Razi Journal of Medical Sciences

fa ارائه مدل وضعیت دلبستگی شغلی اعضای هیأت علمی حوزه علوم پزشکی دانشگاه‌ آزاد اسلامی Presenting a Model of the Job Attachment Status of the Academic Faculty Members of Islamic Azad University of Medical Sciences روانشناسی بالینی Clinical Psychiatry پژوهشي Research <div style="text-align: justify;">زمینه و هدف: دانشگاه آزاد اسلامی ظرفیت بسیار بزرگی برای ارتقای نظام آموزش عالی در کشور است که دامنه آن از مرزها نیز فراتر رفته است. لذا هدف کلی این پژوهش بررسی وضعیت دلبستگی شغلی اعضای هیأت علمی حوزه علوم پزشکی دانشگاه آزاد اسلامی تهران و ارائه مدلی برای بهبود آن بود. روش کار: این پژوهش با هدف کاربردی و رویکرد آمیخته (کیفی و کمی) و طرح اکتشافی انجام شد. جامعه آماری بخش کیفی شامل 30 نفر از اعضای هیأت علمی رشته‌های پزشکی دانشگاه آزاد اسلامی تهران بود، در حالی که جامعه آماری بخش کمی شامل 1400 نفر از اعضای هیأت علمی این رشته‌ها در همان دانشگاه در سال تحصیلی 1401-1400 بود. در بخش کیفی، از روش نمونه‌گیری هدفمند و با توجه به قانون اشباع 15 نفر انتخاب شدند. در بخش کمی، با استفاده از فرمول کوکران، 300 نفر به روش نمونه‌گیری تصادفی طبقه‌ای بر حسب نوع دانشکده انتخاب گردیدند. برای جمع‌آوری داده‌های کیفی، از مصاحبه‌های نیمه‌ساختاریافته و طرح دلفی استفاده شد. در بخش کمی، پرسش‌نامه محقق‌ساخته دلبستگی شغلی با 70 سوال و 10 بعد طراحی و به‌کار گرفته شد. تجزیه و تحلیل داده‌ها با استفاده از نرم‌افزارهای SPSS21 و AMOS نسخه 26 انجام شد. یافته‌ها: نتایج نشان داد از دیدگاه پاسخگویان 3 بُعد اصلی «توسعه حرفه‌ای و رضایت شغلی»، «نوآری، تحقیق و تعامل اجتماعی»، «محیط کاری و رفاه» و مؤلفه‌های آنها در وضعیت دلبستگی شغلی اعضای هیئت علمی دانشگاه علوم پزشکی آزاد اسلامی نقش دارند و همچنین نتایج نشان داد برای ارتقای سطح دلبستگی شغلی اعضای هیأت علمی دانشگاه علوم پزشکی آزاد اسلامی می بایست به سه عامل مهم و اصلی که شامل "توسعه حرفه‌ای و رضایت شغلی" ، "محیط کاری و رفاه" و "نوآوری‌، تحقیق و تعامل اجتماعی" می‌باشد توجه ویژه گردد و این عوامل از برازش مطلوب برخوردار بودند. نتیجه‌گیری: نتیجه‌گیری کلی این است که دلبستگی شغلی نه تنها یک موضوع فردی، بلکه تحت تأثیر عوامل سازمانی، حرفه‌ای و اجتماعی قرار دارد. بنابراین، دانشگاه‌ها باید با رویکردی جامع و یکپارچه در طراحی سیاست‌ها و برنامه‌ها، به هر سه بُعد توجه کنند. این امر می‌تواند به تقویت دلبستگی شغلی اعضای هیئت علمی و دستیابی به اهداف آموزشی و پژوهشی کمک کند.  </div> <div style="text-align: justify;"> Background & Aims: Islamic Azad University has a great capacity to improve the higher education system in the country, whose scope has gone beyond the borders. This huge university complex is responsible for about 0.60% of the country's higher education in various fields of science and more than 0.40% of medical education. The field of medical sciences has been the main encourager and supporter of specialized fields of medicine and dentistry since its establishment and has made efforts to introduce these fields to people over many years, this scientific effort made by faculties, medical and dental communities, and specialized associations in This field is carried out, it is a fundamental and necessary move towards the scientific growth and knowledge of medicine, dentistry and harmony with the world today in our country, and among the active people of this leap, there are faculty members with a high level of knowledge who are promising. They are a good future. The experiences of the past seventy years reveal one truth and that is that whenever there has been consensus, unity of opinion, attachment, and empathy among the academic staff members of the field of medical sciences, they have been able to implement their scientific and service programs in a better way. In times when hypocrisy narrow-mindedness and lack of dependence have ruled in their relationships, this profession has been hurt, so the main and important factor is the attachment, unity, unity, and consensus among the academic staff members of this field. Therefore, the general purpose of this research was to investigate the job attachment status of the medical faculty members of Tehran Islamic Azad University and provide a model to improve it. Methods: This research was conducted with a practical purpose a mixed approach (qualitative and quantitative) and an exploratory design. The statistical population of the qualitative part included 30 members of the medical faculty of Islamic Azad University of Tehran, while the statistical population of the quantitative part included 1400 members of the faculty of these fields in the same university in the academic year of 2022-2023. In the qualitative part, 15 people were selected from the purposeful sampling method and according to the saturation law. In the quantitative part, using Cochran's formula, 300 people were selected