Reza Besharati
Abstract
AbstractThe aim of this study was to investigate the effect of "human and financial resources" on the operational planning process in teaching hospitals of Mashhad University of Medical Sciences. 176 planning experts participated in this applicable research, which was performed using review, comparative, ...
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AbstractThe aim of this study was to investigate the effect of "human and financial resources" on the operational planning process in teaching hospitals of Mashhad University of Medical Sciences. 176 planning experts participated in this applicable research, which was performed using review, comparative, and quantitative methods. To collect the data, a researcher-made questionnaire was used, which was designed based on review and comparative studies of various operational planning models. Its validity was confirmed by consulting experts, and its reliability was confirmed by pilot studies and Cronbach's alpha calculation of 0.96. After data collection, exploratory and confirmatory factor analysis was performed using Spss22 and Amos22 software. There has been the highest score of an average of 4.35 in the results of the variable "Supply of specialized manpower for the development and implementation of programs" in the survey of experts opinion, and the most importance has been in the analysis of variable "Accurate calculation of program costs" by varimax rotation method with a factor load of 0.772. Also the effect of "human and financial resources" factor in operational planning in teaching hospitals based on the calculation of the regression coefficient of factor analysis was estimated to be 0.829. Therefore, providing "financial and human resources" affects the quality of medical and educational services of Mashhad University of Medical Sciences hospitals, and the optimal use of these resources can improve the performance of operational planning in hospitals.Extended abstractIntroductionPlanning is of special importance in the pyramid of managerial tasks. It is the most basic principle of management that affects all the tasks of managers; performing other tasks will be possible when planning is achieved (Seyed Javadin, 2019). Operational planning with a realistic view relies solely on the available facilities and is short-lived, and the preparation of the operational and executive plan is the stage in which the output of the plans is determined and resources such as personnel, financial resources and training budget, equipment, information and technology are allocated. Budgeting and financing is one important aspect of the planning process in organizations or its affiliated units (Tabibi, 2018). Teaching hospitals affiliated with medical universities in the country are not only considered as one of the important institutions providing health services (Barouni, 2015), but also as an educational environment for medical students. Clinical departments in fact have a high potential in creating the best learning and teaching opportunities for medical education, and the quality of the educational environment plays an important role in the effectiveness of students' learning (Rezaei et al, 2020). Lack of belief in planning, mismatch of goals and activities, lack of proper planning model, lack of specialized and trained manpower, and lack of budget have been among the most important planning challenges (Mosadeghred et al, 2020). Meet the human needs of the program and practice to acquire planning skills by them, limited resources, the need to create coordination between different parts of the organization, create team spirit and commitment in key people to achieve goals, increasing demand for services, preventing the exercise of tastes, and avoiding multiple workloads (Tabibi, 2018) highlights the need for research on the impact of financial and human resources on operational planning; so in the present study we seek to answer the question of the extent of impact of human and financial resources on the planning process of the operation planning in the teaching hospitals of Mashhad University of Medical Sciences.Theoretical Framework: Planning means determining the future path and method to achieve a goal. It can be said that recognizing and predicting and determining the steps and sequence of operations by time, cost and necessary manpower, control if necessary and revise them is called operational planning (Asefzadeh, 2018). Mossadegh Rad et al (2020) in a study on planning in Tehran University of Medical Sciences, examined its challenges and solutions and concluded that poor management and leadership, poor planning, inappropriate organizational culture, lack of attention to organizational learning and poor management of staff and resources and work processes are major barriers to planning for university administrators (Mosadeghred et al, 2020). The results of the study of Nafari and Behruzi (2022) to investigate the relationship between human resource strategies and organizational performance in a public hospital in Isfahan, showed that there is a positive and significant relationship between human resource strategies in planning and organizational performance, and organizational performance in learning and growth perspective had the highest correlation with human resource strategies, and financial perspective had the lowest correlation; all human resource strategies were effective on organizational performance (Nafari & Rezaei, 2022).Balqis Free et al, (2021) in a study examined the impact of human resource planning and management on hospital services in Indonesia and concluded that innovative methods of human resource management and knowledge management such as medical, nursing and Electronics management services can improve the performance of hospitals (Balqis Ferry et al, 2021). Shortell et al, (2019) in their research studied the relationship between human resource and financial functions and information technology on the performance of hospitals in the University of California and concluded that there is a positive and significant relationship between human resource, financial and information technology functions and hospital performance, and managers must have the necessity skills to use these resources to achieve goals (Shortell et al, 2019).Methodology:The present study is an applicable type in terms of purpose in which review, comparative and quantitative methods