تدوین مدل بازآفرینی شغلی در نظام سلامت (مورد مطالعه: بیمارستان‌های تأمین اجتماعی استان تهران)
محورهای موضوعی : -مدیریت اطلاعات بهداشتی و درمانیشیرین شصتی 1 , علی مهدی زاده اشرفی 2 , مجید جهانگیری فرد 3
1 - دانشجوی دکتری مدیریت دولتی، واحد فیروزکوه، دانشگاه آزاد اسلامی، فیروزکوه، ایران
2 - استادیار، گروه مدیریت دولتی، واحد فیروزکوه، دانشگاه آزاد اسلامی، فیروزکوه، ایران
3 - استادیار، گروه مدیریت دولتی، واحد فیروزکوه، دانشگاه آزاد اسلامی، فیروزکوه، ایران
کلید واژه: بیمارستان, نظام سلامت, بازآفرینی شغلی, تامین اجتماعی,
چکیده مقاله :
مقدمه: آنچه در بالا بردن و تعالی یک سازمان و نظام اداری نقش محوری داشته و قدرت رقابتی آن را بالا می برد، نیروی انسانی است. بازآفرینی شغلی به تعریف مجدد شغل اطلاق می‌گردد. هدف پژوهش حاضر ارائه مدل بازآفرینی شغلی در نظام سلامت می‌باشد.روش پژوهش: این مطالعه پژوهشی است ترکیبی و طرح تحقیق نیز از نوع طرح تحقیق آمیخته اکتشافی (کیفی کمی) و بلحاظ زمانی مقطعی می‌باشد. جامعۀ آماری پژوهش در بخش کیفی، گروهی از اساتید رشته مدیریت دولتی- منابع انسانی و سازمانی در دانشگاه‌ها و مراکز آموزش عالی، مدیران ارشد معاونت توسعه سازمان و منابع در دانشگاه‌های علوم پزشکی و افراد متخصص در حوزه طراحی شغلی و در بخش کمی کارکنان بخش اداری بیمارستان‌های تأمین اجتماعی استان تهران به تعداد 342 نفر بودند. در بخش کیفی از روش نمونه‌گیری گلوله برفی، تعداد 17 نفر و در بخش کمی با روش نمونه‌گیری خوشه‌ای نسبی بر اساس فرمول کوکران، تعداد 181 نفر به عنوان نمونۀ آماری انتخاب شدند. داده‌ها در بخش کیفی از طریق اجرای تکنیک دلفی (Delphi) با مصاحبه نیمه‌ساختاریافته و ساختاریافته طی چهار راند و در بخش کمی از طریق مدلسازی معادلات ساختاری (SEM) با پرسشنامه محقق ساخته، استخراج و با استفاده از نرم‌افزارهای SPSS و Amos تجزیه و تحلیل شد.یافته‌ها: یافته‌های کیفی نشان داد، مدل بازآفرینی شغلی در نظام سلامت دارای چهار بعد (ساختاری، وظیفه‌ای، رابطه‌ای و شناختی)، دوازده مولفه (رسمیت، تمرکز، پیچیدگی، حیطه کنترل، استقلال، ماهیت، بازخورد، کمک، مشاوره، ادراک از خود، ادراک از شغل و نگرش) و سی و چهار شاخص بوده است. نتایج بخش کمی نشان داد که تمامی ابعاد و مولفه‌های مدل پژوهش، مورد تائید واقع شدند.نتیجه‌گیری: با توجه به نتایج بدست آمده باید بیان نمود که راهکارهای مهم برای بازآفرینی شغلی عبارتند از شناخت کامل در حوزه کاری، شناخت کامل ارباب رجوع و نیازهای آنان، شناخت کامل فضا و محیط سازمانی، شناخت کامل رقبا و آنالیز همه جانبه آنان و آنچه که بسیار حائز اهمیت است، درک درست از آینده کاری. در تبیین این موارد باید گفت که برای هر تغییر و تحولی باید به مرحله کافی از خودشناسی و خودباوری رسیده باشیم تا دقیقا بدانیم که توانایی و امکانات ما در چه حدی است و نقطه ضعف و کمبودهای کاری خود را تشخیص دهیم.
