No abstract

Introduction:Motivational deficiencies and the low quality of working life significantly reduce employees’ work performance and consequently their efficacy (effectiveness and proper performance in doing a task or specific tasks).Aim:The aim of this study was to determine the relationship between achievement motivation and quality of working life with self-efficacy among staff working in Mazandaran hospitals, by taking organizational ownership as a mediator variable.Materials and Methods:This study was an applied descriptive-correlation. Research population consisted of all staff working in selected hospitals of Mazandaran Province, Iran. 341 employees were selected with randomly-stratified sampling as the statistical sample. Three valid questionnaires were used for data collection. Data were analysis based on structured equations and path analysis with SPSS19 and AMOS.Results:In private hospitals, there was a significant relationship between the quality of working life and self-efficacy (p<0.001). In relationship between achievement motivation and self-efficacy, there was no significant differences between university hospitals and social security hospitals, but relationship between the quality of working life and self-efficacy was significant (p <0. 05). Considering achievement motivation and self-efficacy in private hospitals and university hospitals, a significant differences was observed (p<0. 05).Conclusion:The hospital ownership has a moderating in relationship of achievement motivation and quality of working life with self-efficacy. Staff’s empowerment courses for university hospitals and improvement in the overall space of job, increase in job security, reducing salary differences is suggested for private hospitals.

Background and purpose: Services quality is an important factor of satisfaction, as well as a remarkable tool for marketing to achieve the competitive differentiation and promotion of customer's loyalty. The present study was aimed to analyze the quality gap using SERVQUAL approach at selected hospitals in Golestan Province at the year 2015. Materials and Methods: A cross-sectional survey was conducted on 361 patients of selected hospitals of Golestan Province. To determine sample size, Cochran's sample size formula was utilized. Also, to collect the data, SERVQUAL questionnaire was used. The collected data was analyzed through SPSS Software (version 18), and running statistical tests including paired t-test and Pearson correlation. The level of significance was also considered to be ≤ 0.05. Results: The most expectation of hospital services quality was related to reliability dimension (31.60 ± 4.00), while the lowest perception was about responsiveness aspect (13.36 ± 5.74). The greatest gap between perceptions and expectances was in the reliability dimension (-4.54), which was significant (P<0.001). In terms of responsiveness dimension, there was a significant correlation between perceptions and expectances (r = 0.174, P≤0.001). Conclusions: The largest gap between perceptions and expectances was about reliability and tangibles dimensions that can likely be reduced by the staff appearance, physical environment, and utilization of suitable equipment and assurance to patients.

No abstract

This applied research was carried out by collecting f ield data based on structural equation modelling. In the study total, 350 employees from the f ive selected hospital were considered and all were provided, a set of questionnaires. Data were analysed by SPSS 18 and LISREL and the f inal model and the model verif ication evaluated on the basis of conf irmatory factor analysis. Perceived organisational Support has been found to relate with quality of working life (job satisfaction), its related dimensions such as fairness and satisfactory payment, a safe and hygienic working environment, continuous security and growth opportunities. Perceived organisational support is correlated with the working life. Conclusively, with the increase of perceived organisational support of staff could improve the quality of theirworking life. AbstractIntroduction:

BACKGROUND፡ One of the most basic tools and strategies for developing new ideas and entrepreneurship is establishing the entrepreneurial culture in the organization. Thus, the purpose of this study was to examine the effect of organizational culture on entrepreneurship of district 1 teaching hospitals in Iran.METHOD: The study was applied in terms of purpose and descriptive-analytical of survey type in terms of nature that was conducted in 2019 on 946 staff members of district 1 teaching hospitals in Iran using census sampling method. The measurement tools used were standard questionnaires of Margaret Hill Entrepreneurship and Edgar Schein Organizational Culture. Pearson correlation coefficient was used to determine the relationship between organizational culture and organizational entrepreneurship. Partial least squares (PLS) was used for structural equation modeling (SEM) and analyzed in Smart pls2 software.RESULTS: The results showed that there is a significant direct relationship between the organizational culture and organizational entrepreneurship (r=0.94). Also, there was a relationship between the internal consistency component with organizational entrepreneurship (r=0.93), between the external compatibility component with organizational entrepreneurship (r=0.90). (p≤0.05)CONCLUSION: The results indicated a positive and significant relationship between organizational culture and its dimensions (internal consistency and external compatibility) with organizational entrepreneurship. Thus, making the decisions that concentrate on the organizational culture of the hospitals and taking steps to coordinate people's values and norms that promote organizational culture and enhance organizational entrepreneurship are recommended.

Yeni beceriler öğrenmek, çalışanların özgüvenini büyük ölçüde arttırır ve organizasyonel hedeflerine ulaşmalarına yardımcı olur. Bu çalışma, hastanelerdeki örgütsel öğrenme düzeylerinin sahiplik türü açısından karşılaştırılması amacıyla yapılmıştır. Yöntem: Bu kesitsel çalışma, 2016 yılında analitik-tanımlayıcı bir yaklaşım kullanılarak gerçekleştirilmiştir. Araştırma topluluğu üyeleri, Lorestan eyaletindeki aday hastanelerin 2,162 çalışanını kapsamaktadır. Örnek, Cochran'ın formülünü kullanarak % 95 güvenilirlik faktörü kullanılarak seçilen 339 kişiden oluşuyordu. Veri toplama araçları, Watkins ve Marsick'in standart anketinin (2003) Farsça baskısıydı. Toplanan veriler SPSS 20 yazılımı kullanılarak istatistiksel testler (Kolmogorov-Smirnov testi, t-testi ve ANOVA) kullanılarak analiz edildi ve p <0.05 anlamlı kabul edildi.Bulgular: Öğrenim ortalamasının ortalama puanı, öğretim hastaneleri için 2.77 ± 0.64, Sosyal Güvenlik hastaneleri için 2.57 ± 0.77, özel hastaneler için ise 3.21 ± 0.94 olarak bulunmuştur. Öğrenme değişkenleri varyansları bu üç tipte farklıydı (p <0.001). Ayrıca, bireysel öğrenme (p <0.001), grup öğrenme (p = 0.007) ve örgütsel öğrenme (p = 0.002) öğrenme yönleri arasında anlamlı farklılıklar bulunmuştur. Çalışma hastane mülkiyeti tipine dayanıyordu. Sonuç: Hastanelerde örgütsel öğrenim düzeyi, sahip oldukları tür bakımından önemli bir farklılık göstermektedir. Ortak hedeflere ulaşmak için alınan personelin güçlendirilmesi girişimleri, tüm personel için sürekli öğrenim için eşit fırsatlar oluşturulması ve kuruluşun çevreyle uygun bir ilişki kurmasıyla öğrenme düzeyi geliştirilebilir.

No abstract