Azizeh pashaie yousef kandi; Mohammad Hassani
Abstract
IntroductionNurses are one of the largest groups of health care providers and their performance is defined as an effective activity with direct patient care. Nursing profession needs proper performance, providing necessary services to the beneficiaries and social responsibility is one of the main duties ...
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IntroductionNurses are one of the largest groups of health care providers and their performance is defined as an effective activity with direct patient care. Nursing profession needs proper performance, providing necessary services to the beneficiaries and social responsibility is one of the main duties of nurses. Therefore, the aim of this research is to analyze the role of organizational values and charismatic leadership with the mediation of organizational commitment on social responsibility and job performance of nurses.MethodIn terms of purpose, this research is applied and in terms of the nature of the collected data, it is quantitative with a correlational approach based on structural equation modeling. The statistical population of the research includes all the nurses of Seyed Al Hospital in Urmia city, with 265 people, using Karjesi and Morgan table, 155 people were selected as a statistical sample using stratified random sampling. To collect data, questionnaires of organizational values Cameron and Quinn (1999), charismatic leadership and Bass (2002), organizational commitment Porter and others (1983), job performance Peterson (2010) and social responsibility Carroll (2010) were used. ResultsAfter checking the content validity of the questionnaires, Cronbach's alpha was used to evaluate the reliability of the research tools and the reliability of the organizational values questionnaire (0.89), the charismatic leadership questionnaire (0.91), the organizational commitment questionnaire (0.89), the questionnaire Job performance (0.97) and social responsibility questionnaire (0.89) were calculated. Descriptive and inferential data analysis was done using SPSS24 and PLS3 software. The result of data analysis showed that organizational values and charismatic leadership had a positive and significant effect on organizational commitment, social responsibility and job performance (p<0.05) and organizational commitment in relation to organizational values and charismatic leadership has a positive and significant role as a mediator with social responsibility and job performance (p<0.05).DiscussionAccording to the results obtained regarding the effect of variables, hospital managers should take appropriate measures to create a friendly and favorable atmosphere in the hospital in order to increase the sense of attachment and commitment of nurses. Also, in order to improve the psychological level of nurses based on individual identity, self-efficacy and responsible attitude towards the organization, special programs should be developed and implemented, and with effective leadership, the field of creating social responsibility in the organization should be provided. Managers should trust their nurses and employees and involve them in various activities and seek their opinion.
F. Mostafavi rad; M.R. Behrangi; M. Asgarian; V. Farzad
Volume 17, Issue 1 , May 2010, , Pages 45-78
Abstract
The main purpose of this research was to study the relationship between Organizational Culture (OCU) Quality of Work Life QWL (exogenous variables), Organizational Commitment (OCO, intermediate variable) and Work Alienation (WA) (endogenous variable). The ...
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The main purpose of this research was to study the relationship between Organizational Culture (OCU) Quality of Work Life QWL (exogenous variables), Organizational Commitment (OCO, intermediate variable) and Work Alienation (WA) (endogenous variable). The sample consisted of 234 managers of secondary schools in Shiraz. Four were used, Denison Questionnaire for OCU, Walton and Casio Questionnaire for QWL, Allen and Mayer Questionnaire for OCO and researcher made questionnaire for WA. The direct, indirect and total effects of variables showed that there are: A negative and significant relationship between: (a) OCU and WA, (b) OCU and WA with intermediatory of OCO, and (c) QWL and WA; and a significant and positive relationship between QWL and OCO. The final result of path analysis suggested that OCU is a stronger predictor of WA in secondary schools administrators in Shiraz. Keywords:
H sayaditoranlo; R jamali; H Mansori
Abstract
Concern for the quality of working life preoccupied social scientists for the past several decades. The basic objectives of an effective QWL program are improved working conditions (mainly from an employee's perspective) and greater organizational effectiveness (mainly from an employer's perspective). ...
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Concern for the quality of working life preoccupied social scientists for the past several decades. The basic objectives of an effective QWL program are improved working conditions (mainly from an employee's perspective) and greater organizational effectiveness (mainly from an employer's perspective). Also organizational commitment has three basic components including identification, involvement, and loyalty that influence employee’s absenteeism and performance. So, this study tries to investigate the relationship between QWL and organizational commitment among Yazd education department employees. This study statistical population contained all employees of Yazd education department. Using statistical methods, we select 120 people as our sample and according to study objectives; we used descriptive and analytical statistics. We found that there is a positive significant relationship between QWL and organizational commitment among these employees. In addition, our examinations about some personal characteristics show that there is no significant relationship between years of service and organizational commitment
