Relationship between moral values and administrative health: an organizational assessment

Background:  A human society with any culture needs to observe administrative health. In the health of organizations, addressing ethical values is a requirement. The purpose of this article was to investigate the effect of ethical values of the employees of Kerman Urban Water and Sewerage Company on organizational factors related to administrative health. Methods: This was with applied purpose and descriptive nature of the correlation type and structure of qualitative and quantitative study. The statistical population included all employees of Kerman Urban Water and Sewerage Company (1050). The sample size calculation was based on Cochran's formula 290 which was selected by stratified random sampling method. To collect data, study literature and research background and questionnaire were prepared. The administrative health questionnaire included 4 dimensions and 10 questions. The Ethical Values Questionnaire includes 7 dimensions and 16 questions. Data analysis was performed by structural equation modelling with PLS software. Results: At a significance level of less than 0.05, the variables of occupational health (P=0.341), transparency (P=0.332), internal control and supervision (P=0.337) and education (P=0.374) affected moral values. The model coefficient of determination value is 0.116, so it can be stated that about 12% of the changes in the dependent variable of occupational health are explained by ethical-religious values. Conclusion: Ethics in organizations can lead to the promotion of health and administrative efficiency and the effectiveness of creating job satisfaction among employees. Occupational health affects moral values and improves occupational health

The relationship between psychological empowerment and job burnout: a model with a mediating role of self-efficacy in nurses

Background: The present study aimed to investigate the relationship between psychological empowerment and job burnout with a mediating role of self-efficacy in nurses of private hospitals in Shiraz. Methods: The present study was applied in terms of aim. The statistical population included nurses of private hospitals in Shiraz. According to the statistics of the Deputy of Shiraz University, their number was 750 people. Using Cochran's formula, the sample size was determined at 256 people. To collect data, Maslach job burnout questionnaire, Spreitzer psychological empowerment questionnaire and Sherer & Adams self-efficacy questionnaire and structural equation method were used to analyze the data. Results: The absolute value of the path coefficient to explain the relationship between psychological empowerment and job burnout was -0.545 and t-statistic is higher than 1.96. There was a negative relationship between psychological empowerment and job burnout. Also, psychological empowerment with a mediating role of self-efficacy has a negative path coefficient was -0.704 and t-statistic is higher than 1.96. Self-efficacy increased the effect of psychological empowerment on job burnout. Conclusion: Since perfectionist people and those extremely involved at work suffer from job burnout emotionally and self-efficacy relationship in line with psychological empowerment and inverse relationship with job burnout, it is necessary to take special measures for psychological empowerment to prevent job burnout by managers to increase the efficiency of nurses

Digital Entrepreneurship Dimensions and Strategies: Crowdsourcing and Digital Financing

[EN] This paper aims to investigate an agile, knowledge-based, innovative, and integrated solution for businesses, i.e., Digital entrepreneurship, which means creating new ventures and transforming existing businesses by developing novel digital technologies and novel usage of such technologies. On the one hand, financing the projects is unaffordable for the companies, and a crowdsourcing platform is a good way to mitigate the burden of expenditure. The Digital Entrepreneurship process is a multidisciplinary field: developing software is rooted in information systems (IS), conceptualising business models, and formulating strategy. In addition to that, digital entrepreneurship is located at the junction of knowledge, business, and institutional entrepreneurship. This complicated nature of digital entrepreneurship requires a strategy. The type of opportunities they pursue characterises the strategy of formation and sustainability for a new venture; therefore, the entrepreneurs need to select strategies to make the best position according to their resources or the attainable resources through crowdsourcing. We shed light on the importance of crowdsourcing to have a successful state¿of¿the¿art business after reviewing the background of digital entrepreneurship, crowdsourcing, and the digital entrepreneurship strategy.Garrigós Simón, FJ.; Alizadeh Moghadam, SS.; Abdi, L.; Pourmirali, Z.; Abdi, B. (2021). Digital Entrepreneurship Dimensions and Strategies: Crowdsourcing and Digital Financing. Management and Business Research Quarterly. 18:1-15. https://doi.org/10.32038/mbrq.2021.18.01S1151

Designing and validating a digital leadership model in the education system: A case study with a mixed approach

Background: This research aimed to design and validates a digital leadership model in the education system. Methods: This research was a case study with a mixed qualitative-quantitative approach. The statistical population in the qualitative section was 23 experts in education organization, and in the quantitative section, it was 400 education organization employees in Sistan and Baluchestan province.  After semi-structured interviews and qualitative content analysis in MAXQDA software, interview coding was done and primary and secondary categories of the research were identified. The causal relationships between categories were identified by structural-interpretive modeling method and MICMAC software and the model was validated by using the partial least squares technique and SMART PLS software. Results: A total of 39 secondary categories were categorized into 7 primary concepts including leadership, technological infrastructure, governance structure, strategy development, policy-making, human resource management and digital culture. It was found that governance structure and digital technology infrastructure, as the underlying variables of digital leadership model, directly affects "digital strategy formulation" and digital strategy affects "human resource management" and "digital policymaking". "Digital culture" can also be institutionalized in the organization through digital policymaking and human resource management, and finally "digital leadership" can be achieved. Conclusion: The present study results can be used by relevant managers in today's dynamic environments that pursue the establishment of digital leadership model in the Iran’s education system, especially in Sistan and Baluchestan province

