شناسایی ابعاد و مولفه‌های شفافیت سازمانی با رویکرد ارتقای سلامت سازمانی در دانشگاه علوم پزشکی (یک مطالعه کیفی)

محورهای موضوعی : -مدیریت اطلاعات بهداشتی و درمانی

زهرا معین ¹ (گروه مدیریت آموزشی، واحد مشهد، دانشگاه آزاد اسلامی، مشهد، ایران)
فریده هاشمیان نژاد ² (گروه مدیریت آموزشی، واحد مشهد، دانشگاه آزاد اسلامی، مشهد، ایران)
محمود قربانی ³ (گروه مدیریت آموزشی، واحد مشهد، دانشگاه آزاد اسلامی، مشهد، ایران)

تاریخ دریافت : 1401/10/22 تاریخ پذیرش : 1401/11/26 تاریخ انتشار : 1401/11/30

کلید واژه: مسئولیت‌پذیری, شفافیت سازمانی, سلامت سازمانی,

چکیده مقاله :

مقدمه: یکی از ابزارهایی که سازمان‌ها را در تأمین اهداف به‌ویژه اهداف مرتبط با سلامتی یاری می‌کند، شفافیت سازمانی می‌باشد. بدلیل افزایش نقش روزافزون شفافیت سازمانی و سلامت سازمانی در نیل به اهداف سازمانی، بویژه تاثیر این دو بعد در سازمانهای بهداشتی درمانی مانند دانشگاه‌های علوم پزشکی که هدف شان ارتقای سلامت جامعه است، این مطالعه با هدف شناسایی ابعاد و مولفه‌های شفافیت سازمانی با رویکرد ارتقای سلامت سازمانی در دانشگاه علوم پزشکی انجام شد.روش پژوهش: این مطالعه از نظر هدف کاربردی بود که به روش دلفی انجام شد. جامعه پژوهش خبرگان آشنا به موضوع پژوهشی بودند که طبق اصل اشباع نظری تعداد 25 نفر از آنها با روش‌های نمونه‌گیری هدفمند و گلوله‌برفی به‌عنوان انتخاب شدند. داده‌های پژوهش حاضر با ابزارهایی شامل مرور منابع کتابخانه‌ای و مصاحبه با خبرگان گردآوری و پس از سه دور دلفی تحلیل شدند.یافته‌ها: نتایج نشان داد که ابعاد و مولفه‌های موثر بر شفافیت سازمانی شامل ابعاد: شفافیت سازمانی با هشت مولفه، مدیریت اطلاعات، پاسخگویی سازمانی و مدیریت منابع انسانی هر کدام با هفت مولفه، اعتماد و نظارت پذیری و اتوماسیون اداری هر کدام با شش مولفه، آموزش دینی و معنوی، کنترل سازمانی، مشارکت، و مسئولیت‌پذیری هر کدام با چهار مولفه، نبود پنهان کاری، فناوری اطلاعات، فرهنگ‌سازی و سوت‌زنی سازمانی هر کدام با سه مولفه بودند. هم‌چنین، ابعاد و مؤلفه‌های مؤثر بر سلامت سازمانی شامل ابعاد: اثربخشی با هفت مولفه، انسجام با شش مولفه، توزیع بهینه قدرت با پنج مولفه، روحیه، نوآوری، خودمختاری، کفایت ارتباط، و تمرکز اهداف هر کدام با سه مولفه بودند.نتیجه‌گیری: طبق نتایج این مطالعه، متخصصان سلامت می‌توانند برنامه‌هایی جهت بهبود شفافیت سازمانی با رویکرد ارتقای سلامت سازمانی طراحی و اجرا نمایند و دانشگاه علوم پزشکی برای سلامت سازمانی و شفافیت سازمانی مولفه های فوق را شناسایی نماید.