have been used in order to collect data and analyze them. This study sought to investigate the impact of human and financial resources on the operational planning process in the teaching hospitals of Mashhad University of Medical Sciences. In the first stage, different theoretical and practical models of operational planning were collected through library studies and literature review, and then the different dimensions of these models were arranged in a comparative table. In the second stage, a research questionnaire was designed and validated. The questionnaire was adjusted according to the different variables of the studied models in such a way that it could cover the necessary components to examine the effect of different factors in hospital planning. This questionnaire was distributed among 30 academic experts and specialists in operational planning in hospitals to be validated and their opinions were applied. To assess the reliability of the questionnaire, the modified questionnaire was tested by pilot in three hospitals and Cronbach's alpha was calculated (0.96), and finally the study tool was extracted as a questionnaire containing 44 questions. In the third stage of the study called field study, the final questionnaire from the previous stage were distributed among 176 people (4 times the questionnaire questions); professors of health services management, members of the planning committees of the University of Medical Sciences, heads and managers, supervisors and experts of the Office of Hospital Excellence, which had sufficient knowledge and experience in designing and preparing hospital programs, and the necessary data were collected and analyzed with SPSS22 software. In the fourth stage of the research, the factors affecting the operational planning of the hospital were extracted based on the findings of the field stage using exploratory factor analysis. In the fifth stage of the research, the exploratory factor from the fourth stage was validated by confirmatory factor analysis using Amos22 software.Discussion and Results:Examination of the average score of the respondents' opinions on the variables identified in this field showed that the variable "Supply of specialized manpower for the development and implementation of programs" with an average of 4.35 has the highest score among the variables in this field, this result is consistent with Findings of studies (Nazarzadeh et al, 2021), (Mosadeghred et al, 2020), (Gile et al, 2018), because one of the most important factors influencing the success of human resource planning is paying attention to human resource. The second important variable in experts viewpoint, this field has been accompanied by stakeholders, senior managers and executives to plan and implement it, which is consistent with the findings of studies (Pourrashidi, 2021), (Mostafapour et al, 2021), (Rezaei et al, 2020). in explaining these common results, it can be said that the association of these groups and individuals with programs has supportive, leadership, scientific, financial and intelligence roles. Another important finding in the field of human resources with a high average score from the perspective of research samples is "formulation of evaluation strategies of programs and practices"; this finding is consistent with the results of studies (Shortell et al, 2019), (Doshmanziari et al, 2018), (Mosadeghred et al, 2020), because the existence of employee evaluation systems and programs can exclude them from being slogans and non-operational. Findings of Exploratory Factor Analysis showed that the highest factor load for the examined variables were related to "accurate calculation of program costs", "review of how programs are financed" and "payment to employees based on their performance according to the plan", respectively. These findings are consistent with the results of research (Mosadeghred et al, 2020), (Mostafapour et al, 2021), (Nafari & Rezaei, 2022), (Rezaei et al, 2020), (Balqis Ferry et al, 2021), because there must be a clear link between the plan and its budget in operational planning. Research findingsIn the review stage, through comparison of 16 models of operational programming, their comparative matrix adjusted and the effective factors on operational programming in each model as well as the common and non-common parts was specified. Considering the comparative matrix of operational programming models, the effective factors on operational programming was named in the shape of 6 factors including financial and human resource provision. The high amount of kaizer- meyer- alkin index as much as 0.907 indicates the sufficiency of sample volume, and also significance of kroit bartlet test as much as 313.5461 and freedom degree of 955 and significance of <0.001 indicated the fitness of applying the factor analysis on the data of this research. In the survey of experts' opinion, the "Supply of specialized manpower for the development and implementation of programs " variable with the average of 4.35 had the highest score, and in analysis according to varimax rotation, the "Accurate calculation of program costs" variable with the factor load of 0.772 has had the most importance. Also, the effect of "financial and human resource" factor in operational programming in teaching hospitals was estimated 0.829 based on the regression coefficient calculation of factorial analysis.Conclusion:According to the research findings, the following items are suggested for the optimal use of financial and human resources in planning and as a result of improving the quality of medical and educational services in hospitals:Creating an organizational culture in the field of belief in planning and its implementation through continuous training of managers and employeesForming a team consisting of managers and experts in various fields for planningJustify and execute employees to participate in their planning and implementationContinuous monitoring of performance based on schedules and receiving the necessary feedback and making necessary corrections in schedulesBudgeting based on annual operational plans and preparing financial reports in a categorized manner and in accordance with the activities of the university, trying to attract and distribute and allocate resources at the appropriate time in the implementation of programs, providing specialized training and consulting to empower human resources to manage financial resources.
