Developing a Model of Job Regeneration in the Health System (Case Study: Social Security Hospitals of Tehran Province)

What plays a central role in raising and excelling an organization and administrative system and increases its competitive power is human power. Job re-creation refers to job redefinition. The aim of the current research is to provide a model of job regeneration in the health system.

This is a combined research study, and the research design is a mixed exploratory research design (qualitative-quantitative) and cross-sectional in terms of time. The statistical community of the research in the qualitative part, a group of professors in the field of public administration, human resources and organization in universities and higher education centers, senior managers of the organization development and resources department in universities of medical sciences and experts in the field of career design and in the quantitative part, administrative department employees There were 342 social security hospitals in Tehran province. In the qualitative part of the snowball sampling method, 17 people and in the quantitative part with the relative cluster sampling method based on Cochran's formula, 181 people were selected as a statistical sample. In the qualitative part, the data were extracted and analyzed using the SPSS and Amos software, through the implementation of the Delphi technique with four rounds of semi-structured and structured interviews, and in the quantitative part, through structural equation modeling (SEM) with a researcher-made questionnaire.

Qualitative findings showed that the model of job regeneration in the health system has four dimensions (structural, task, relational and cognitive), twelve components (formality, concentration, complexity, scope of control, independence, nature, feedback, assistance, consultation, perception of self, perception of job and attitude) and thirty four indicators. The results of the quantitative part showed that all dimensions and components of the research model were confirmed.

According to the obtained results, it should be stated that the important solutions for job regeneration include complete knowledge in the work area, complete knowledge of clients and their needs, complete knowledge of the space and organizational environment, complete knowledge of competitors and comprehensive analysis of them and What is very important is a correct understanding of the future of work. In explaining these cases, it should be said that for any change and development, we must have reached a sufficient stage of self-knowledge and self-confidence to know exactly what our abilities and possibilities are and to recognize our weaknesses and deficiencies in our work.