Association between organizational justice and productivity of human resources: a study at the Jundishapur Medical Sciences University of Ahvaz

Objective: From the management perspective, productivity is defined as the successful utilization of resources to achieve the desired goals. training and improvement of human resources are one of the several ways for increasing the productivity of human resources. Organizational justice is another factor affecting the productivity but has received little or no consideration. Organizational justice refers to the perceptions of employees about the fairness and fair behavior of the management on the job. Justice processes play an important role in all organizations. Besides, the manner in which the organizations deal with their employees can greatly influence their beliefs, feelings, attitudes, and behavior This correlational descriptive study aims to determine the association between organizational justice and productivity of human resources in Jundishapur Medical Sciences University of Ahvaz.Methods: 376 employees of the university were randomly sampled. Persian version of Niehoff and Moorman's organizational justice questionnaire and Hersey and Goldsmith's human resources productivity questionnaire were used for data collection.Results: The results of this study based on the dimensions of organizational justice indicated that the perception of total organizational justice among the included employees was relatively inappropriate, and only the dimension of interactional justice was estimated to be in the relatively appropriate condition.The study also showed a positive and significant association between organizational justice and human resources' productivity.Conclusions: As the organizational justice scenario is bad, therforeit is essential that the managers ensure a fair and just environment for the employees. This is essential to maximize the efficiency and productivity of the employees to achieve organizational goals. It was found that that the higher the perception of organizational justice especially procedural justice, the more was the productivity index in the organization. In addition, a medium, positive, and significant association was observed between distributive justice and the productivity of the employees.Keywords: Organizational Justice, Human Resources, Productivity, Administration, Workforc

Satisfaction with hearing aids based on technology and style among hearing impaired persons

Introduction: Hearing loss is one of the most disabling impairments. Using a hearing aid as an attempt to improve the hearing problem can positively affect the quality of life for these people. This research was aimed to assess satisfaction of hearing impaired patients with their hearing aids regarding the employed technology and style. Materials and Methods: This descriptive-analytic cross-sectional research was conducted on 187 subjects with hearing loss who were using a hearing aid. The subjects were over 18 years of age and were using a hearing aid for at least 6 months. The Persian version of Satisfaction with Amplification in Daily Life (SADL) questionnaire was the instrument which was used for assessing satisfaction with the hearing aid. Cronbach's alpha was calculated to be 0.80 for instrument reliability. Results: A significant difference was observed among satisfaction subscales' mean scores with hearing aid technology. Also a significant difference was observed between the total satisfaction score and the hearing aid model. With respect to the analysis of satisfaction with the hearing aid and its style, cost and services was the only subscale which showed a significant difference (P=0.005). Conclusion: Respondents using hearing aids with different technology and style were estimated to be quite satisfied. Training audiologists in using more appropriate and fitting hearing aids in addition to using self-reporting questionnaires like SADL for estimating patients' social condition and participation in their life can essentially change their disability condition and countervail their hearing loss

Knowledge Management Components from the Viewpoint of Departments’ Chairmen Ahvaz Jundishapur University of Medical Sciences

Aims: Knowledge management is one of the most important success instruments for organizations in the competitive conditions and information era. Setting knowledge management in the organizational system of Medical Sciences’ Universities is required in order to achieve and use the latest research and scientific achievements. So this study aimed to determine the knowledge management components from the viewpoint of the departments’ chairmen of Ahvaz Jundishapur University of Medical Sciences. Instrument & Methods: This descriptive cross-sectional research was performed in the society of department chairmen of Ahvaz Jundishapur University of Medical Sciences (60 persons) in 2012 and all of them were studied by census method. Data gathering instrument was a standard questionnaire with 2 parts demographic data and knowledge management. Data were analyzed by SPSS 17 software using descriptive statistics and non-parametric tests like Mann-Whitney and Kruskal-Wallis tests. Findings: The situation of knowledge creation dimension (2.84±0.70) was estimated relatively not appropriate, while knowledge sharing (3.00±0.74), knowledge transfer (3.11±0.61), knowledge application (3.11±0.64), knowledge assessment (3.10±0.77) and general knowledge management (3.01±0.58) were estimated relatively appropriate. There was a significant relationship between samples’ age and the application of knowledge dimension (p=0.009). Conclusion: Knowledge management status seems relatively appropriate from the viewpoint of the departments’ chairmen of Ahvaz Jundishapur University of Medical Sciences