Investigating the Relationship between Psychological Empowerment and Job Burnout with a Mediating Role of Emotional Intelligence in Nurses of Private Hospitals in Shiraz

Introduction: Employee burnout is one of the most important issues in today’s organizations because worn-out or depleted employees cannot effectively achieve organizational goals. The present study aimed to investigate the relationship between psychological empowerment and job burnout with a mediating role of emotional intelligence in nurses of private hospitals in Shiraz.Methods: The present study used a cross-sectional analytical method on 256 nurses from private hospitals in Shiraz; according to the statistics of the Vice-Chancellor of Shiraz University, the total number of working nurses was around 750. To collect data, Maslach’s job burnout, Spreitzer’s psychological empowerment, and Bar-On’s emotional intelligence questionnaires were used, and the structural equation method was used to analyze the data.Results: The absolute value of the path coefficient explaining the relationship between psychological empowerment and job burnout was greater than 0.3 (0.545), and the t-statistic was higher than 1.96. Therefore, a negative relationship exists between psychological empowerment and job burnout, so with increased psychological empowerment, job burnout decreases. Also, Emotional intelligence increases the effect of psychological empowerment on job burnout. Thus, job burnout decreases with increased psychological empowerment and emotional intelligence.Conclusion: According to the results of this study, there are mutual effects between psychological empowerment, emotional intelligence, and job burnout, so it is expected that managers can promote psychological empowerment and reduce job burnout by strengthening emotional intelligence and improving the efficiency of nurses

