can indicate the dark side of leadership. The present study aims to determine the effect of narcissistic leadership style on employee cynicism with the mediating role of employee silence and workplace gossip among the hospital staff.

This is a descriptive cross-sectional study. The study population consists of all headquarters staff of Dr. Gharazi Hospital in Isfahan, Iran, in 2022. Of these, 108 were selected. To collect data, we used a demographic form, the narcissism scale by Hochwarter and Thompson (2012), the employee silence scale by Tangirala and Ramanujam (2008), the organizational cynicism scale by Dean et al. (2009), and the workplace gossip scale by Kuo et al. (2015). The data were analyzed by using Structural Equation Modeling method in SPSS software version 25 and SmartPLS software, version 4.

The results showed that the narcissistic leadership style had an effect on employee cynicism with the mediating role of employee silence, which a t value of 4.445 and a standardized path coefficient of 0.147 (p<0.001). Also, the narcissistic leadership style had an effect on employee cynicism with the mediating role of workplace gossip, with a t value of 3.950 and a standardized path coefficient of 0.135 (P<0.001).

Based on the findings of the present study, gossiping in the workplace in organizations reduces the motivation to serve and as a result reduces productivity in these organizations. This culture has also been transferred inside the organizations and it leads to a decrease in job satisfaction, organizational commitment, performance and organizational pessimism.

Organizational happiness improves communication between people and leads to an improvement in their physical and mental health, as it increases positive emotions and improves the standard of living of employees.

The aim of this research was to examine the psychological dimensions of the organizational happiness model in the Ministry of Economic Affairs and Finance.

The present study was qualitative and of the developmental type. The research community included senior and middle managers and academic experts in Tehran in 2021, so 10 senior and middle managers of the Ministry of Economic Affairs and Finance and 10 college professors of organizational behavior were selected by random selection method. The research instrument was the interview, and the thematic analysis method was used to determine the dimensions, components and indicators related to organizational happiness. Confirmatory factor analysis was then used to determine the significance of each component and indicator. To test the validity of the model, the questionnaire for measuring the model was created as a five-dimensional spectrum and presented to 15 experts in the field. The collected data was then analyzed using a single-sample test.

The results showed that the components of individual characteristics, quality of life, social relationships, affiliation, physical health, self-evaluation, physical environment, quality of work life, organizational relationships, meaningfulness of work, flexible organizational structure and collaborative management were identified as psychological components of the organizational happiness model.

Based on the results of the present research, it is suggested that the psychological dimensions be taken into account in the model presented in order to increase the happiness and satisfaction productivity of employees in organizations.

Knowledge has different definitions. One of the most important definitions of knowledge is organized and analyzed information that can be used for problem solving and decision making. According to this meaning of knowledge, sharing it in any organization will improve the affairs and also it will increase the efficiency of that organization. The main purpose of this study is to evaluation of Knowledge sharing in vice chancellor for education of Mashhad University of Medical Sciences.

This cross-sectional study was conducted in 2020 by census method. Data were collected using a standardized questionnaire and they were analyzed using SPSS version 16. The Persian version of the questionnaire was used in previous studies.

In this study, the total number of completed questionnaires was 86, of which 54 were female and 32 were male. The mean age of these individuals was 40.5 ± 9.4 years and the mean work experience was 15.2 ± 8.7 years. Most of the participants had a master's degree and in the second place, they had a bachelor's degree. Most people were also formally employed. The mean total score of the questionnaire was 2.7 ± 0.5. The highest mean score was related to structural factors (2.77 ± 0.5), followed by technology factors (2.74 ± 0.7), followed by leadership factors and human factors (2.72 ± 0.6). The lowest score was related to cultural factors (2.67 ± 0.7).

This study showed the fact that many employees and even employees with higher positions do not have enough information about knowledge sharing and management, can have a negative impact on the efficiency and effectiveness of the organization in the long run.

Spiritual intelligence and organizational spirituality have been introduced as effective factors in nurses' professional performance and behavior.Therefore, the present study was conducted to examine the relationship between spiritual intelligence and organizational spirituality of nurses.

This is descriptive-analytical correlational study. 193 nurses from Seyed Al-Shohada Hospital in Farsan were selected using convenience sampling method. Data were collected using spiritual intelligence self-report inventory (SISRI) designed by King and organizational spirituality developed by Million. Then, the collected data were analyzed by descriptive and inferential statistical tests (Spearman correlation, Mann-Whitney and Kruskal-Wallis). In the present study, all ethical considerations were observed and the authors reported no conflict of interests.