Reza Besharati
Abstract
The present study was conducted with the aim of investigating the factors affecting the job motivation of employees of the Islamic Azad University of Kashmar branch based on Herzberg's theory of health -motivational factors. In this descriptive and analytical research, 90 people out of 100 official and ...
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The present study was conducted with the aim of investigating the factors affecting the job motivation of employees of the Islamic Azad University of Kashmar branch based on Herzberg's theory of health -motivational factors. In this descriptive and analytical research, 90 people out of 100 official and contract employees of Islamic Azad University, Kashmar branch participated in the academic year 2018-2019. In order to investigate the factors affecting the job motivation of employees, a researcher-made questionnaire based on Herzberg's theory was used, and after confirming its validity and reliability, the research data was obtained using spss-21 software in the form of frequency distribution and Pearson variance and correlation analysis. The results of the research showed that the most important factors affecting employees' job motivation were "job security and stability" and "level of salary" in the field of health factors, and "nature of work" and "growth and progress" in the field of motivational factors, and the effect of health factors in creating career motivation is more than motivational factors.Extended AbstractIntroductionThe perception, attitude and needs of people to work in every organization are different from each other. Therefore, the management of the organization must have a real, correct and logical understanding of the people of the organization in order to be able to use them to achieve the goals and objectives of the organization by creating appropriate motivation (Asefzadeh, 2018), as far as the human force does not have acceptable job motivation. Other activities of the organization will not have the necessary results and outcomes, providing the necessary motivation to do the work and paying attention to the motivational forces of employees is one of the most important and at the same time the most complicated tasks of organizations (Muslimi et al, 2017).Providing career motivation in organizations has various benefits such as innovation, gaining customer satisfaction, competitive advantage, etc. (Atefi, 2017), it is important to know what factors affect the motivation, commitment and retention of employees in the organization (Suttikun et al. al, 2018), therefore, every organization should adopt the necessary policies and guidelines to improve employee motivation (Atefi, 2017). Lack of job motivation of employees, irresponsibility and lack of effective work is one of the most obvious work situations in Iran (Taleghani, Davoodi, 2017).According to the mentioned materials, the main problem of the research is: what are the effective factors on the job motivation of the employees of the Islamic Azad University of Kashmar branch based on Herzberg's theory of health-motivational factors?Theoretical FrameworkDifferent theories and methods have been presented to motivate employees. One of the important theories in this field, which also forms the structure of the current research, is Herzberg's motivational theory. The factors creating job-satisfaction were called motivational factors, and the factors whose supply do not necessarily lead to satisfaction, were called health factors by Herzberg. These two categories of factors are known as Herzberg's two-factor theory of motivation (Lutans, 2021). Health factors are mainly related to the "job environment and context, not the job itself". These factors include: salary and other types of employee benefits, administrative policies and regulations governing the working environment, personal relationships with partners, supervisors and subordinates, job guarantee, working environment conditions, supervision and monitoring. Motivational factors are related to the essence and nature of the job (work content) and have a positive effect on morale, efficiency, and productivity. According to Herzberg, motivational factors are: recognition and appreciation, nature of work, career success, responsibility, growth and development (Iran Nejad, 2022).Ganjali (2020) in a research in the field of designing a motivational model for non-academic employees of Imam Sadiq University (a.s.) concluded that the priorities of university managers to motivate employees in order of priority are: paying bonuses to employees based on merit, development Professionalism of employees and job guarantee, employee-favored behavior of officials and development of personal characteristics of officials.The research of Mehrabian et al, (2020) at Gilan University of Medical Sciences showed that the level of motivation and satisfaction of employees in all investigated areas including management, supervision, communication, physical conditions of the workplace, psychological conditions and job guarantee, promotion opportunities And personal growth and salaries and benefits is at the