Construction and Validation of Dimensions and Components of the Organizational Anomie Scale in Order to Provide a Native Model in Government Hospitals
الموضوعات :soodeh rafierad 1 , hasan ali aghajani 2 , Ghorbanali Agha ahmadi 3 , maryam rahmaty 4
1 - PhD Student, Department of Public Administration, U.A.E. Branch, Islamic Azad University, Chaloos
2 - Department of Industrial Management, Faculty of Economics and Administrative Sciences, University of Mazandaran, Babolsar, Iran
3 - Department of Government Management, Callous branch, Islamic Azad University, Callous, Iran.
4 - Department of Government, Chalous Branch, Islamic Azad University, Chalous, Iran
الکلمات المفتاحية: Hospital, organizational anomie, validity, reliability, COVID-19, factor analysis,
ملخص المقالة :
Organizational anomie (OA) is defined as the lack of law, as well as violations or weaknesses in the implementation of laws and norms in the organization, which can have detrimental effects on the performance of the organization and its members. The main focus of this study is to establish and validate an organizational anomie scale that can be employed to implement and operate this tool in field studies. The present research is applied-exploratory in terms of purpose and descriptive-survey in terms of method. To conduct this research, issues related to organizational anomie using factor analysis approach and content analysis method of scientific texts as well as from the perspective of qualified and experienced thinkers and experts and a researcher-made questionnaire on organizational anomie in COVID-19 pandemic are analyzed. it placed. Completed by experts and managers. The reliability coefficient of the test was calculated to be 0.85 using Cronbach's alpha test. Exploratory factor analysis of organizational questions revealed that the components of this questionnaire may explain more than 78.512 % of the desired variance. After one rotation of Varimax factors, the correlation between each item with each component was determined in the best situation and accordingly, twelve components were selected and extracted with the most weight: conflicting goals of the individual and organization, weakness in communication, standard selection ,ambiguity in goals, level of trustworthiness, negative attitude of employees towards themselves, feeling useless, understanding justice, weak control, common norms, organizational indifference, lack of socialization. According to the research findings, it can be concluded that organizational anomie is a multidimensional concept with many dimensions and components and cannot be studied with limited dimensions and components.
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