The results showed that mean±SD related to nurses' spiritual intelligence score (45.83±61.14) and the mean score related to organizational spirituality (69.12±12.08) were above average. The resultof Spearman correlation test showed that there is a positive and significant relationship between the mean score of spiritual intelligence and nurses' organizational spirituality (r=0.208, and P<0.05).

According to the findings of the study, it can be stated that spiritual intelligence can increase the organizational spirituality of nurses.Therefore, by planning in nursing education and then in-service courses to increase spiritual intelligence as a psychological factor can help to promote theorganizational spirituality in nurses.

By increasing the rate of unethical behaviors in the workplace, addressing Islamic work ethic can play an important role in effective management of organizations and reducing corruption. Therefore, the purpose of this study is to explain the consequences of Islamic work ethic in reducing corruption in government organizations.

This study was conducted through a qualitative approach using Sandlowski and Barroso’s seven-step meta-synthesis method (2007). The corpus of the study included all Persian and English studies published on consequences of Islamic occupational ethics between 2001 and 2021. In this regard, keywords related to the purpose of the study were searched and the obtained papers and documents were examined using purposive sampling according to the acceptance criteria. Finally, 36 papers meeting the inclusion criteria were analyzed using the three-step coding method (open, axial, selective) by MAXQDA 20 (2020) software. The reliability of coding was calculated using kappa agreement coefficient in SPSS software with a value of 0.83.

Ethical Considerations: 

In order to organize this research, while observing the authenticity of the texts, honesty and fidelity have been observed.

Based on the results of data analysis, 145 open codes were identified for the data which were classified into 45 subcategories and four main categories of: 1- Individual; 2- Organizational; 3- Occupational; 4- Social Consequences.

The results revealed that the existence of Islamic occupational ethics in the organization can lead to increased ethical growth of managers and employees and organizational effectiveness and it will have Impressive internal and external consequences for the organization.

Firefighting is one of the most dangerous jobs. Occupational stress is known as an effective factor in increasing the risk of mental and physical problems in the workplace. Therefore, the purpose of this study was to investigate the relationship between job stress and unsafe behavior of firefighting employees.

The present study was a descriptive-analytical type conducted in 2020 among the staff of one of the firefighters in Tehran. 62 people were selected as statistical samples using simple random sampling. In order to assess the prevalence of unsafe behavior and occupational stress, a researcher-made checklist and Health and Safety Executive (HSE) occupational stress questionnaire were used, respectively, and data analysis was performed using SPSS21 software and independent t-test and Pearson correlation tests.

The most unsafe behavior was related to not using the respiratory system in small fires. The lowest and highest levels of job stress related to the relationship between communication and demand were 8.83 and 22.58, respectively, and the total level of job stress was 107.29. No significant relationship was observed between unsafe behavior and job stress dimensions.

The average score of occupational stress was high in all the examined people. Failure to use pants and fire wear and failure to use the experiences of colleagues during fire and accident were a part of the unsafe behaviors of the fire department employees, so the management unit should adopt the necessary training and measures to correct these unsafe behaviors for the fire department employees.

The purpose of the present study was to identify the lived experiences of procrastination employees of Islamic Azad University in order to identify the components of procrastination.

which was carried out with qualitative phenomenological method, the statistical sample of procrastination employees by implementing Takman's procrastination questionnaire (1991) and using multi-stage cluster random sampling method and based on the size of the statistical population of 35,000 employees per year (98-99) according to the table of Karjesi and Morgan (1970), 384 people were estimated, and based on the data analysis, 25 qualified people were identified as the unit of analysis in the qualitative section, based on the principle of theoretical saturation, with 15 people who had a structured interview. It was not found half deep. To measure the validity of the data, two methods of review of participants and review of non-participating experts were used in the research. The method of data analysis in the qualitative part was the 7-step Claysey method. In order to confirm the reliability of the qualitative findings, a scale with a 3-option spectrum was used to measure the content validity ratio (Lavache coefficient estimation) and in order to ensure the reliability of the qualitative findings, the Holstein reliability coefficient was estimated at 0.97. The revealed findings were 179 key terms. 292 secondary concepts (first category), 32 secondary concepts (second category) and 3 main concepts (dimensions) were extracted (primary concepts).

The findings showed that the factors of employee procrastination consist of 3 main dimensions including the organizational dimension (with 14 components), the individual dimension (with 15 components) and the social dimension (with 3 components).

The reason for the problem of procrastination should be widely investigated and rooted in order to identify its effective factors.

