نوع مقاله : مقاله پژوهشی

نویسندگان

1 دانشیار، اطفال، دانشکده‌ی پزشکی، دانشگاه علوم پزشکی جندی شاپور، اهواز، ایران

2 استادیار، مدیریت خدمات بهداشتی و درمانی، دانشکده‌ی پزشکی، دانشگاه علوم پزشکی بابل، بابل، ایران

3 دانشیار، مدیریت خدمات بهداشتی و درمانی، دانشکده‌ی پیراپزشکی، دانشگاه علوم پزشکی تهران، تهران، ایران

چکیده

مقدمه: مدل جایزه‌ی ملی بهره‌وری و تعالی سازمانی ایران ابزار مؤثری است که در راستای استقرار مدیریت جامع کیفیت و کسب رضایت ذی‌نفعان برای ارزیابی، بهبود و توسعه‌ی عملکرد سازمانی در سطح ملی مورد استفاده قرار می‌گیرد. در این مطالعه دیدگاه مدیران و کارشناسان سلامت ایران در خصوص ساختار و قابلیت به‌کارگیری مدل جایزه‌‌ی ملی و تعیین ارتباط آن با متغیرهای فردی و سازمانی مورد بررسی قرار گرفت.  روش بررسی: این مطالعه از نوع مقطعی و مداخله‌ای بوده که در سال 90-1389 هجری شمسی انجام گرفت. از 41 دانشگاه علوم پزشکی ایران، 13 دانشگاه با حجم نمونه‌ی آسان انتخاب شدند. در هر 13 دانشگاه منتخب یک کارگاه 2 روزه‌ی آموزشی برگزار و دیدگاه مدیران و کارشناسان بعد از آشنایی با اصول، معیارها و زیرمعیارها و وزن‌دهی آن‌ها، نسبت به رویکردهای خودارزیابی و منطق رادار با استفاده از پرسش‌نامه که روایی و پایایی آن مورد تأیید قرار گرفت، بررسی و با آزمون‌های آماری در نرم‌افزارSPSS  نسخه‌ی 18 مورد تحلیل قرار گرفت. یافته‌ها: از 285 نفر نظرسنجی شده 161 نفر (5/56 درصد) مرد بودند. از نظر تحصیلات، بیش‌تر افراد (4/60 درصد) دارای مدرک کارشناسی بودند. سمت شغلی 109 نفر (2/38 درصد) مدیر و مابقی کارشناس بوده است. میانگین و انحراف معیار سابقه‌ی خدمت 5/6 ± 8/16 سال بوده است. حدود 90 درصد افراد مورد مطالعه اصول و ارزش‌های مدل جایزه‌ی ملی بهره‌وری و تعالی سازمانی ایران را در سطح خیلی زیاد و زیاد سازگار با خصوصیات سیاسی، اقتصادی و فرهنگی سازمان‌های نظام مراقبت سلامت اعلام نمودند. سطح منطقی بودن امتیازدهی به معیارهای مدل با میانگین و انحراف معیار 8/0±1/4 (از 5 نمره‌ی کل) در تطابق با نظام سلامت ایران قضاوت شده است. کارت امتیازدهی رادار RADAR (Results – Approach - Deployment - Assessment – Refine) با میانگین و انحراف معیار 8/0±7/3 (از 5 نمره‌ی کل) ابزار مؤثری برای ارزیابی عملکرد سازمان‌های حوزه‌ی سلامت ایران و شناسایی نقاط قوت و زمینه‌های قابل بهبود اعلام شده است. دیدگاه مدیران و کارشناسان در هیچ‌کدام از موارد با متغیرهای فردی و تیپ‌بندی دانشگاه‌های مورد مطالعه تفاوت معنی‌دار نداشت (Pvalue>0.05). نتیجه‌گیری: مدل جایزه‌ی ملی بهره‌وری و تعالی سازمانی ایران ابزار مناسبی برای بهبود و ارتقای سازمان‌های نظام سلامت ایران می‌باشد. واژه‌های کلیدی: بهره‌وری؛ نظام‌های مراقبت سلامت؛ مدل تعالی سازمانی 

کلیدواژه‌ها

عنوان مقاله [English]

The Structure and Utility of Iranian National Productivity and Excellence Award (INPEA) Model in the Health Sector: Perception of Managers and Experts Specialists

نویسندگان [English]

  • Mohammad Esmaeil Motlagh 1
  • Seyyed Davoud Nasrollahpour Shirvani 2
  • Mohammad Reza Maleki 3

1 Associate Professor, Pediatrics, Faculty of Medicine, Jondishapour University of Medical Sciences, Ahvaz, Iran

2 Assistant Professor, Health Services Management, Faculty of Medicine, Babol University of Medical Sciences, Babol, Iran

3 Associate Professor, Health Services Management, Faculty of Tehran University of Medical Sciences, Tehran, Iran

چکیده [English]

Introduction: Iranian national productivity and excellence award model is an effective instrument for the application of total quality management and to achieve satisfaction of stockeholders about evaluation, improvement and development of organizational function at a national level. In this study the conception of managers and experts specialists in the health secter of Iran about the structure and application of INPEA model and its relationship to personal and organizational variables was evaluated. Methods: This cross-sectional and interventional study was conducted in 2010-11 in 13 Universities (from 41 Universities of Medical Sciences of Iran) which were selected by stratified and systematic randomized. In all 13 selected Universities, an educational workshop was performed in 2 days and after perception of managers and experts specialists about principles, criteria, sub-criteria, Weighting of them, self- assessment approaches and the RADAR logic of INPEA model evaluated by a Questionnaire which its validity and reliability was approved. The data analysis was performed by SPSS18. Results: From 283 persons were surveyed, 161 persons (56.5% of total) were males. 60.4% of persons had bachelor's degree. 109 persons (38.2%) were managers and the others were expert specialists. The mean and Sd of job experience were 18.8± 6.5 years. About 90% of persons believed that the principle and values of INPEA model is vary much in political, economic and cultural characteristics of health care organizations. The mean and Sd. of scoring about  fitness to Iran health policies was 4.1±0.8 (of total 5). RADAR scoring card with mean and Sd 3.7±0.8 (of total 5) was recognized as an effective instrument for evaluation in the function of organizations in the health sector of Iran and to determine the strange points of the organization and improvable domains. There were not significant correlations between the mean scores of conception of managers and experts specialists and typing of the studied Universities. Conclusion: INPEA model is a suitable instrument for improvement and promotion of organizations in the health sector of Iran.Keywords: Productivity; Health Care Systems; Organizational Excellence Models 

کلیدواژه‌ها [English]

  • Productivity
  • Health Care Systems
  • Organizational Excellence Models
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