۸۰/۵۰۰۰ Social Development Social Welfare Globalization Family abuse Job Satisfaction social participation
mohammad mehtari arani; seyyed saied hoseynizadeh; samane naghipoor iyoki; mahbobe abdollahi
Abstract
The purpose of this study is to investigate the relationship between the organizational climate and the turnover intentions of medical center employees during the Corona crisis. In terms of the research method, this research is of a documentary and survey type, the research tools include Halpin and Kraft's ...
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The purpose of this study is to investigate the relationship between the organizational climate and the turnover intentions of medical center employees during the Corona crisis. In terms of the research method, this research is of a documentary and survey type, the research tools include Halpin and Kraft's organizational climate questionnaires and O'Reilly et al.'s turnover intentions questionnaire. The statistical population includes the employees of Shahid Beheshti Hospital in Kashan in 2019 and the sample size is estimated to be 130 people using Sample Power software. The findings of the research in the descriptive dimension showed that the majority of the employees of this center evaluated its organizational climate as average and the desire to leave the service among them is medium to high. The inferential analysis of the data also showed that there is a significant and inverse relationship between organizational climate and the desire to leave the service of employees. Also, multivariate analysis showed that four indicators of influence and dynamism, teamwork spirit, harassment and distancing explain 37% of the changes in the desire to leave the service, and the highest effect on leaving the service belongs to the dimension of teamwork and collective spirit. According to these findings, it is suggested that policy-making in medical and hospital systems should be focused on creating more job motivations among specialized and skilled human forces
mohsen mohammadi; mohammad mehtari arani; samane naghipoor iyoki; seyyed saied hoseynizadeh arani
Abstract
The purpose of this study is to use a meta-analysis method to explain the relationship between justice and citizenship behavior in Iranian organizational systems. Accordingly, 59 research papers (in the form of scientific articles) conducted between 1385-1397 with the aim of explaining the relationship ...
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The purpose of this study is to use a meta-analysis method to explain the relationship between justice and citizenship behavior in Iranian organizational systems. Accordingly, 59 research papers (in the form of scientific articles) conducted between 1385-1397 with the aim of explaining the relationship between organizational justice and organizational citizenship behavior and published in prestigious national journals, were chosen as sample size. Selected research have been conducted mainly through survey, in different statistical societies, with different sample size (40-400) and using reliable and valid instruments. Meta-analysis software (CMA2) was used to analyze the data. Examination of the meta-analysis assumptions revealed heterogeneity of effect sizes and lack of publication error among the research documents. The findings showed that the magnitude of the effect of organizational justice on organizational citizenship behavior was equal to 0/44, which according to Cohen's interpretive system, is a powerful influence. Also, research time index, geographical location, type of organization, gender and ethnicity of the subjects had moderating effect on the relationship between organizational justice and organizational citizenship behavior. Thus, the perception of organizational justice has more impact on citizenship behavior over time, and perceptions of organizational justice in the eastern and southeastern regions of the country, in sports organizations, among women and Persians, have a higher impact on the employee citizenship behaviors than there were other situations.