چکیده انگلیسی:

Introduction: Organizational transparency is one of the tools that helps organizations in achieving goals, especially health-related goals. Due to the increasing role of organizational transparency and organizational health in achieving organizational goals, especially the impact of these two dimensions in healthcare organizations such as universities of medical sciences whose goal is to improve society's health, this study aims to identify the dimensions and components of organizational transparency with a health promotion approach It was organized in the University of Medical Sciences.Methods: This study was applied in terms of purpose, which was carried out using the Delphi method. The research community was experts who were familiar with the research subject, and according to the principle of theoretical saturation, 25 of them were selected by purposeful and snowball sampling methods. The data of the current research were collected with tools including review of library resources and interviews with experts and analyzed after three rounds of Delphi.Results: The results showed that the dimensions and components affecting organizational transparency include dimensions: organizational transparency with eight components, information management, organizational accountability and human resource management with seven components each, trust and monitor ability and administrative automation with six components each. Religious and spiritual education, organizational control, participation, and responsibility were each with four components, lack of secrecy, information technology, culture building, and organizational whistle-blowing were each with three components. Also, the dimensions and components affecting organizational health included: effectiveness with seven components, cohesion with six components, optimal distribution of power with five components, morale, innovation, autonomy, adequacy of communication, and goal focus with three components each.Conclusion: According to the results of this study, health professionals can design and implement programs to improve organizational transparency with the approach of promoting organizational health, and the University of Medical Sciences can identify the above components for organizational health and organizational transparency. 

منابع و مأخذ:

1- Rahnavard F, Abbaspour B. Good governance and its implementation in Iran institute for anagement and planning studies. Management Studies in Development and Evolution, 2007; 18(55): 25-38. (In Persian)

2- Ghahramani M, Abolghasemi M, Arefi M, Khatami MH. Examine organizational health at Shahid Beheshti University. Quarterly Journal of Career & Organizational Counseling, 2012; 4(10): 13-30. (In Persian)

3- Shoaf C, Genaidy A, Karwowski W, Huang S. Improving performance and quality of working life: A model for organizational health assessment in emerging enterprises. Human Factors and Ergonomics in Manufacturing & Service Industries, 2010; (14): 81-95.

4- Korkmaz M. The effect of leadership style on organizational health. Educational Researsh Quarterly, 2007; (3): 22-54.

5- Darvish H, Azimi Zachekani F. The effect on reducing corruption organization Transparency mediated by organizational trust studied Khordad hospital staff Varamin. Journal of Public Administration, 2016; 8(1): 153-166. (In Persian)

6- Hasani A, Shams A. Solutions to fight against administrative corruption based on Islamic values. Journal of Islam and Management Research, 2012; 5(1): 81-104. (In Persian)

7- Behn B, DeVries D, LinJing K. The determinants of transparency in nonprofit organizations: An exploratory study 2010. Advances in Accounting incorporating Advances in International Accounting, 2010; (26): 6-12.

8- Vaccaro A. Corporate transparency and green management. Journal of Business Ethics, 2010; (95): 487-506.

9- Burger R, Owens T. Promoting transparency in the NGO sector: examining the availability and reliability of self-reported data, world development; 2010.

10- Nielsen C, Madsen MT. Discourses of transparency in the intellectual capital reporting debate: Moving from generic reporting models to management defined information. Critical Perspectives on Accounting, 2009; 22(7): 847-854.

11- Rawlings B. Measuring the relationship between organizational transparency & trust. The Measurement Standard, 2008; (8): 425-439.

12- Kordnaeij A, Fani AA, Masoudi Z. Organizational culture of the missing link between organizational transparency and organizational performance. Organizational Culture Management, 2014; 12(2): 173-189. (In Persian)

13- Seyed Naghavi MA, Farahani F. Cultivating strategic fit and organizational transparency promotionthrough innovation leadership style. Managmenet Studies in Development and Evolution, 2014; 22(72): 75-97. (In Persian)

14- Hayran O, Atac O, Ozer O. Assessment of organizational health literacy in a group of public, private and university hospitals in Istanbul. Journal of Health Systems and Policies, 2019; 1: 39-52.