Introduction: What plays a central role in raising and excelling an organization and administrative system and increases its competitive power is human power. Job re-creation refers to job redefinition. The aim of the current research is to provide a model of job regeneration in the health system. Methods: This is a combined research study, and the research design is a mixed exploratory research design (qualitative-quantitative) and cross-sectional in terms of time. The statistical community of the research in the qualitative part, a group of professors in the field of public administration, human resources and organization in universities and higher education centers, senior managers of the organization development and resources department in universities of medical sciences and experts in the field of career design and in the quantitative part, administrative department employees There were 342 social security hospitals in Tehran province. In the qualitative part of the snowball sampling method, 17 people and in the quantitative part with the relative cluster sampling method based on Cochran's formula, 181 people were selected as a statistical sample. In the qualitative part, the data were extracted and analyzed using the SPSS and Amos software, through the implementation of the Delphi technique with four rounds of semi-structured and structured interviews, and in the quantitative part, through structural equation modeling (SEM) with a researcher-made questionnaire.Results: Qualitative findings showed that the model of job regeneration in the health system has four dimensions (structural, task, relational and cognitive), twelve components (formality, concentration, complexity, scope of control, independence, nature, feedback, assistance, consultation, perception of self, perception of job and attitude) and thirty four indicators. The results of the quantitative part showed that all dimensions and components of the research model were confirmed.Conclusion: According to the obtained results, it should be stated that the important solutions for job regeneration include complete knowledge in the work area, complete knowledge of clients and their needs, complete knowledge of the space and organizational environment, complete knowledge of competitors and comprehensive analysis of them and What is very important is a correct understanding of the future of work. In explaining these cases, it should be said that for any change and development, we must have reached a sufficient stage of self-knowledge and self-confidence to know exactly what our abilities and possibilities are and to recognize our weaknesses and deficiencies in our work.
1- Sharifi, Ibrahim; Alvaradi, Hassan; Rasouli, Reza. The role of job regeneration in adjusting job alienation and creating a fun organizational culture (case study: National Construction Company employees), Master's thesis, Payam Noor University, Tehran Province, Payam Noor Center, West Tehran; 2018.
2- Solberg, E, Wong, S. Crafting one's job to take charge of role overload: When proactivity requires adaptivity across levels. The Leadership Quarterly, 2016; 27(5): 713-725.
3- Shin, Y. Hur, W. Linking flight attendants’ job crafting and OCB from a JD-R perspective: A daily analysis of the mediation of job resources and demands. Journal of Air Transport Management 79, 2019; 101681.
4- Naami, Abdul Zahra; Shenavar, Fazlalah. The effect of job transformation on task performance and organizational citizenship behavior with the mediation of job motivation, Modern Psychological Research Quarterly, 2013; 9(36): 155-180.
5- Grant, A. M., Parker, S. K. Redesigning work design theories: The rise of relational and proactive perspectives. Academy of Management Annals, 2009; 3(1): 317-375.
6- Jamali, Hossein; Moradi, Mohsen. Investigating the impact of transformational leadership and job transformation on job attachment with the mediating role of job-employee fit, master's thesis, Islamic Azad University, Shahrood Branch, Faculty of Humanities; 2018.
7- Luu. T. T. Linking authentic leadership to salespeople’s service performance: The roles of job crafting and human resource flexibility. Industrial Marketing Management, 2020; 84: 89-104.
8- Kim. H, Im. J, Qu. H. Exploring antecedents and consequences of job crafting, International Journal of Hospitality Management, 2018; 75: 18–26.
9- Rudolph, C. Katz, I. Lavigne, K. Job crafting: A meta-analysis of relationships with individual differences, job characteristics, and work outcomes. Journal of Vocational Behavior, 2017; 102: 112–138.
10- Teng, H. Job crafting and customer service behaviors in the hospitality industry: Mediating effect of job passion. International Journal of Hospitality Management, 2019; 81: 34–42.
11- Singh, V. Singh, M. A burnout model of job crafting: Multiple mediator effects on job performance. IIMB Management Review, 2018; 30(4): 305-315.
12- Bakker, A. Oerlemans. W. Daily job crafting and momentary work engagement: A self determination and self-regulation perspective. Journal of Vocational Behavior, 2019; 112: 417–430.
13- Cheng, J. Yang, Y. Hotel employee job crafting, burnout, and satisfaction: The moderating role of perceived organizational support. International Journal of Hospitality Management, 2018; 72: 78–85.
14- Karmi Ajdari, Parisa. Aeinparast, Afsun. Masoudi Asl, Iravani. The rate of burnout among nurses in selected hospitals of Tehran University of Medical Sciences. Paish Quarterly. 2017;17: 594-603
15- Shahbazian Khoniq Arash. Misrabadi, Javad. Iftikhari Far, Nahid. Job motivation and procrastination in predicting job burnout of Ahar hospital employees. Iran's work health bimonthly, 2016; 14(5): 27-36
16- Heydari, Mohammad. Hosni, Pejman. Qudousi, Mansoura. Investigating the relationship between job burnout syndrome and mental health in Parnell Therapy Hospital in Vali Asr Borujen. Journal of Hospital, 2014; 14(1): 137-146
17- Gordon, H. Demerouti E. Le Blanc, P. Individual job redesign: Job crafting interventions in healthcare. Journal of Vocational Behavior, 2018; 104: 98–114.