average level, and only in the area of satisfaction with the work environment, has been at the optimal level.MethodologyThe current research is applicable in terms of its purpose and descriptive-survey in terms of data collection method, which was conducted in order to investigate the factors affecting the job motivation of employees of the Islamic Azad University of Kashmar Branch based on Herzberg's theory. The statistical population in this research included all the employees who were employed by the university in official and contractual ways in the academic year 2018-2019, so the total sample size was 100 people, which made up all the members of the research community, and after the distribution of questionnaires 90 people completed them. In order to collect data related to research variables, a researcher's questionnaire was used, which includes three parts; 4 questions related to individual characteristics in the first part; 44 question to examine the opinions of employees regarding the factors affecting their job motivation in the second part; and at the end of the questionnaire, three open-ended questions are asked, two of which question the factors affecting the highest and lowest levels of job satisfaction, and the last question has been asked from research units.Discussion and ResultsIn order to investigate the research hypothesis and data analysis, SPSS 21 software was used and the results showed that in examining the relationship between the factors affecting job motivation and individual characteristics of employees, the results of the Pearson correlation test showed that there was a positive and significant correlation (586/ r=0) between age and health factors (P-value=0.001) and also between age (r=0.857) and motivational factors (P-value=0.001). The results of the analysis of variance showed that there is a significant difference between the two sexes in terms of health (P-value=0.001) and motivational factors (P-value=0.007), which means that in men, the score of health and motivational factors is more than that in women. There is a significant difference in terms of health factors (P-value = 0.003) and content (P-value = 0.001), that is, the score of health and motivational factors in people with education higher than diploma is higher than the score of health and motivation factors for people with diploma education and lower. There is a significant difference between the type of employment in terms of motivational factors (P-value = 0.001), in official employees, the score of motivational factors is higher than that of contract workers (P-value = 0.001).ConclusionThis research was conducted with the aim of investigating the factors affecting the job motivation of employees of the Islamic Azad University of Kashmar branch based on Herzberg's theory of health-motivational factors. The results of the research showed that the most important factors affecting the job motivation of employees in the field of health factors were "job security and stability" and "rate of salary" and in the field of motivational factors "nature of work" and "growth and development", and the effect of health factors in creating job motivation is more than that of motivational factors. The results of this research are in agreement with the findings of Ganjali (2020), Ghanbari et al, (2014), Pourmiri et al, (2011), Sotoudeh (2013), Dadashzadeh et al, (2013), Shigli et al, (2011). The results of examining the relationship between the factors affecting job motivation and the individual characteristics of employees showed that the scores of contextual and motivational factors in men were higher than in women, and in employees with higher than diploma education, it was higher than in employees with less than diploma education. Also, the score of motivational factors in official employees was higher than that in contract people. These findings are contrary to the results of the study of Asgarian (2012), which did not observe any significant difference between the motivational and health factors with the level of education, background and employment status in the statistical population, (Azizi, 2015). Pourmiri et al, (2011) have also reported in their studies that there is a significant difference between the job motivations of employees according to the type of employment; in expressing these differences, it can be said that the motivational factors of the work environment can be different in organizations and time for different reasons.According to the findings of this study, it is suggested to increase the financial payments to the employees according to the needs of life, performance and education; and to formulate the necessary rules by the central organization of the university in order to ensure that the employees are covered by the labor law and have sufficient support in the legal authorities, and have job security. Employees should be dealt with based on their merits, records and performance, and political and ethnic relations should not play a role in promoting or demoting their administrative ranks, and people should benefit from sufficient opportunities for career and academic advancement.
