سلامت سازمانی

The main goal of this research is to provide a model for improving administrative health according to the organizational structure in the Islamic Azad University, Research Sciences Unit, Tehran. This research deals with determining the current state of administrative health in this university, identifying the most important aspects and components of administrative health promotion and evaluating the appropriateness of the administrative health promotion model.

This research is of mixed and applied type. The statistical population in the qualitative part included heads of faculties, professors and public administration specialists, and in the quantitative part it included faculty members and experts in various faculties of the Islamic Azad University of Tehran Research Sciences Branch. In the qualitative phase, dimensions and components of administrative health were identified through library studies and semi-structured interviews. Then, in the quantitative stage, a questionnaire was designed and implemented on 136 people from the statistical sample in order to validate the resulting model.

The results show that the most important factors affecting administrative health in Islamic Azad University, Tehran Research Sciences Unit, respectively, include scientific-research development (β=0.891), organizational culture development (β=0.865), transparency (β=0.771), accountability (β =0.766), ethical orientation (β=0.709), organizational compatibility (β=0.663) and creativity and innovation (β=0.519). Also, the findings show that there is a positive and significant relationship between organizational health and productivity, so that an increase in organizational health leads to an increase in productivity. In addition, a positive relationship was observed between organizational health and managers' creativity.

The results show that the most important factors affecting administrative health in Islamic Azad University, Tehran Research Sciences Unit, respectively, include scientific-research development (β=0.891), organizational culture development (β=0.865), transparency (β=0.771), accountability (β =0.766), ethical orientation (β=0.709), organizational compatibility (β=0.663) and creativity and innovation (β=0.519). Also, the findings show that there is a positive and significant relationship between organizational health and productivity, so that an increase in organizational health leads to an increase in productivity. In addition, a positive relationship was observed between organizational health and managers' creativity.

This research was conducted with the aim of comparative investigation of the relationship between organizational culture and organizational health in Iran's state-owned companies in order to provide a suitable model. First, the components of each of the variables were identified according to library studies and then confirmed using experts' opinions. According to the purpose, this research was developmental-applicative. The data collection method was a combination of library and field studies. First, the components of organizational culture were identified through library studies and confirmed by using the Delphi method and asking the opinions of research experts. The statistical population of this research includes two groups of experts and employees of the Gas, Water and Urban Wastewater Company of Kerman province. One-sample t-test, two-sample t-test and structural equation modeling were used to check the hypotheses. 25 spss and Smart pls3 software were used for data analysis. The results of the comparison showed that from the point of view of the experts, the components in the two statistical communities were not different, and with the same components, the organizational culture in the two companies can be measured, but the organizational culture in the two companies had a significant difference. Also, the results showed that there was a positive relationship between the organizational culture and its components: collaborative culture, identity culture, adaptability culture, mission culture and organizational health in the city gas and water and sewage company of Kerman province.

Considering the trend of decreasing public welfare in the country, it is necessary for the government to adopt appropriate strategies and programs. Based on this, the current research was conducted with the aim of identifying and prioritizing welfare governance strategies in the country.
The current research was conducted with the aim of identifying and prioritizing welfare governance strategies in the country. First, based on the review of previous studies, different strategies were identified. In the second stage, based on the initially identified factors, a questionnaire was prepared by distributing the fuzzy Delphi questionnaire among 19 managers and experts of the Ministry of Welfare and Social Security of the country, strategies and solutions were identified. Then Vicor method was used for prioritization.
The findings of the research showed that six strategies under the headings of social health, transparency, organizational health, community-oriented work, social security, and participation were ranked first to sixth, respectively. In addition, the number of solutions identified was 26 indicators.
In order to develop welfare governance in the country, the Ministry of Welfare and Social Security of the country should take steps towards adopting strategies and approving the necessary laws and regulations in the government and the Islamic Council.