Background and

organizational health and flexibility enable organizations to manage complex challenges in the organization such as the occurrence of crises such as Covid-19. The purpose of this research was to determine the relationship between organizational health and organizational flexibility with the mediating role of stress of contracting Covid-19 in medical personnel of Shohdai Anohmim Yasuj Hospital in 2022.

In a cross-sectional descriptive study, 160 medical staff working in Shahada Anhomesh Yasouj Hospital were selected by simple random sampling. The treatment staff responded to the Organizational Health Scale (OHI) of Hoy and Fidman, the Organizational Flexibility Questionnaire of Mofabi et al., and the standard Covid-19 stress questionnaire. Data analysis was done using structural equation modeling and SPSS20 and SMART PLS software at a significance level of 0.05.

The results showed that the average age of the participants was 32.18±1.62, and 98 people (61.25 percent) were women and 62 people (38.75 percent) were men. The findings showed that organizational health has a positive and significant relationship with organizational flexibility and a negative and significant relationship with the stress of contracting Covid-19 (p<0.001). The stress of contracting Covid-19 has a negative and significant relationship with organizational flexibility (p<0.001). The stress of contracting covid-19 significantly plays a mediating role between the relationship between organizational health and organizational flexibility (p<0.001).

it seems that by controlling the stress of contracting Covid-19 Organizational health and organizational flexibility can be improved.

 

In the sensitive environment of the hospital, the organizational climate affects many employees' behaviors in achievement of organizational goals. Nurses are the largest group of healthcare providers, and the quality of nursing care directly affects the efficiency of the health system. Development of nursing services requires the presence of motivated nurses in a suitable working environment. Therefore, the present study was conducted to determine perception of the nurses from organizational climate of teaching hospitals affiliated with Urmia University of Medical Sciences in 2022-2023.

In this descriptive-analytical study, 200 nurses working in medical education centers of Urmia city, Iran were selected by quota sampling method and completed the questionnaire. Data was collected using the Halpin and Craft Organizational Climate Questionnaire (OCDQ). This study was conducted during a 6-month period. Data were analyzed by SPSS Statistics version 22, using descriptive statistics as well as one-way analysis of variance, Pearson correlation coefficient and independent t-test.

The results showed that the mean score of the organizational climate was 101.72 ± 14.91, showing that the organizational climate of Urmia teaching hospitals was at a medium level. The dimensions of "teamwork morale" and "annoyance" had the highest (14.85) and lowest (11.13) mean scores, respectively. The difference in the mean score of the organizational climate was found to be statistically significant only in Imam Khomeini and Seyyed al-Shohad hospitals (p = 0.025). This finding indicated that the mean score of organizational climate in Imam Khomeini Hospital was lower than it in other hospitals, while it was the highest in Seyed al-Shohda Hospital compared to other hospitals.

According to the results, the organizational climate of the teaching hospitals affiliated to Urmia University of Medical Sciences is at a medium level, so hospital managers are recommended to create a favorable and constructive organizational atmosphere for achieving the highest level of performance among nurses.

Today, managers make an effort to ensure organizational health and maintain and improve it more than before in their activities. In this regard, jihadi management, which indicates management based on Islamic values, is necessary to achieve a healthy organization and comprehensive development of affairs. The aim of this study was to investigate the effect of jihadi management on organizational health with the mediating role of dynamic capabilities in Payame Noor University centers and branches in Isfahan province.

The present study is applied in terms of purpose, quantitative in terms of data type and descriptive, and correlational in terms of data collection method. The statistical population of the study includes Isfahan Payame Noor University centers and branches, which were selected by random sampling method. The validity of the questionnaire was confirmed by both face and content analysis and its reliability was confirmed by Cronbach's alpha. Then the conceptual model of the study was tested using structural equation modeling. In this study, all the ethical considerations were observed and the authors reported no conflict of interests.

The results showed that jihadi management has a direct positive and significant effect on organizational health. Jihadi management also affects organizational health through dynamic capabilities.

By creating the structure of a jihadi organization and using the components of jihadi management by identifying and applying the dynamic capabilities of the organization, it is possible to help improve the level of organizational health in Payame Noor University centers and branches.

Organizational portals play a key role in increasing the efficiency of Non-Governmental Organizations (NGOs). Considering that education can affect the perception of their usefulness, acceptance and adoption, this study aims to assess the effect of education on the adoption of patient portals by health-related NGOs using the technology acceptance model.

