ABSTRACT
Background: Economic, physical, and human resources capitals played the most important role in the traditional views of management. However, for development in the current era, social capital is required more than economic, physical, and human capitals. Attitudes and performance of social capital in any organization is one of the important prerequisites for the success in that organization. The aim of this study was to investigate the relationship between psychological capital and organizational citizenship behavior among employees of selected hospitals in Tehran
Methods: This research was an analytical and applied study that was conducted in 2015. Simple stratified random sampling was conducted based on organizational positions [administrative, financial, and para-clinic] among each class to a certain proportion and based on Cochran formula. Data collection tools included two questionnaires of Luthans psychological capital and organizational citizenship behavior of Netmir. Pearson correlation and hierarchical regression tests were used in order to analyze data in the form of Spss18 software at the significant level of 0.05
Results: Psychological capital and organizational citizenship behavior were desirable among studied hospital staffs. On the other hand, altruism and self-efficacy had the highest mean scores, while chivalry and optimism had the lowest ratings. Hierarchical regression analysis showed that organizational citizenship behavior is able to predict the overall psychological capital [beta = 0.285]
Conclusion: Given that citizenship behavior can clearly predict psychological capital in staff, hospital administrators should try to promote organizational citizenship behavior and consequently psychological capital by involving employees in decisions, consult with them, and hold training courses to motivate them
ABSTRACT
Background: The educational system of any organization is actively and potentially one of the most important aspects of that organization in human resource development. It is necessary for any system to benefit pathology in order to function properly. The goal of this study is to investigate and identify the weaknesses of staff education systems of the country's medical universities based on McKinsey 7S Model
Methods: This cross-sectional study was conducted in two phases. In the first phase through key criteria, seven elements of the model were extracted using expert ' opinions and selection criteria was converted to measures and distributed in the form of a questionnaire among 113 officials and experts from Medical Sciences universities. Cronbach's alpha questionnaire was 0.931. Data were analyzed by using descriptive statistics for the frequencies of demographic data and means and standard deviation and analysis statistics such as t-test
Results: The results showed that the state of education in the country's universities is undesirable respectively in dimensions of the structure [P-value = 0.401], management practice [P-value = 0.69] and strategy [P-value = 0.473]. However, the average of overall pathology [141.07] was higher than the interested average [138] and showed that there is generally no serious damage in the country's medical universities training
Conclusion: Managers' support, clarification of educational rules and regulations, determining specific hierarchy in training unit, goal setting and training strategies in a targeted form and by stakeholders' engagement are proper strategies to remove injuries in staff training systems
ABSTRACT
Background: Organizational commitment and its significant impact on the job satisfaction and performance has been the subject of many studies. Regarding the importance of organizational behavior and its role in service quality, the purpose of this study was to explore the relationship between nurses' organizational commitment and hospital services in order to improve its quality
Methods: This study was a cross sectional survey and a total of 149 nurses and 237 patients from inpatient wards of hospitals affiliated to Tehran Social Security Organization were selected through cluster sampling. To collect data, two standard questionnaires [organizational commitment and quality of service] were used. Statistical analysis was performed using Spearman and Pearson correlation test
Results: Our findings indicated that the nurses' organizational commitment was moderate [x=3.02 out of 5] and service quality was higher than average, Continuance [r=0.3, P=0.04], affective [r=0.33, P=0.03], normative commitment [r=0.34, P=0.05], and overall commitment [r=0.35, P=0.04] were significantly related to total service quality
Conclusion: The enhancement of normative commitment through emphasis upon organizational values and recruitment, as well as enhancement of continuance commitment through career promotion methods and equal assessment will improve the service quality in hospitals