1- Globally, medical sciences universities are increasingly witnessing sophisticated guests with heightened expectations, high workforce diversity, constant emergence of new technologies, and unyielding cost pressures in the wake of intense competition. Thus, the role of managers is exceedingly becoming dynamic and highly complex. These university players should grapple with rapid change and the challenges of surviving in an information-based, knowledge-intensive, and service-driven economy. Such challenges have brought about a dramatic shift in the strategic imperatives of medical sciences universities and thrown up a new set of role demands and professional challenges for senior managers and leaders in the industry. These universities, therefore, must develop leaders with competencies that correspond with and are specific to their distinct business challenges and goals to better their organizational health. This study aims to design a model of managerial competencies based on organizational health using a mixed approach. Considering the importance of health issues in organizations and the need to promote them in medical sciences universities, this research may enrich the literature on organizational health in addition to providing practical implications for the population under study.
 
2- THEORETICAL FRAMEWORK
The origins of the meritocracy movement can be traced back to Katz's work in the 1950s. Although he did not use the terms competence or competence, he introduced three categories of technical, human, and administrative skills, which provided a framework for distinguishing the performance of effective managers according to skills, which had a significant contribution to the foundation of the competence approach. After that, Selznick and his successor, McClelland, used the term competence to indicate a substantial factor that affects individual learning. In 1991, Woodruff proposed competence in the form of behavioral dimensions and a combination of motivation, trait, skill, self-concept, and social role. By combining their knowledge, skills, and abilities, competent managers can perform their duties and responsibilities in a way compatible with the organization's strategic goals. Organizational health, as the primary indicator of organizational effectiveness, refers to the organization's ability to continue its life so that it confronts the external destructive forces and directs them toward its main goals and objectives. According to Parsons' (1961) organizational genealogy, which is derived from his general theory of social systems, any organization must have four characteristics for its survival and continuous growth: 1) adaption: acquiring sufficient resources and compatibility with its environment; 2) goal achievement: setting goals and implementing them; 3) Unity: maintaining the integrity and internal coherence of the organization; 4) Invisibility: creating and maintaining the specific values of the organization.
 
3- The research is "applied" in terms of its purpose, which was carried out within the framework of the pragmatism paradigm and the mixed-exploratory (qualitative-quantitative) approach. Based on this, first, the foundation's qualitative data research method was used, and managerial competencies were identified based on the participants' point of view. Accordingly, the sampling method was purposeful and judgmental. Based on this, 22 faculty members and administrators of medical sciences universities with managerial experience were selected. The interviewees included nine academic faculty members and nine executive directors of the university. We used semi-structured interviews to study participants and a three-stage process with open, central, and selective coding to analyze the data. In the quantitative phase, we conducted a structural equation modeling in SmartPLS v.3 to validate the proposed model. The data collection tool in the quantitative phase was a questionnaire designed based on qualitative results. The quantitative sample included 800 presidents, vice presidents, and senior managers in medical sciences universities selected by stratified random sampling.
 
4- RESULTS & The results indicated that the competencies of organizational health management include cognitive, social, functional, strategic, and ethical. Causal factors affecting organizational health management competencies include organizational and individual. Influential background factors include organizational values, cooperative culture, inter-individual trust, honesty and transparency in the workplace, and institutional requirements of the external environment. Intervening factors include the characteristics of employees such as job satisfaction, loyalty, organizational commitment, adherence, and belongingness. Individual strengthening strategies include empowering human resources, cultivating employees' professional ethics, and managing employees' attitudes and behaviors. Organizational strategies include reward systems and culture and change management.
 
5- CONCLUSIONS & SUGGESTIONS
Since few studies exist on competencies of organizational health management, the current research helps strengthen the existing knowledge in the field. This issue reveals the contribution of the present research by developing a competency model. It can be an important starting point for further studies on promoting organizational health through managers' competencies.

