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Hosseinian S, pourhabibi Z, Seyed Javadin S R, Taban M. Designing the Model of Employees' job Enthusiasm and the Factors Affecting it in Gilan University of Medical Sciences. Qom Univ Med Sci J 2025; 19
URL: http://journal.muq.ac.ir/article-1-3971-en.html
URL: http://journal.muq.ac.ir/article-1-3971-en.html
1- , zahra.pourhabibi@gmail.com
Abstract: (324 Views)
Background and Objective: The aim of this study was to conducted with the aim of providing a model of job enthusiasm of the employees of Gilan University of Medical Sciences.
Methods: The present study is of mixed exploratory type (qualitative-quantitative). In the qualitative part, the Foundation's data theory method was used with the Max Kyuda qualitative analysis software, and in the quantitative part, structural equation modeling and SPSS (version 25) and Smart PLS (version 3) software were used. Participants in the qualitative part include 15 faculty managers and people with more than 5 years of work experience in the field of management from university sub-departments as experts in the purposeful sampling method and in the quantitative part using Cochran's formula. 150 people were selected by stratified sampling method. To collect data in the qualitative part, a semi-structured interview tool was used, the main categories of which were extracted after completing the coding process, and in the quantitative part, a questionnaire tool was used to validate the obtained qualitative model.
Results: In the qualitative section, after coding in three stages, causal conditions included resilience, hope, self-efficacy, psychological empowerment, background factors included individual and occupational factors, and intervening factors included internal and external organizational factors, actions and strategies. Including support, transparency, organizational justice and work environment, as well as the consequences of strategies including internal and external advantages and disadvantages were extracted. Finally, the relationship between the main and secondary categories and subcategories was expressed in the form of a story line. In the quantitative part, the model of job enthusiasm obtained is favorable and has a good fit (56.9%). Also, in the examination of the job enthusiasm situation, the results showed that most of the indicators of the intervening, contextual categories and strategies of the employees' job enthusiasm model are in an unfavorable situation.
Conclusion: That improving the job enthusiasm of employees can create useful and valuable consequences for the productivity of the organization, it is appropriate for university officials to take a deeper look and apply transformative and collaborative leadership styles to provide the desired job enthusiasm in order to improve the job performance of employees.
Methods: The present study is of mixed exploratory type (qualitative-quantitative). In the qualitative part, the Foundation's data theory method was used with the Max Kyuda qualitative analysis software, and in the quantitative part, structural equation modeling and SPSS (version 25) and Smart PLS (version 3) software were used. Participants in the qualitative part include 15 faculty managers and people with more than 5 years of work experience in the field of management from university sub-departments as experts in the purposeful sampling method and in the quantitative part using Cochran's formula. 150 people were selected by stratified sampling method. To collect data in the qualitative part, a semi-structured interview tool was used, the main categories of which were extracted after completing the coding process, and in the quantitative part, a questionnaire tool was used to validate the obtained qualitative model.
Results: In the qualitative section, after coding in three stages, causal conditions included resilience, hope, self-efficacy, psychological empowerment, background factors included individual and occupational factors, and intervening factors included internal and external organizational factors, actions and strategies. Including support, transparency, organizational justice and work environment, as well as the consequences of strategies including internal and external advantages and disadvantages were extracted. Finally, the relationship between the main and secondary categories and subcategories was expressed in the form of a story line. In the quantitative part, the model of job enthusiasm obtained is favorable and has a good fit (56.9%). Also, in the examination of the job enthusiasm situation, the results showed that most of the indicators of the intervening, contextual categories and strategies of the employees' job enthusiasm model are in an unfavorable situation.
Conclusion: That improving the job enthusiasm of employees can create useful and valuable consequences for the productivity of the organization, it is appropriate for university officials to take a deeper look and apply transformative and collaborative leadership styles to provide the desired job enthusiasm in order to improve the job performance of employees.
Keywords: Absorption, Dedication, Grounded Theory, Job Engagement, Medical Sciences University, Vigour
Type of Study: Original Article |
Subject:
مدیریت بهداشتی
Received: 2024/06/22 | Accepted: 2024/09/8 | Published: 2025/03/30
Received: 2024/06/22 | Accepted: 2024/09/8 | Published: 2025/03/30
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