The is an applied study. The statistical population consists of all employees of health-related NGOs in Tabriz, Iran in 2019. Of these, 32 were selected by a random sampling method. The data collection tool was a questionnaire assessing factors affecting the adoption of technology with acceptable validity and reliability. Data analysis was performed using paired t-test, Pearson correlation test, and linear regression in SPSS v. 22 software.

The mean age of participants was 46 years; 59.38% had moderate computer skills and familiarity with information technology, formation technology, formation technology, formation technology, and 68.75% were not familiar with the portals. There was a significant difference in the adoption of portal technology before and after the education (P=0.05).

The educational intervention has a positive impact on improving the patient portal adoption in health-related NGOs. Therefore, the planners need to consider the effect of this method in their policies.

Manpower is the most important element of organizational productivity. The improvement of the level of creativity as a component affecting the performance of individuals has always been an undeniable necessity in organizational productivity. This study investigated the correlation between creativity and productivity among the staff of Hamadan University of Medical Sciences, Hamadan, Iran.

This descriptive-analytical study was conducted based on a correlational and cross-sectional research approach at Hamadan University of Medical Sciences, Hamadan, Iran, in 2022. The sample size was estimated at 327 people based on Cochran's formula. The data were collected using Employee Productivity Questionnaire  (ACHIEVE Model Hersey & Goldsmith) and Rendsip's Creativity Questionnaire. The data were analyzed in SPSS software  (version 22) through descriptive statistics  (frequency, percentage, and mean±SD) and inferential statistics  (correlation coefficient).

There is a relationship between creativity and productivity of university staff. Moreover, creativity had a significant effect on productivity components. Regarding the productivity levels, ability and understanding, motivation and credibility, as well as organizational support, feedback, and adaptation, ranked the first, last, and average, respectively. The correlation coefficient of creativity and employee productivity was obtained at 0.148  (P=0.008). No significant difference was observed between the creativity and productivity scores of the staff regarding demographic characteristics.

By focusing on staff creativity, the university can achieve a more desirable level of productivity. The results showed that it is possible to nurture the creative thinking of employees due to the high level of ability and understanding of employees; however, motivation and creditability in the employees need to be improved by the university.

The purpose of this study was to investigate agility enablers in ten public universities in Tehran. This study used survey research method to investigate the application of agility enablers in public universities in Tehran. The statistical population included the faculty members of ten public universities in Tehran, and using stratified random sampling method, the sample size was calculated to be 354. Data collection tool was a researcher-made questionnaire, and statistical analysis was done using one-sample t-test. The results of one-sample t-test showed that formation of knowledge-based organization is an insignificant factor, and its mean is close to average. Therefore, the rate of application of agility enablers in the studied universities is not in a favorable condition and only for information technology enablers, a better situation compared to other factors was reported. The results showed that these universities in terms of directing dissertations towards value creation and wealth creation, commercialization of scientific ideas, leading professors from translation to creativity, using faculty members' opinions for development, processing of raw products and Value-added, the establishment of knowledge-based organizations, and the provision of government research needs by the university are near-average.

The workplace, as a place where employees spend long hours and possibly interact with many people, is one of the most susceptible environments for transmitting the corona virus, so to minimize the risk of contracting the virus, adhere to health protocols in these environments. It is very important. Due to the lack of environmental health forces, the size of the departments, inspection and sensitization training of employees of all departments regarding the observance of coronavirus prevention protocols is not possible. Therefore, the authors in this article suggested the ambassadors of office health as participants in the health of the organization. A health ambassador is an employee of the organization who is the liaison between the health system and the employees of that organization. After receiving face-to-face and face-to-face training on coronavirus prevention health protocols by environmental health experts, the organization's health ambassador can carry out coronation prevention and control activities in their organization. The present study identified the importance of empowering health ambassadors of organizations as selected organizations to prevent coronavirus disease, will interrupt the transmission of coronavirus disease chain in employees.

The purpose of this study was to present a competitive intelligence model by explaining the role of virtual education in physicians of Mashhad University of Medical Sciences. The method of the present study was applied in terms of purpose and qualitative in terms of data collection. The statistical population in this study was physicians who were faculty members of Mashhad University of Medical Sciences, whose number was 15 people. The statistical sample was determined purposefully based on data saturation. Theoretical foundations in this research were collected using library resources. In this research, using Strauss and Corbin method in Grand Theory theory and using questionnaire and interview, analysis was performed. The findings showed that the dimensions of competitive intelligence included business awareness, awareness of competitors' status, technological and technical awareness, and strategic and social awareness. Also, saving time, space, finances and health issues were all things that can help professors in the field of e-learning. The results showed that e-learning affects the dimensions of competitive intelligence including planning and focusing on competition, data collection, data analysis, transfer of results, process steps and construction.