Organizations are considered living entities whose character and identities, either healthy or unhealthy, are quite independent of their members. In this regard, it could be argued that a healthy organization can act efficiently to attract the citizens’ satisfaction, thus developing social trust. On the other hand, the Aviation Industry consists of companies and organizations, playing a pivotal role in the economic, social, cultural, technological, and developmental programs in both developed and developing countries. Therefore, the organizational health of this industry can increase the citizens’ social trust. Accordingly, this applied-developmental qualitative study sought to present a model of social trust-based organizational health to be used in Iran’s Aviation Industry using a grounded theory method. The required data were collected via semi-structured interviews made with twenty experts. The collected data were then analyzed using the NVivo software, according to which 218 open and 32 axial codes were extracted through open coding. The findings of the study suggested that factors related to service quality, customers (the passengers), the Aviation Industry, and staff and managers (human resources) were among the causal conditions. Furthermore, the background conditions involved in the organizational health of the Aviation industry were the status of the managers, staff, airports, aviation fleet, and the industry. Moreover, the intervening conditions identified in this regard included political, economic, technological, social, and legal factors. On the other hand, the study found that strategies such as promoting strategic thinking, improving communications, increasing technological utilization, and improving organizational structure could help enhance the organizational health of the Aviation Industry. Finally, the outcomes of such an enhancement could affect customers (passengers), the Aviation Industry, the staff, and the managers (human resources).

Organizations, as a living organisms, take materials and energy needed for survival from the surrounding environment and provide services or products to the environment, so if the organization is sick, it makes sick the members and the society. It is unthinkable to have a healthy society without a healthy organization. The health pulse of society depends on the health of organizations. Organizational health will create a pleasant environment for work and effort, raising the spirit of creativity and achieving organizational goals. One of the necessary measures to have a healthy organization is undoubtedly to institutionalize good administrative governance in organizations. Good administrative governance facilitates and lays the groundwork for the realization of goals and development plans of organizations and has basic dimensions that distinguish it from other paradigms. In this article, an attempt has been made to answer the question of what are the main elements of administrative governance and what relationship is there between organizational health and administrative governance according to various studies have been conducted in the field. Therefore, in this study, using a systematic method, the components of administrative governance were extracted from various researches that have been conducted in this field and a model was presented. These components include justice, transparency, accountability, rule of law, quality of law, participation and technology that affect organizational health.

The aim of the current research is to present a healthy organization model based on the collective participation approach in the industry, mining and trade organization of Mazandaran province. This research was conducted with a qualitative method and based on the data-driven theory approach. In the qualitative part of the research, 12 people from the research also include all the headquarters staff of the Mazandaran Province Security Organization. Interviews conducted with experts showed that causal conditions include organizational mechanism, strategies, coordination, human resources and performance, strategies include institutional unity, managerial influence, considerateness, constructiveness, morale, support and resources and scientific emphasis, the central category includes, Instrumental, structural, emotional and social cohesion, background conditions including attention to environmental responsiveness, functional dimensions of environmental responsiveness, attention to features in environmental responsiveness and attention to basic values, attention to requirements and requirements of environmental responsiveness, public intervention conditions They include macro-level factors, society culture, government institutions and laws and regulations, and the consequences include internal and external effects on creating a healthy organization based on the collective participation approach. Finally, the current research has been able to present a comprehensive model for the implementation of a healthy organization with a collective participation approach

The ability of the organization to maintain its survival and adaptation to the environment is a key capability whose results have been studied in various studies. This study aimed to systematically and comprehensively study the results of these studies and to identify the causal relationships between them.

This is descriptive, applied and quantitative research. In the present study, the consequences of organizational health were first identified and extracted from 28 articles published in scientific-research journals from 2008 to 2019 by meta-analysis method. In the next step, the mentioned results were determined using the structural interpretive modelling technique and based on the opinions of 12 faculty members of Shahid Sattari Aeronautical University, ranking and modelling the relations between them.

According to the research findings, Organizational health had a significant effect size on all 20 outcomes studied. These outcomes were classified into three categories with high, medium and low effect sizes. Among these, the highest effect was related to the variables of human resource productivity, employee creativity, organizational effectiveness, job attachment, organizational citizenship behaviour, organizational entrepreneurship and employee empowerment, respectively. In addition, causal relationships between these factors were also shown at four levels, so that employee empowerment has the most impact and organizational effectiveness has the most impact.

Managers' efforts to promote organizational health will lead to a chain of constructive human and organizational achievements that can strengthen each other to provide a facilitating environment for the sustainable productivity of organizations.