تصمیم نموذج للعلائم التجاریة للموراد البشریة في قطاع الصحة بمنهج إسلامي

سابقه و هدف: بی‌اطلاعی یا بی‌اعتنایی سازمان به هنجارها و ارزش‌های اجتماعی آثار منفی بسیاري در زمینۀ جامعیت و ویژند سازمان در جامعه دارد. در این پژوهش تلاش شده است تا به پرسش‌های اساسی در زمینۀ معیارهاي ویژندسازی بر اساس مبانی ایرانی-اسلامی پاسخ داده شود و الگوي ویژندسازی منابع انسانی را مبتنی بر فرهنگ و دستورهاي اسلامی ارائه کند. روش کار: این پژوهش از نظر روش از انواع پژوهش‌های ترکیبی (کیفی و کمّی)، از نظر هدف کاربردی و به‌لحاظ شیوۀ گردآوری اطلاعات پیمایشی است. نتایج به‌دست‌‌آمده از مرحلۀ کیفی پژوهش به طراحی الگوی مفهومی پیشنهادی ویژندسازی منابع انسانی منجر شد. بر این اساس در بخش اول تحقیق به‌منظور ارائۀ الگویی جامع از روش پژوهشی کیفی فراترکیب استفاده شد و پس از شناسایی مقولات، مفاهیم و کدهای ویژند منابع انسانی از طریق روش فراترکیب، برای ارائۀ ترکیب مطلوب مؤلفه‌های الگو به‌گونه‌ای که بتوان رابطۀ بین مقوله‌های ویژند منابع انسانی را بهینه نمود از روش الگو‌سازی ساختاری (ISM) استفاده شد و الگوی اولیه به ‌دست آمد و سپس از طریق روش حداقل مربع جزئی (PLS) الگو اعتبارسنجی شد. در این پژوهش همۀ موارد اخلاقی رعایت شده است و مؤلفان مقاله تضاد منافعی گزارش نکرده‌اند. یافته‌ها: الگوی موردنظر متشکل از هشت مقولۀ اصلی (ویژندسازی منابع انسانی-اسلامی، ارزیابی عملکرد منابع انسانی، آموزش و توسعۀ منابع انسانی، رهبری سازمانی، عدالت سازمانی، رضایت و تعهد منابع انسانی، فرهنگ‌ سازمانی و ویژندسازی داخلی) و 43 مقولۀ فرعی است که می‌تواند الگوی ویژندسازی منابع انسانی را با رویکرد اسلامی نمایش دهد. نتیجه‌گیری: هر سازمانی در حوزۀ سلامت در فرایند استعدادیابی‌های خویش می‌تواند علاوه بر استفاده از اصول علمی شایسته‌سالاری و مدیریت استعدادها، شاخصه‌های اسلامی استخراج‌‌شده در این پژوهش را برای ویژندسازی خود به‌ کار گیرد و درنهایت نیز با اتکا به اصول و مبانی دینی و اسلامی، با جذب و نگهداری نیروهایی مستعد، فرایند ویژندسازی خود را تکمیل نماید.Background and Objective: Ignorance of or neglect about the social norms and values has a negative effect on the organization's comprehensiveness and brand in the community. This study tries to answer basic questions on branding criteria based on Iranian-Islamic principles and introduce the branding pattern of human resources based on the Islamic culture and orders. Methods: This is mixed method study (qualitative and quantitative). It is applied in purpose and survey-based in terms of data collection method. The results obtained from the qualitative phase of the study led to the development of the proposed conceptual model of human resources. Accordingly, in the first part of the study in order to provide a comprehensive model, meta-synthesis qualitative research method was used after identification of categories, concepts and codes of human resources. Interpretive structural modeling (ISM) was used to find the optimal combination of the model components to optimize the relationship between the human resources brand components. In the present study, all ethical considerations were observed and the authors reported no conflict of interests. Results: The developed model consists of eight main categories (branding of human-Islamic resources, evaluation of human resources, training and development of human resources, organizational leadership, organizational justice, satisfaction and commitment of human resources, organizational culture and internal branding) and 43 subcategories that can display the branding pattern of human resources with an Islamic approach. Conclusion: In the process of recruitment and identifying the talents, Every organization in the health domain can any organization can apply the Islamic indicators extracted in this study for branding in addition to the principles of meritocracy and the management of talents, and finally, relying on the religious and Islamic teachings and taking into account the Iranian tradition in the society, it can complete its brand development process by attracting and keeping the talented forces.خلفية البحث وأهدافه: یترك عدم الإطلاع أو عدم الإهتمام المنظمات بالقیم والمعاییر الإجتماعیة آثاراً سلبیة جمة علی علامة المنظمة وسمتعها بشکل عام. لهذا تسعی هذه الدراسة أن ترد علی الأسئلة الأساسیة حول معاییر صناعة العلائم التجاریة وغیرها بناء علی المبادئ الإیراني/ الإسلامیة وتقدم حلولاً وإقتراحات حول آلیة صناعة العلائم من منظور الثقافة الدینیة والتعالیم الإسلامیة. منهجية البحث: اعتمدت الدراسة علی مسح شامل (کمی ونوعي) وتهدف الإعتماد علی المنهج التطبیقي. اما المنهج الذي اعتمدته في جمع البیانات فهو المنهج الإستطلاعي، حیث أجرت مسحاً شاملاً لجمع المعلومات وتوصلت إلی نتائج نوعیة أدت إلی بلورة نموذج مفاهیمي من مفهوم الموارد البشریة. وعلی هذا الأساس اعتمدت الدراسة في جزءها الأول ولتقدیم نموذج متکامل، علی المنهج النوعي؛ وبعد رصد المقولات، والمفاهیم، وترمیز العلامات المتعلقة بالموارد البشریة عبر دمج المعطیات، اعتمدت علی منهج نمذجة المعادلات النبیویة (ISM) لتقدیم الأنموذج الأنسب لمکونات العلامة التجاریة، بحیث یمکن رصد العلاقة بین مقولات العلامة ومکوناتها، وبین الموراد البشریة. بعدها تم تقییم النموذج الأولي عبر منهجیة إنحدار المربعات الصغری أو ما اصطلح علیها (PLS). یذکر أنّه تمت جمیع الموارد الأخلاقیة في هذا البحث وإضافة إلی ذلك فإن مؤلفي البحث لم یشیروا إلی أيّ تضارب في المصالح. المعطیات: اظهرت الدراسة أنّ النموذج التي حصلت علیه یتکون من ثمانیة مقولات أو مکونات هي (العلامة المتعلقة بالموارد البشریة/ الإسلامیة، وتقییم أداء الموارد البشریة، وتعلیم وتطویر الموارد البشریة، والقیادة التنظیمیة، والعدالة المنظماتیة، ورضی الموارد البشریة والتزامها بالعمل، والثقافة المنظماتیة، وتطویر العلامات التجاریة الداخلیة). کما أنّ هذه المکونات تتجزأ إلی 43 مکوناً فرعیاً یمکن أن تساعد علی تعزیز قدرات العلامات التجاریة للموراد البشریة بمنهج إسلامي. الاستنتاج: یمکن لکل منظمة تعمل في قطاع الصحة العامة أن تنتهج أسالیب خاصة لکشف المواهب الواعدة وتلتزم بقوانین ومبادئ الجدارة وتختار الأجدر لإدارة شؤونها. فالأسس الإسلامیة التي تقدمها هذه الدراسة یمکن أن تساعد المنظمات في هذا الشأن وتتخذ من المبادئ الدینیة والتعالیم الإسلامیة منهجاً لاستقطاب المواهب وتعزیز حضورها في الساحة الإجتماعیة