Showing 6 results for Hamidi
Yadollah Hamidi, Marzieh Mortezaei, Ahmad Heidari Pahlavian, Ali Reza Soltanian, Rashid Heidari Moghaddam,
Volume 2, Issue 4 (Journal of Ergonomics 2015)
Abstract
Introduction: The quality
of work life is one of the main issues in human resource management that is
related to job satisfaction, resignation, turnover rate, personality and job
stress. The present study was conducted to investigate the quality of working
life in relation to stress levels and participation in health care workers in
cities.
Materials and
Methods: The present cross-sectional study was conducted on 124 random health care
workers employed in centers across the city of Hamadan. Walton's quality of
work life questionnaire, Belcher's participation questionnaire and a stress
questionnaire were used for achieving the study objectives. The Pearson test
was used for determining the correlation between the variables.
Results: The results
showed that 40.3% of the subjects reported their overall participation rate to
be low, 38.7%% reported it to be moderate and 21% reported it to be high. In
addition, 73.4% of the subjects reported low levels of perceived stress and
26.6% reported it to be very high. The findings of the study showed a significant
positive correlation between participation and the quality of work life (r=0.33
and p<0.001). The quality of work life and stress were also
found to have a negative correlation (p=0.015 and r=-0.219).
Conclusion: Through
understanding participation and levels of stress among the employees and
through presenting and implementing appropriate strategies for reducing stress
and encouraging participation, the quality of work life and ultimately the
productivity of health care organizations can be increased.
Yadollah Hamidi, Abdolaziz Mohammadi, Ali Reza Soltanian, Iraj Mohammad Fam,
Volume 3, Issue 4 (Journal of Ergonomics 2016)
Abstract
Introduction: Improving the quality of work life requires a certain organizational culture that supports creativity, autonomy, accountability, and employee participation. The present study investigated the relationship between organizational culture and employees’ quality of work life.
Materials and Methods: This cross-sectional and correlational study was conducted in 2015. A total of 145 staff members of all deputies of Hamadan University of Medical Sciences were selected. Organizational culture and quality of work life were measured using previously designed self-administered questionnaires. Items of the questionnaires were scared on a Likert scale. Pearson correlation coefficients were calculated to analyze the data. All analyses were performed by SPSS.
Results: A moderate level of organizational culture was detected in this study (mean score = 3.04). Organizational culture and its components had significant positive correlations with quality of work life (r = 0.64; P = 0.001). Linear regression analysis confirmed the significant positive effects of organizational culture on quality of work life.
Conclusion: Based on the findings of the present study, modification of organizational culture and its components is necessary for improving personnel’s quality of work life, job satisfaction, and participation. Development of appropriate organizational culture can ensure higher quality of work life among university staff and enhance the quality and productivity of academic services.
Yadollah Hamidi, Farshid Shamsaei, Mahdi Beglari, Zahra Toosi, Maryam Farhadian,
Volume 5, Issue 3 (Journal of Ergonomics-Fall 2017)
Abstract
Background: Focusing on the organizational conflict and the depression in the main trainers of an educational system, the faculty members are very necessary because the increased negative organizational conflicts lead to a lower public health. Therefore, the aim of this study was to investigate the relationship between the job depression and the organizational conflict in the faculty members.
Methods: The present study was a correlation type research and the statistical population included seven faculty members of the department/school/institute of medical sciences in the city of Hamedan with 244 faculty members as per the census of 2017. For the collection of the data, the Goldberg and Hiller questionnaire was used for measuring the depression and the organizational conflict inventory. Using descriptive statistics such as Pearson's correlation coefficient and regression analysis, the data were analyzed for modeling by the SPSS Statistics 24 software.
Results: The mean scores of the depression, the organizational conflict, the conflict with the manager, the similar degrees, and the control were 0.8, 22, 6.7, 7.4, and 7.9 respectively. The results showed a significant and positive correlation between the depression and the organizational conflict (P=0.001, r=0.42). Such correlations were also observed in the two dimensions of conflict with the others (P=0.001, r=0.62) and conflict with the control (P=0.001, r=0.43). However, no significant correlation was observed in the dimension of conflict with the manager.
Conclusion: The different factors of conflict studied in the society must be focused on, addressed, and improved in light of the positive and direct correlations observed between the organizational conflict and the job depression.