It is essential to identify the key success factors for assessing and understanding the current situation and establish knowledge management and achieve organizational goals. Therefore, this study aimed to identify the key success factors of Knowledge Management Maturity in Health and Medical Organizations.

This applied study was conducted based on a mixed qualitative-quantitative method. Snowball sampling was used at the qualitative phase. Moreover, the data were collected using a semi-structured questionnaire and interview with 12 knowledge management experts in health organizations in Tehran, Iran. The interview contents were analyzed by qualitative content analysis method. Furthermore, the reliability of the interviews was evaluated using reviewing articles after implementation by experts and the agreement method between the two coders (intra-subject agreement). To analyze the data, close questionnaire was prepared and distributed among 34 experts who were selected by purposive sampling method. They were then requested to prioritize the choices according to the Likert scale. Exploratory factor analysis was used to analyze the data.

The result demonstrated that 15 variables were the effective factors of Knowledge Management Maturity in Health and Medical Organizations. Based on the factor analysis results, the factors influencing the Knowledge Management Maturity included leadership, people, culture, organization, and evaluation. The leadership obtained the maximum rate of load factors among others (0.889).

Regarding the Knowledge Management Maturity, social dimension, or soft factors in health organizations were more important, compared to technical dimension or hard factors. The role of leadership and human resources was more significant since they deal with the health of the community. Furthermore, their replacement is impossible in the short term. Therefore, it is necessary to adopt a proper procedure for transferring and utilizing the knowledge of individuals in health care organizations.

Spiritual health is a basic dimension of well-being and overall health that coordinates other aspects of health. The purpose of this study was to investigate the effect of spiritual leadership on spiritual health with mediation of organizational support.

This study is an applied and correlational research based on structural equation modeling. The statistical population included the primary school teachers of Mirjaveh out of whom 215 teachers were selected by stratified random sampling method. Three questionnaires including spiritual leadership, spiritual health and organizational support were used for data collection. For data analysis the Pearson correlation coefficient was used. In this study, all the ethical considerations have been observed and no conflict of interest was reported by the authors.

The mean scored for spiritual health, spiritual leadership and organizational support was 215.22±18.65, 122.03±17.92 and 49.71±11.56, respectively. There was a significant correlation between spiritual leadership and spiritual health (r=0.228, P<0.01), spiritual leadership and organizational support (r=0.257, P<0.01), and organizational support and spiritual health (r=0.241, P<0.01). The direct effect of spiritual leadership on spiritual health (β=0.41, t=4.72), direct effect of spiritual leadership on organizational support (β=0.29, t=3.02) and direct effect of organizational support on spiritual health (β=0.23, t=2.68) was found to be significant. The indirect effect of spiritual leadership on spiritual health was also significant with the mediating role of organizational support (β=0.0667).

Therefore, managers of organizations can improve the spiritual health of employees by employing a spiritual leadership style and organizational support.

Universities of Medical Sciences are required to take steps to implement dimensions of the learning organization due to their wide-range of activities and their role in maintaining and improving the community health. This study was conducted to determine the compliance of Isfahan University of Medical Sciences with the components of learning organization. 

This descriptive-analytic study was conducted among all senior and middle managers of Isfahan University of Medical Sciences at the Central headquarters, colleges, and hospitals. For data collection, the standard Neife Learning Organization Questionnaire (2001) was applied .Validity of the questionnaire was evaluated in terms of content validity based on the experts' opinion and the questionnaire's reliability was confirmed by calculating the Cronbach's alpha coefficient of 0.89. Data were analyzed using descriptive and analytical statistics such as Pearson correlation coefficient, t-test, and Spearman correlation coefficient through SPSS 20.

The compliance rate of Isfahan University of Medical Sciences with components of the learning organization was 72.60 from the viewpoint of the senior and middle managers of this university in total. The highest mean score was attributed to the individual skills (77.60) and the lowest mean scores were related to the components of mental models (67.03), team learning (70.70), and shared vision (72.20), respectively. Independent t-tests showed that the total mean score of adoption with the learning organization and scores of the shared vision, team learning, and systematic thinking components were significantly higher in male than female managers (p < 0.05).

The Isfahan University of Medical Sciences' compliance with characteristics of the learning organization is at a desirable level. Managers and authorities can achieve the highest level of learning organization by improving all components of the learning organization, especially the mental model, team learning, and shared vision.