The main purpose of the research is to investigate the importance/relative weight of organizational health in increasing the organizational confidence of middle school teachers in Pars Abad city. The sample size was selected based on Cochran's formula of 199 people and the respondents were selected by stratified random sampling method. A questionnaire was used to collect information. The reliability of the questionnaire was confirmed using Cronbach's alpha coefficient. In order to analyze the data, descriptive statistics were used for classification, preparing many charts and tables, and to test the hypotheses, the Smirnov-Kolmogorov test was first used to know the normality of the variables, and it was observed that the variables have a normal distribution and In this case, research hypotheses were analyzed using inferential statistics, and Pearson's correlation coefficient test was used to find the relationship between independent and dependent variables, and the relative importance technique was used. Research findings show that health dimensions have a significant relationship in increasing organizational trust. Also, the findings indicate that the dimensions of health in increasing organizational trust do not have the same relative importance.

The main goal of this thesis was to investigate the effect of organizational health components (scientific emphasis, morale, resource support, constructiveness, work consideration, manager's influence and institutional unity) on job satisfaction with the mediating role of organizational commitment of employees of Mashhad National Oil Products Distribution Company. The number of employees measured based on Cochran's formula is considered to be 260 people. The data collection method was done in the field through a questionnaire. In order to collect data, three standard questionnaires were used. 1- In order to collect organizational health data, standard Hoy questionnaire was used, 2- Allen and Mir organizational commitment questionnaire, 3- Minnesota job satisfaction questionnaire. In this research, in order to analyze the data, it was done using descriptive and inferential statistical methods. Descriptive statistics methods were used to check the demographic characteristics of customers. Inferential statistical methods included partial least squares method. Data analysis was done using SPSS and Smart PLS statistical software and the results showed that all the hypotheses were confirmed and a general hypothesis states that organizational health is on job satisfaction with the mediating role of organizational commitment in the national distribution company. Mashhad oil has a positive and significant effect.

Background and Focusing on role clarity is a factor that provides platforms and creates opportunities for the flourishing of talents, abilities and competencies of employees in the field of psychological empowerment. The purpose of this research is to investigate the role of organizational health moderator in the effect of role clarity on the psychological empowerment of employees of the Southern Electricity Distribution Company of Kerman province.Research The research method is descriptive in terms of applied purpose and correlation type in terms of data collection. The statistical population of the research includes 304 employees of the South Electricity Distribution Company of Kerman province, of which 137 people were selected as the sample size according to Morgan's table. 3 questionnaires were used to collect data, and the validity and reliability of the questionnaires were confirmed. Descriptive statistics were used to analyze the data, and EQS structural equation model was used to analyze the research hypotheses. The results showed that role clarity has an effect on the psychological empowerment of employees. Organizational health does not have a moderating role in the effect of role clarity on employees' psychological empowerment. Clarity of role in organizations makes employees have internal motivation towards fulfilling their job duties and believe that they can do their job skillfully and feel worthy. This improves their psychological empowerment.

This study mainly aims at designing and developing the pattern of mass media effect on organizational health at Ilam universities.The statistical population includes reporters and experts of Ilam universities. Regarding theoretical saturation level, this study selected 15 experts for interview by using purposive and snowball sampling methods. Considering its aim, this is an applied research and considering its data collection method, it is considered a qualitative research. This study used semi-structured interviews for identification of effective factors in order to design and develop the model of mass media effect on organizational health at Ilam universities. This study was analyzed by Theme Analysis. The findings demonstrated that 68 indexes were considered for identification of the efficiency required for selection of main categories for designing and developing the model of mass media effect on organizational health at Ilam universities including 21 components (trust, media validity, media reliability, audience loyalty dimensions, principles for improvement of news organization function, development of audience-oriented work groups, news imperialism, media news filers, promotionalimperialism, communication marketing principles, professional ethics in reporting, the news organizations tasks, methods for improvement of social responsibilities, strategies for improvement of social responsibilities in media,institutional unity, manager influence, thoughtfulness, structuring, resource support, morale, scientific emphasis), 7 dimensions (strengthening the media validity and reliability; audience royalty to news organization;media imperialism; media professional ethic boosting; organizational level; office level; technical level) and 2 variables (mass media; organizational health). findings show that there are a relationship and afeects of mass media on organizational health indexes.

