Razi Journal of Medical Sciences

fa مروری بر عوامل مؤثر بر سلامت سازمانی با رویکرد منابع انسانی A Review of Factors Affecting Organizational Health with the Approach of Human Resources روانشناسی بالینی Clinical Psychiatry پژوهشي Research <div style="text-align: justify;">زمینه و هدف: امروزه سلامت سازمانی مهمترین مؤلفه در توسعه یک سازمان به شمار می‌رود که مؤلفه‌های بسیاری زیادی بر آن اثرگذار هستند و در همین راستا، این مطالعه با هدف مروری بر عوامل مؤثر بر سلامت سازمانی با رویکرد منابع انسانی انجام شد. روش کار: این مقاله یک مطالعه مروری است که در سال 1400 با جستجوی در بانک‌های اطلاعاتی SID، PubMed، Google Scholar، Magiran، Springer، Wiley، Web of Science(ISI)، Scopus، Science direct، ProQuest و با استفاده از کلمات کلیدی " سلامت سازمانی، اخلاق سالم در سازمان، استراتژی منابع انسانی" و معادل معادل انگلیسی آن‌ها انجام شد. در نتیجه جستجو 158 مقاله در بازه زمانی 2000 تا 2022  یافت شد و در مرحله غربالگری 74 مقاله انتخاب گردید و در انتها 17 مقاله مورد تجزیه و تحلیل محتوایی قرار گرفت. یافته‌ها: این مطالعه مروری نشان داد، که از عوامل مؤثر بر سلامت سازمانی با رویکرد منابع انسانی، توجه به کارکنان از پایینترین سطوح مدیریتی تا بالاترین سطوح آن، سلامت جسم و روان کارکنان می‌باشد. نتیجه‌گیری: به طور کلی می‌توان نتیجه‌گیری کرد که در راستای ارتقای سلامت سازمانی نقش توسعه منابع انسانی و توجه به کارکنان که احیا کننده روند سلامت سازمانی است حائز اهمیت می‌باشد و منجر به توانمندسازی نیروهای یک سازمان خواهد شد.</div> <div> <table align="left" hspace="0" vspace="0"> <tbody> <tr> <td style="padding: 0in 12px; text-align: justify;" valign="top">Background & Aims:   Organizational health was used to adapt the organization to its environment, create harmony among the members of the organization, and achieve the long-term goals of the organization. Organizational health is one of the signs of management success in the implementation of tasks. The lack of a long-term strategic approach to human resource management in the citizen company will leave negative effects on the correct planning of the entry, maintenance, and exit processes of employees in the organization, which will cause a decrease in productivity, effectiveness, and failure to fulfill the mission of the organization. Also, human resources strategy is known as the main element of improving the organization's performance and addressing it is necessary to increase the effectiveness and efficiency of human resources management and development activities of organizations. On the other hand, the planners of different societies have always sought to find out the effective factors in moral growth and development in the work environment and its strengthening, or the set of factors related to its decline. The human resource management system in any organization cannot be a static and stable phenomenon due to the dynamism and continuous environmental changes. Strategic management of human resources can help organizations in the direction of competitive advantages. In the framework of strategic human resources management, organizations can make optimal use of opportunities and situations. Human resources strategy is an instruction for the human resources system that is specified in the mission, vision, and priority of the human resources task unit. The purpose of developing and implementing the human resources strategy is to link the policies and methods of human resources with the strategic goals of human resources. The main goal of strategic human resources management is a macro view that allows addressing the basic issues of managers and employees. Human resource strategy is a young science, both in the theoretical and practical fields, and the emergence of the first theory and related models for its formulation goes back less than two decades ago. In our country, the application of alignment models of organizational strategies is less common due to the novelty of the relevant knowledge, the lack of development of strategic discourse and the lack of Persian resources in the field, as well as the lack of attention to the localization of successful and new foreign models and patterns. Attention has been paid. According to the mentioned problem, it should be mentioned that the lack of a strategic and long-term approach to human resources management has also left negative effects on the correct planning of processes, input, maintenance, and output of employees in the organization, which may reduce productivity in the future. and failure to fulfill the goals and mission of the organization. According to the presented materials, the present study aims to review the factors affecting organizational health with the approach of human resources. Methods: The present study is a review study, in which a review of articles published in domestic and foreign journals available in SID, PubMed, Google Scholar, Magiran, Springer, Wiley, Web of Science (ISI), Scopus, Science direct, ProQuest was used in the range of years 2000 to 2022. Articles were searched using the keywords "organizational health, healthy ethics in the organization, human resources strategy" and their English equivalents. The inclusion criteria included descriptive and analytical studies or descriptive or systematic reviews that had at least an abstract in Persian in the period from 2000 to 2022. The exclusion criteria were the articles whose full text was not available in Farsi or English. The result of the initial search of articles was 158 articles, after removing 84 duplicate articles in different databases, 74 articles remained; At the abstract reading stage, 43 were removed due to not meeting the entry criteria, leaving only 31 articles. In the next step, 14 articles were removed from the search circle due to the lack of access to the entire content of the article, and finally, 17 articles were selected in line with the purpose of the study. These 17 articles have been included in the study by having the criteria of word and intercourse with the goals of this article. Results: This review study showed that one of the factors affecting organizational health with the human resources approach is attention to employees from the lowest management levels to the highest levels, as well as the optimal organizational health of employees' physical and mental health. Conclusion:  Organizational health is the ability of the organization to maintain survival and adapt to the environment and improve these abilities. Some consider organizational health to be synonymous with mental health in the work environment and consider a healthy administration or organization as an organization that minimizes the level of depression, frustration, dissatisfaction, inactivity, and mental stress of employees. Organizational health is not a new concept that only includes the organization's ability to perform tasks effectively, but also improves the system's abilities for growth, prosperity, and development. In a healthy organization, some managers are literate in every sense and committed and conscientious employees with high morale who love their work and are effective and useful people who become the dynamic of the organization. Some have also defined organizational health as the organization's ability to make correct, proper, and appropriate decisions. In general, it can be concluded that to improve organizational health, the role of human resource development and attention to employees, which revives the process of organizational health, is important and will lead to the empowerment of an organization's forces. </td> </tr> </tbody> </table> </div> <div style="text-align: justify;"></div> سلامت سازمانی, منابع انسانی, توجه به کارکنان Organizational Health,Human Resources,Attention to Employees 179 188 http://rjms.iums.ac.ir/browse.php?a_code=A-10-6923-1&slc_lang=fa&sid=1 Javad Hosseinpour جواد حسین پور 3900319475328460087692 3900319475328460087692 No PHD student of Educational Management, Faculty of Humanities, Sari Branch, Islamic Azad University, Sari, Iran. دانشجوی دکتری مدیریت آموزشی، گروه مدیریت آموزشی، واحد ساری، دانشگاه آزاد اسلامی، ساری، ایران Farshideh Zameni فرشیده ضامنی f_zameni@yahoo.com 3900319475328460087693 3900319475328460087693 Yes Associate professor, Department of Educational Management, Faculty of Humanities, Sari Branch, Islamic Azad University, Sari, Iran دانشیار، گروه مدیریت آموزشی، دانشکده علوم انسانی، واحد ساری، دانشگاه آزاد اسلامی، ساری، ایران Taraneh Enayati ترانه عنایتی 3900319475328460087694 3900319475328460087694 No Associate professor, Department of Educational Management, Faculty of Humanities, Sari Branch, Islamic Azad University, Sari, Iran. دانشیار، گروه مدیریت آموزشی، دانشکده علوم انسانی، واحد ساری، دانشگاه آزاد اسلامی، ساری، ایران.