جستجوی مقالات مرتبط با کلیدواژه "citizenship behavior" در نشریات گروه "پزشکی"

Due to the increasing number of clients referring to medical centers and new working conditions during the corona outbreak, the issues of organizational justice, job satisfaction, and organizational citizenship behavior which ultimately affect employee productivity, have become increasingly important. The aim of this study was to predict the productivity of Esfarayen Medical School staff based on perceived organizational justice, job satisfaction, and organizational citizenship behavior during the Covid-19 pandemic.

The present study is a descriptive-analytical cross-sectional study that was conducted in the second half of 2020 on 147 employees of Esfarayen University of Medical Sciences who were selected by cluster-random sampling. For data collection, four questionnaires (Achio Productivity, Niehoff & Morman Organizational Justice, Minnesota Job Satisfaction, and Markozi Citizenship Behavior) were used. The collected data were analyzed using descriptive statistics and Pearson correlation and regression tests in SPSS 26 software.

High employee productivity and job satisfaction, organizational justice and moderate citizenship behavior were evaluated. The dimensions of performance feedback, type of job, work conscience and interactive justice had the highest mean in the components of productivity, job satisfaction, organizational citizenship behavior and organizational justice, respectively. Job satisfaction has the most predictable employee productivity.

Improving organizational justice, citizenship behavior, and job satisfaction leads to increased productivity.

Iran is one of the countries affected by the health crisis caused by the emerging Covid-19 disease epidemic. In addition to physical effects, Covid 19 disease also has psychological effects that can affect the job dimensions of individuals, so this study was conducted to determine the role of job satisfaction on organizational citizenship behavior in Esfarayen College of Medical Sciences staff during coronary epidemic.

The present study is a descriptive-analytical cross-sectional study conducted in the second half of 1399 on 147 employees of Esfarayen University of Medical Sciences who were selected by cluster-random sampling. Data collection tools were Minnesota Job Satisfaction Questionnaire and Marcuzzi Citizenship Behavior Questionnaire. The collected data were analyzed using descriptive statistics and Pearson correlation tests in SPSS 26 software.

The results of the study showed that there is a significant inverse relationship between job satisfaction and organizational citizenship behavior of employees (r = -6.636) and (P = 0.000) and based on the scores performed, the average The job satisfaction score was 76.23 which is evaluated as average and the average score of organizational citizenship behavior is 55.21 which is evaluated as average.

Considering the relationship between job satisfaction and organizational citizenship behavior in this study, the organizationchr('39')s human resources system can be designed through performance appraisal systems, detailed management development plans, setting up fair payment systems to increase job satisfaction and ultimately organizational citizenship behavior. Staff step by step

Due to the importance of the university as a center of production of social capital, the University of Medical Sciences is more important partiqurarly in providing services in crisis situations.The aim of the present study is to test the designed model of social capital development with the citizenship behavior approach in Mashhad University of Medical Sciences.

The present study is an applied developmental research, which is performed on the basis of Delphi method in the second semester of 2019-2020 in Mashhad University of medical sciences. A panel of experts consisting of 25 academics and university administrators were selected using target sampling method. Different dimensions of social capital and citizenship behavior which were extracted from the data web services and the earlier related studies, were considered through several meetings in the three major sessions and ultimately the final dimensions were confirmed.

The appropriate social capital developmental model based on citizenship behavior with 9 dimensions and 42 components were finalized. In citizenship behavior variable, the dimensions were included individual and organizational and in social capital variable, the dimensions were included structural, communicational, cognitive, management, organizational, group and individual. The statistics resulted from Kendall rank correlation coefficient for the identified dimensions, showing the intense agreement of panel members on the perceptional model of research. Also, management, cognitive and organizational dimensions in social capital variable shows stronger correlation with other dimensions.  

 According to the findings of the implementation of three stages of Delphi technique, the effective factors identified for designing a social capital development model in Mashhad University of Medical Sciences with a citizenship behavior approach; These nine dimensions are mentioned that by explaining and recognizing their current situation, an effective step can be taken to design a model of social capital development with a citizenship behavior approach in this great university of the country and its results can be used for other universities of medical sciences.

Considering the relationship between leadership behaviors and organizational citizenship behaviors in previous researchs, this study aimed to determine the relationship between transformational leadership with organizational citizenship behaviors with mediating role of ethical climate and job attitudes.

This was a descriptive-correlational study. The study population consisted of 192 elementary school teachers of Sanandaj city in the academic year 2018-19. Sample size was estimated using Morgan table and available sampling method was used. Bass & Avolio’s Transformational leadership (1997), Victor & Cullen’s Ethical climate (1998), Ackfelt & Coote’s Job attitudes (2005) and Organ’s Organizational citizenship behavior (1988) questionnaires were used to collect data. To analyze the data correlation test and Structural equation modeling was used.

There was a significant correlation between the research variables (p<0.01). The effect of transformational leadership on positive ethical climate (β=0.63 , t=4.70), and job attitudes (β=0.48 , t=3.74) was significant. Also, the effect of ethical climate on job attitudes (β=0.65 , t=3.34) and organizational citizenship behaviors (β=0.85 , t=3.28) and effect of job attitudes on organizational citizenship behaviors was approved (β=0.44 , t=3.49). Overall, the model was well-fitted (X2/df=2.21).

Based on the findings, positive ethical climate and job attitudes play mediating role in the relationship between transformational leadership and organizational citizenship behaviors. Therefore, efforts to improve ethical climate and teachers' professional attitudes of the schools are recommended.

Citizenship behavior is a new implication in management which has various individual and organizational impacts. Identification of this behavior and its development solutions play a significant role in improving organizational activities. It is referred to as voluntary and optional behaviors not included in official tasks but performed by the staff leading to effective improvement of duties.

the main aim of this study is to define relationship between organizational justice and staff’s behavior with organizational citizenship behavior at Kurdistan Medical Science University.

In this study, methodology was analytical-description. To choose the statistical sample we used random classification with and to collect the data we used Padsakof standard questionnaire based on Organ model to evaluate the citizenship behavior according to five dimensions and Niehoof and Morman standard questionnaire to measure justice by three dimensions, and Casta and McCray standard questionnaire to evaluate the personality by five dimensions. In total, 167 questionnaires were collected.

Results of this study indicated that there is not a significant relationship between distributional justice and organizational citizenship behavior (p=0.255). While there is a significant relationship between procedural justice and organizational citizenship behavior (p