Volume 29, Issue 12 (3-2023)                   RJMS 2023, 29(12): 354-364 | Back to browse issues page

Research code: 84524123
Ethics code: 01
Clinical trials code: 01

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Assistant Professor, Department of Public Administration, Qazvin Branch, Islamic Azad University, Qazvin, Iran , Rahmani.hd@gmail.com
Abstract:   (584 Views)
Background & Aims: Today human resources are the most valuable factor of production and the most important capital of any organization and the main resource that generates competitive advantage and creates the basic capabilities of any organization, one of the most important organizational planning is human resources planning. The important factor for the existence of human resources planning is planning to achieve skill, and educational needs and finally improving human resources. The most effective way to achieve a competitive advantage in the current conditions is to make the employees of organizations more efficient by improving them and what is important in the direction of human resources development is that the improvement of human resources is not achieved only with technical and specialized training, but it should be developed in many ways. Payment and this important component will not be possible by applying strategic management in the field of human resources management. Today, the role of resources in every organization is well-defined. Among all the resources of organizations, human resources are the most sensitive and vital resource. The reason for this is the difficult and difficult access to expert human resources when needed. Therefore, the sensitivity of human resources seems important and necessary in today's organizations. Paying attention to human resources and proper management of these resources is important and worthy of attention for the organization. On the other hand, human resource management in hospitals is of great importance; because the performance of all the employees of a medical center has a direct effect on the health of people (patients). If human resources in the health system are directed in the right direction, we can hope to improve other structures of the health system. Considering the above contents and considering the high importance of the performance of hospital personnel on the one hand and the observation of unprofessional behaviors in all hospitals of the country, it is necessary to take more management measures to manage the behavior of this category of employees. According to the review of the relevant literature and records related to the research topic regarding the criticisms of the past programs, it can be concluded that none of the past programs related to the design of behavioral standards of hospital nurses has been fully and comprehensively criticized and reviewed and few criticisms in this The ground has been made. Client satisfaction with the services provided in a health center can be a suitable indicator for measuring the quality of these services, for this reason, the use of behavioral standards is considered very important. Therefore, this research tries to design an interpretive structural model of applying the behavioral standards of young and inexperienced human resources in the country's hospitals (case study: nurses and midwives of Milad Hospital).
Methods: The current research is of mixed types (qualitative and quantitative). In the first phase, a qualitative research method was conducted using thematic analysis, and in the second phase, a quantitative method was conducted based on interpretive structural modeling. The statistical population in both qualitative and quantitative sections, due to the expert-centeredness of the interpretive structural modeling approach, formed experts, who included long-term managers of Milad Hospital. The purposeful sampling method was of a criterion type (the criterion of having more than 10 years of experience) until reaching theoretical saturation. The number of samples included 24 people. The sampling method in the quantitative part, due to the expert-oriented approach of interpretive structural modeling, the experts was in the qualitative part (N=15). The measurement tool in the qualitative part was a semi-structured interview and in the quantitative part, a questionnaire. The validity and reliability of the data were confirmed.
Results: The results showed that 5 main themes of effective factors in the application of behavioral standards of human resources in the country's hospitals have been identified. Individual and management are placed in the linked cluster, that is, they influence other factors and are influenced by other factors; Legal and social-cultural are located in the independent cluster, which means that it has a great influence on other factors and other factors have little influence on it, and organizational, occupational and communication are located in the dependent cluster, which means that they are affected by other factors and have little influence on other factors.
Conclusion: Based on the obtained results, individual and managerial factors have been identified among the main factors affecting the application of behavioral standards of human resources in the country's hospitals. In this regard, individual factors such as people's belief in ethical principles and appropriate behavior, personality characteristics of human resources, the degree of adherence to behavioral principles, individual characteristics (age, sex, education, marital status), the legality of hospital human resources, lifestyle and the amount Income and living conditions of human resources and management factors such as management style of managers, the leadership style of managers, use of management techniques by managers, development of a strategic plan for the development of behavioral standards, degree of adherence to behavioral standards of managers from the dimensions of designing an interpretive structural model of applying behavioral standards of human resources. It is the country's hospital. In terms of individual and managerial dimensions, there are two dimensions affecting organizational behavior that can help to improve behavior in the organization. In total, the main variables of the factors affecting the application of the behavioral standards of human resources in the country's hospitals were identified and extracted based on the thematic analysis technique, and the classification of primary concepts into sub-concepts and main concepts is observed; Therefore, finally, the data obtained from the theme analysis method and the theme network formation show that the factors affecting the application of the behavioral standards of human resources in the country's hospitals have 7 main themes and 36 concepts.

 
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Type of Study: Research | Subject: Clinical Psychiatry

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