Rafat Mohebi-Far,; Hossein Safari; Hasan Jafari,; Bahman Ahadinejad; Mahdieh Torka
Volume 9, Issue 7 , December 2012, , Pages 969-976
Abstract
Introduction: Citizenship behaviors are behaviors which are not mentioned directly in the formal rewardingsystem of organization and often are forgotten and usually are regarded as voluntary; nonetheless, they affectthe activities of organization. Quality of work life is an important index which can ...
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Introduction: Citizenship behaviors are behaviors which are not mentioned directly in the formal rewardingsystem of organization and often are forgotten and usually are regarded as voluntary; nonetheless, they affectthe activities of organization. Quality of work life is an important index which can provide enough andbeneficial information for management from employees-related major issues and creates sense of ownership,autonomy, responsibility and security for them which may result in increasing productivity of employees.This study aimed to analyze the relationship between organizational citizenship behavior and quality of worklife in university hospitals affiliated to Qazvin University of Medical Sciences, Qazvin, Iran.Methods: This was an analytic cross-sectional study which performed on 117 physicians, nurses andpara-clinical and supporting staff who were selected randomly from university hospitals affiliated toQazvin University of Medical Sciences. Williams-Anderson and Casio questionnaires were used for datacollection and data were analyzed using SPSS version 11 and Spearman, chi-square, Student’s t-test andANOVA tests were employed.Results: Quality of work life had obtained higher mean score than organizational citizenship behavior.Among organizational citizenship behavior’s dimensions, the highest mean score was for altruism (0.89),and the least belonged to the civic virtue (0.78). There was a direct correlation between quality of work lifeand reverence, civic virtue and altruism. None of these relationships were statistically significant except therelationship between organizational citizenship behavior and quality of work life. Correlation coefficientbetween organizational citizenship behavior and quality of work life was -0.177. It means that there was anindirect significant correlation between organizational citizenship behavior and quality of work life (P < 0.05).Conclusion: Improving quality of work life will affect performance and productivity of employee andalso any improvement in each dimension of organizational citizenship behavior affects other dimensionsand creates a desirable environment for implementing tasks. Considering the adverse relationship betweenquality of work life and organizational citizenship behavior, hospital managements should implementappropriate procedures in order to make them paralleled.
Hassan Jafari; Mohammad Reza Maleki; Hossein Safari; Rahim Khodayari Zarnaq
Volume 8, Issue 8 , January 2012, , Pages 1017-1024
Abstract
Introduction: A new kind of leadership, called spiritual leadership, emphasizes on serving to others, general attitude toward work, personal development, and collaborative decision making. Spiritual leadership has been developed based on the philosophy of servant leadership and includes staff participation ...
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Introduction: A new kind of leadership, called spiritual leadership, emphasizes on serving to others, general attitude toward work, personal development, and collaborative decision making. Spiritual leadership has been developed based on the philosophy of servant leadership and includes staff participation and empowerment. This research aimed to survey the relationship between spiritual leadership and its seven dimensions on the quality of work life among the staff members of Hasheminejad Hospital, Tehran, Iran.Methods: This descriptive, applied research was carried out on 111 staff members ofHasheminejad Hospital in 2010. Data was collected by Fry's spiritual leadership survey and quality of work life questionnaire of Casio model. Data was analyzed by descriptive statistics and Spearman test in SPSS.Results: There were significant and positive correlations between spiritual leadership and its seven dimensions (vision, altruistic love, hope, meaning, membership, organizational commitment, and performance feedback) and quality of work life among the staff of Hasheminejad Hospital.Conclusion: Spiritual leadership provides supporting backgrounds for staff and helps them meet the organizational goals by pursuing their aims and needs through using their potentials.