18- Wingerden J . Bakker, A. Derks, D. Fostering employee well-being via a job crafting intervention. Journal of Vocational Behavior, 2017; 100: 164–174.
19- Chang-Hua. Y, Sheng-Hshiung. T, Cheng-Hsien. T. Tour leaders’ job crafting: Scale development, Tourism Management, 2018; 69: 52–61.
_||_1- Sharifi, Ibrahim; Alvaradi, Hassan; Rasouli, Reza. The role of job regeneration in adjusting job alienation and creating a fun organizational culture (case study: National Construction Company employees), Master's thesis, Payam Noor University, Tehran Province, Payam Noor Center, West Tehran; 2018.
2- Solberg, E, Wong, S. Crafting one's job to take charge of role overload: When proactivity requires adaptivity across levels. The Leadership Quarterly, 2016; 27(5): 713-725.
3- Shin, Y. Hur, W. Linking flight attendants’ job crafting and OCB from a JD-R perspective: A daily analysis of the mediation of job resources and demands. Journal of Air Transport Management 79, 2019; 101681.
4- Naami, Abdul Zahra; Shenavar, Fazlalah. The effect of job transformation on task performance and organizational citizenship behavior with the mediation of job motivation, Modern Psychological Research Quarterly, 2013; 9(36): 155-180.
5- Grant, A. M., Parker, S. K. Redesigning work design theories: The rise of relational and proactive perspectives. Academy of Management Annals, 2009; 3(1): 317-375.
6- Jamali, Hossein; Moradi, Mohsen. Investigating the impact of transformational leadership and job transformation on job attachment with the mediating role of job-employee fit, master's thesis, Islamic Azad University, Shahrood Branch, Faculty of Humanities; 2018.
7- Luu. T. T. Linking authentic leadership to salespeople’s service performance: The roles of job crafting and human resource flexibility. Industrial Marketing Management, 2020; 84: 89-104.
8- Kim. H, Im. J, Qu. H. Exploring antecedents and consequences of job crafting, International Journal of Hospitality Management, 2018; 75: 18–26.
9- Rudolph, C. Katz, I. Lavigne, K. Job crafting: A meta-analysis of relationships with individual differences, job characteristics, and work outcomes. Journal of Vocational Behavior, 2017; 102: 112–138.
10- Teng, H. Job crafting and customer service behaviors in the hospitality industry: Mediating effect of job passion. International Journal of Hospitality Management, 2019; 81: 34–42.
11- Singh, V. Singh, M. A burnout model of job crafting: Multiple mediator effects on job performance. IIMB Management Review, 2018; 30(4): 305-315.
12- Bakker, A. Oerlemans. W. Daily job crafting and momentary work engagement: A self determination and self-regulation perspective. Journal of Vocational Behavior, 2019; 112: 417–430.
13- Cheng, J. Yang, Y. Hotel employee job crafting, burnout, and satisfaction: The moderating role of perceived organizational support. International Journal of Hospitality Management, 2018; 72: 78–85.
14- Karmi Ajdari, Parisa. Aeinparast, Afsun. Masoudi Asl, Iravani. The rate of burnout among nurses in selected hospitals of Tehran University of Medical Sciences. Paish Quarterly. 2017;17: 594-603
15- Shahbazian Khoniq Arash. Misrabadi, Javad. Iftikhari Far, Nahid. Job motivation and procrastination in predicting job burnout of Ahar hospital employees. Iran's work health bimonthly, 2016; 14(5): 27-36
16- Heydari, Mohammad. Hosni, Pejman. Qudousi, Mansoura. Investigating the relationship between job burnout syndrome and mental health in Parnell Therapy Hospital in Vali Asr Borujen. Journal of Hospital, 2014; 14(1): 137-146
17- Gordon, H. Demerouti E. Le Blanc, P. Individual job redesign: Job crafting interventions in healthcare. Journal of Vocational Behavior, 2018; 104: 98–114.
18- Wingerden J . Bakker, A. Derks, D. Fostering employee well-being via a job crafting intervention. Journal of Vocational Behavior, 2017; 100: 164–174.
19- Chang-Hua. Y, Sheng-Hshiung. T, Cheng-Hsien. T. Tour leaders’ job crafting: Scale development, Tourism Management, 2018; 69: 52–61.