Yadollah Hamidi, Zahra Toosi, Dr Leili Tapak,
Volume 6, Issue 1 (Journal of Ergonomics 2018)
Abstract
Background: Human resources and their potential and capabilities, will play an important role in promoting quality and productivity, Which has been discussed in the macrovascular discussions with the aim of enhancing the organization's performance. The aim of this study was to investigate the relationship between Personal Mastery and the consequences of quality improvement and productivity in Hamadan University of medical sciences.
Methods: This is a descriptive/ analytical study. 295 managers and experts of university staffs were selected through random sampling. Data were collected by two questionnaires: "Peter Senge Learning Organization" and "Resourceful Total Quality Management" questionnaires. Data were analyzed by descriptive statistics, t-test and ANOVA at 95% confidence level, Pearson correlation coefficient and regression analysis using Spss16 software.
Results: The results showed a mean of Personal Mastery of 23.1 and a positive and significant correlation between Personal Mastery and the consequences of improving quality and productivity (p<0.001). Also, there was a significant difference in Personal Mastery in both sexes (p<0.005). But this difference was not evident in terms of degree and field of study.
Conclusion: Productivity in the service sector depends, rather than depends on technology and other factors, on human resources and factors affecting it. Therefore, attention to capabilities and empowerment of human resources is very important and can be achieved through a macrovagnomic approach and development of infrastructure related to the empowerment of employees in the organization, to increase efficiency, productivity and quality improvement.
Yadollah Hamidi, Shahla Shaterabadi, Ali Reza Soltanian,
Volume 7, Issue 4 (Iranian Journal of Ergonomics 2020)
Abstract
Background and Objectives: One of the major challenges that managers face in competitive organizations is the improvement of the performance and productivity of the organization and understanding the factors affecting them. The promotion of the organizational performance requires managers to focus on the organizational justice and employees’ motivation at work. The purpose of this study is to determine the relationship between organizational justice and organizational performance in the Health Center of Kermanshah Province.
Methods: The present work was a descriptive-analytic and correlation study. This study was performed on 166 employees of the Health Center of Kermanshah in summer 2019, selected by random sampling. Data were collected using two standard questionnaires: the organizational justice of Nihoff and Morman (1993), and the organizational performance of Hersey and Goldsmith (1980). Reliability of the questionnaires was assessed by the pilot study and Cronbach's alpha coefficient. Data analysis was performed using SPSS 16 software.
Results: The results showed that the average scores of the organizational justice and the organizational performance are 54.84± 16.92 and 140.54± 18.66, respectively. According to the results of Pearson correlation coefficient, there is significant relationship between the organizational justice and its dimensions with organizational performance (P<0.001). However, the procedural justice has the more potential to predict the organizational performance.
Conclusion: The organizational justice is an important variable, strongly affecting the organizational performance. Therefore, managers need to pay particular attention to the justice as an important motivating factor for employees in order to improve the organizational performance and productivity.
Tayebe Sadat Mirmoeini, Reza Taghvaei, Kambiz Hamidi, Ali Asghari Sarem, Tohfeh Ghobadi Lamuki,
Volume 10, Issue 3 (Iranian Journal of Ergonomics 2022)
Abstract
Objectives: The medical staff and health system employees are exposed to job burnout due to their continuous work in round-the-clock, sensitive and unusual jobs, and this condition causes an increase in the rate of employees leaving the service. Therefore, in recent years, the issue of resilience of human resources to deal with job burnout and the continuity of employees' activity in difficult and critical conditions has been taken into consideration. In this regard, the current research has been conducted with the aim of presenting a model of resilient human resource management in the country's health system.
Methods: The present research was conducted using the qualitative research method based on thematic analysis strategy. In this regard, 14 semi-structured interviews with the statistical population of the research, including professors, managers, human resources experts of the medical sciences universities in the 3rd region of the country's health system, using the chain sampling method (snowball) and based on The rule of theoretical saturation was performed. In the following, using the open, central and selective coding method in the analysis of the theme, the initial pattern of the research was obtained.
Results: The results of qualitative data analysis have led to the identification of 116 basic themes, 39 organizing themes and 13 inclusive themes in the form of a model with 4 dimensions of environmental factors, organizational factors, human resource management functions and its consequences. In the following, the validity and reliability of the research has been confirmed using the content validity ratio method and the Holsti method, respectively.
Conclusion: The effective implementation of the identified factors and their prioritization in order to optimize and resiliency of human resources management can be effective in improving work performance, increasing motivation and ultimately improving organizational resilience.
