Leila Ahmadi; Fatemeh Sadat Marashian
Abstract
Background: Healthcare workers are in close contact with patients and have serious responsibilities for the health and life of people. Moreover, dissatisfaction of employees with their jobs has a negative impact on the quality of services and ultimately leads to dissatisfaction of patients.Objectives: ...
Read More
Background: Healthcare workers are in close contact with patients and have serious responsibilities for the health and life of people. Moreover, dissatisfaction of employees with their jobs has a negative impact on the quality of services and ultimately leads to dissatisfaction of patients.Objectives: The present study aimed to investigate the relationship between work engagement and professional ethics with organizational intelligence in healthcare workers through the mediating role of organizational support.Methods: The statistical population included all healthcare workers of Ahvaz (Iran) in 2022, 137 of whom were selected through convenience sampling. In this descriptive-correlational study, the Pearson correlation coefficient and mean structural equation modeling were employed for data analysis. The research instruments included the Utrecht Work Engagement Scale, the Professional Ethics Questionnaire, the Organizational Intelligence Questionnaire, and the Survey of Perceived Organizational Support.Results: According to the findings, there was a positive relationship between professional ethics and organizational support (β = 0.27, P = 0001). There was a positive relationship between organizational intelligence and work engagement in healthcare workers (β = 0.22, P = 0.003). There was also a direct relationship between organizational intelligence and organizational support (β = 0.51, P = 0.001), and a direct relationship between organizational support and work engagement (β = 0.35, P = 0.001). There was an indirect relationship between professional ethics and work engagement (β = 0.05, P = 0.002) as well as organizational intelligence and work engagement (β = 0.10, P = 0.001) mediated by organizational support.Conclusion: The final model had a good fit. The present study's results should be considered an essential step toward identifying the factors affecting the job performance of healthcare workers.
Zahra Nikkhah-Farkhani; Azadeh Soltani
Abstract
Background: The lack of specialist physicians is a major concern in developing countries, especially in deprived cities. Objectives: This study aimed to identify the predictive variables of the turnover intention of physicians working in an undeveloped and deprived city in Iran. Methods: Participants ...
Read More
Background: The lack of specialist physicians is a major concern in developing countries, especially in deprived cities. Objectives: This study aimed to identify the predictive variables of the turnover intention of physicians working in an undeveloped and deprived city in Iran. Methods: Participants were 100 physicians working at North Khorasan University of Medical Sciences, Iran. The data were collected using a standard questionnaire of Turnover Intention, Interpersonal Conflict, Work-Family Conflict, Work Overload, and Organizational Support scales. We proposed a hybrid methodology to identify factors influencing turnover intention, which combines clustering and classification methods. RStudio 1.1, SPSS Clementine 12, and SPSS 22 programs were used for data analysis. After data clustering, we made a CART decision tree model for each cluster and used the variable importance feature of SPSS Clementine to discover the factors influencing turnover intention in each cluster. Results: We found two significant clusters of physicians’ turnover intention. In both clusters, interpersonal conflict (work ambiguity and work conflict) was the most important predictor of physician turnover intention, but physicians in the first cluster compared to the second had a higher turnover intention. In cluster 1, work overload, organizational support, and work-family conflict were respectively the predictors of physician turnover intention and in cluster 2, organizational support, work-family conflict, and final work overload were respectively the predictors of physician turnover intention. Conclusion: Cultural differences and the resulting interpersonal conflicts are the most important predictors of physician turnover intention in deprived areas. Turnover intention predictions of physicians with a longer work experience are different from that of others, and human resource managers must implement appropriate strategies to keep physicians in the deprived areas.