15- Hollertz K, Jacobsson K, Seing I. Organizational governance of activation policy: Transparency as an organizational ideal in a Swedish welfare agency. International Social Security Review, 2018; (71): 71-89.

16- Holland D, Krause A, Provencher J. Transparency tested: The influence of message features on publicperceptions of organizational transparency. Trent SeltzerTexas Tech University, College of Media & Communication, Lubbock, United States; 2017.

17- Grosman A, Leiponen A. Organizational transparency and power in firm ownership networks. Journal of Comparative Economics, 2018; 46(4): 1158-1177.

18- Deyhimpour M, Miandari K, Najjari R, Abedi Jafari H. The Effect of Organizational Transparency on Organizational Trauma Management by Mediating Social Capital. Social Capital Management, 2018; 5(3): 337-363.

19- Kosack S, Fung A. Does transparency improve governance? Annual Review of Political Science, 2014; 17(1): 65-87.

20- Abd Aziz MA, Ab Rahman H, Alam M, Said J. Enhancement of the accountability of public sectors through integrity system, internal control system and leadership practices: A review study. Procedia Economics and Finance, 2015; (28): 163-169.

21- Bolivar MPR, Navarro Galera A, Alcaide Munoz L. Governance, transparency and accountability: An international comparison, Journal of Policy Modeling, 2015; 37(1): 136-174.

22- Michener G, Bersch K. Identifying transparency. Information Polity, 2013; 18(3): 233-242.

23- Kanagaretnam K. Trust and reciprocity with transparency and repeated interactions. Journal of Business Research, 2012; (63): 241-247.

24- Saneifar K. The relationship between organizational transparency and organizational belonging, professional accountability and job performance of experts of Mobarake Steel Company. New researches in management and accounting, 2019; 30: 45-54. (In Persian)

25- Mohebi Zarindeh H. The relationship between organizational transparency and organizational belonging, professional accountability and job performance of Mobarakeh Steel Company experts. New Research Approaches in Management Sciences, 2019; 14: 25-50. (In Persian)

26- Azimi H, Fallahi L. The effect of work conscience on organizational health and the mediating role of core value. Scientific Journal of Islamic Management, 2019; 27(1): 169-188. (In Persian)

27- Feyzabadi H, Alaei S. The Effect of Organizational Transparency on Administrative Corruption with the Interaction of Organizational Trust In the health centers of the municipality of Tehran. Journal of Healthcare Management Research, 2018; 9(3): 47-53. (In Persian)

28- Kashef H, Taghvayee Yazdi M, Niazazari K. Presentation of organizational transparency model in relation to empowerment for establishing organizational trust of managers (Case study: Islamic Azad University of Mazandaran). Journal of Research in Educational Science, 2018; 12(Special Issue): 111-130. (In Persian)

29- Maadani J, Zarandi S, Abdollahi M. Analysis of the impact of public accountability on the policy of promoting administrative health and organizational transparency in the public sector (Case study: Ministry of Industry, Mine and Trade of the Islamic Republic of Iran). Iranian Journal of Public Administration Mission, 2018; 9(30): 23-41. (In Persian)

30- Miandari K, Deyhimpour M, Najjari R, Abedijafari H. Designing a model for increasing organizational transparency with a data driven approach in governmental organizations. Journal of Teaching in Marine Sciences, 2018; 5(1): 95-110. (In Persian)

31- Montazeri M, Ferdosipour L. The effect of organizational health on employee's performance. Management Studies in Development and Evolution, 2019; 27(90): 45-64. (In Persian)

32- Hakak M, Farhikhteh F. The effect of organizational transparency on organizational health (mediating variable of spirituality). Journal of Human Resource Management Development and Support, 2017; 12(46): 21-41. (In Persian)

33- Rawlings B. Measuring the relationship between organizational transparency & trust. The Measurement Standard, 2008; 8: 425-439.

34- Hoy WK, Feldman J. Organizational health: The concept and its measure. Journal of Research and Development, 1996; 20(4): 30-41.