by stratified random sampling according to the type of faculty. Semi-structured interviews and Delphi design were used to collect qualitative data. In the quantitative part, a researcher-made job attachment questionnaire with 70 questions and 10 dimensions was designed and used. Data analysis was done using SPSS21 and AMOS version 26 software. Results: The results showed that from the point of view of the respondents, there are 3 main dimensions of "professional development and job satisfaction", "noir, research, and social interaction", "work environment and well-being" and their components in the job attachment status of faculty members of Azad University of Medical Sciences. The results showed that to improve the level of job attachment of the faculty members of Islamic Azad University of Medical Sciences, it is necessary to focus on three important and main factors which include "professional development and job satisfaction", "environment Work and welfare" and "innovation, research, and social interaction" should be given special attention and these factors had a favorable fit. The general measurement model of the research variables to check the validity of the constructs is given in Figure 1. The indicators together with each other confirmed their respective constructs according to the structure desired by the researcher because the current model was correctly implemented using the confirmatory factor analysis method and no significant interference was observed. Considering that the value of the square root of the estimated variance of the RMSEA approximation error for the initial model is reported to be less than 0.08, the design of the above structural model is acceptable. The results of Table 6 show that the goodness-of-fit index (GFI) is 0.98, which indicates the acceptability of this value for the optimal fit of the model. The modified goodness of fit index (AGFI) is equal to 0.94, which is greater than 0.9, so the model has a good fit. Also, the second root of the mean square of the remaining error is 0.39, which is less than the absolute value of 4 and indicates the perfect fit of the model. The value of the root mean square error of estimation (RMSEA) is 0.01, which is acceptable considering that it is less than 0.05 and indicates the approval of the research model. Also, the comparative fit index (CFI) is 0.92 and the normalized parsimony index (PNFI) is 0.616, which all indicate the good fit of the model. Conclusion: The general conclusion is that job attachment is not only an individual issue but is also influenced by organizational, professional, and social factors. Therefore, universities should pay attention to all three dimensions with a comprehensive and integrated approach to designing policies and programs. This can help to strengthen the job attachment of faculty members and achieve educational and research goals. The importance of this model and its components in job attachment comes from the fact that job attachment goes beyond a simple feeling towards work and refers to a combination of satisfaction, commitment, and motivation for deeper involvement in tasks and responsibilities. This model has achieved a comprehensive understanding of the factors that affect people's behavior, attitudes, and emotions by considering various aspects of the job, from individual needs to social interactions and organizational conditions. The components of this model are related to job attachment from three main aspects.  </div> توسعه حرفه‌ای, رضایت شغلی, دلبستگی شغلی, طراحی سیاست‌ها Professional Development, Job Satisfaction, Job Attachment, Policy Design 1 12 http://rjms.iums.ac.ir/browse.php?a_code=A-10-8416-1&slc_lang=fa&sid=1 Samira Khoshnoodnia سمیرا خشنودنیا 3900319475328460090066 0009-0005-2232-5440 No Department of Educational Management, Science and Research Branch, Islamic Azad University, Tehran, Iran. دانشجوی دکتری گروه مدیریت آموزش عالی، واحد علوم و تحقیقات، دانشگاه آزاد اسلامی، تهران، ایران. Hamidreza Arasteh حمیدرضا آراسته arsteh@khu.ac.ir 3900319475328460090067 3900319475328460090067 Yes Professor of Higher Education Administration, Kharazmi University, Faculty of Physiology and Education, Department of Educational Administration, Tehran, Iran استاد مدیریت آموزش عالی، دانشگاه خوارزمی، دانشکده روانشناسی و علوم تربیتی، گروه مدیریت آموزشی، تهران، ایران Parivash Jafari پریوش جعفری 3900319475328460090068 3900319475328460090068 No Associate Professor, Department of Educational Management, Science and Research Branch, Islamic Azad University, Tehran, Iran دانشیار گروه مدیریت آموزشی، واحد علوم و تحقیقات، دانشگاه آزاد اسلامی، تهران، ایران.