Illegal and unethical activities in organizations are formed by some people, which are sometimes carried out in different guises and away from the eyes of regulatory and hidden institutions. Therefore, the existence of a monitoring system that is aware of the organization and observes and reports the shortcomings is necessary before the occurrence of undesirable consequences. The purpose of this research is to design a sutzeni model in the direction of growth and organizational health and well-being in the social security organization.

In terms of data collection, this research is mixed and descriptive survey. The statistical population of this research includes all the employees of the organization in the insurance and treatment departments, and their number is 67188 people, and the number of samples was selected based on Morgan's table of 380 people, and the sampling method is random clustering. The sampling method in the qualitative stage was purposeful, and the theoretical saturation criterion included 15 experts in the field of management. In the qualitative part, the dimensions, components and objects of the research were explained using the fuzzy Delphi method. In the quantitative part, using the components explained in the qualitative part, a questionnaire was designed and distributed in the target society. After completing the questionnaires, the information was analyzed with SPSS and SmartPLS software. Inferential tests such as structural equations and path analysis have been used to test research questions and modeling.

The results of the qualitative part and Delphi analysis showed that the dimensions of swindling include moral considerations, personal characteristics, external swindling, and official swindling. Also, the dimensions of organizational growth in the social security organization include health and well-being, organizational structure, guaranteeing progress, partnership with others, openness and transparency, nurturing and authority, feedback, readiness for change and organizational trust. The results of the quantitative part and the structural equation test showed that organizational burnout has a significant effect on growth and organizational health and well-being.

Therefore, the research results showed that there is a significant relationship between organizational stress on growth and organizational health and well-being. Also, the results of this study showed that the correct and principled implementation of sutzeni in the social security organization leads to an increase in growth in the organization and affects different dimensions of growth.

Organizational health, as the ability to operate successfully in complex conditions, is one of the main concerns of organizations. this concept has many components encompassing a wide range of organizational capabilities that affect the survival, growth, and performance of the organization. the main focus of organizational health is on evaluating and identifying strengths and weaknesses from a holistic perspective and improving them appropriately. therefore, it is important to pay attention to different influential perspectives on the organization, especially the views of the organization's key stakeholders. this is also important for isfahan's mobarakeh steel company as a large steelmaker with a wide range of different stakeholders. this study was to answer the key question by examining the organizational health phenomena from the key stakeholders' point of view: "what are the key factors of organizational health for isfahan's mobarakeh steel company?"

The concept of organizational health first introduced in 1964 is encompassed a wide range of organizational capabilities, depending on the theoretical origin, type of organization, and dominant context. also, a healthy organization is one with all its components working well and capable of doing what is expected of the mission and managing the various affecting factors. one of the most important reasons for studying the concept of organizational health is its potential impacts on performance aspects of the organization. organizational performance encompasses a wide range of tangible and intangible aspects.

This research is an applied study in terms of purpose, and in terms of method, it is a systematic grounded theory. purposive sampling was used to select and study key stakeholders until reaching theoretical saturation. data were collected through interviews and analyzed using atlas. ti 8 software. during open coding, 1532 citations were identified and summarized in 104 open codes. after axial coding, they were categorized in 37 axial categories: pivotal phenomenon, strategies, causal, contextual, interfering factors, and results. then, through the outcomes of selective coding, it was proposed the paradigmatic model of organizational health from the perspective of key stakeholders. the validity of the model was confirmed by qualitative and quantitative indices of cvi and cvr, using the opinions of an 8-expert panel, and its reliability was confirmed by qualitative and quantitative retest reliability methods.

According to the findings, the pivotal phenomenon of organizational health from the perspective of key stakeholders of the company includes three main aspects of acting on organizational responsibilities in different areas such as social, environmental, and ethical, creating a balanced and sustainable image and performance, agility, and flexibility in dealing with confronted issues and high productivity of the resources available to the organization. causal factors of organizational health include correct organizational leadership at different stages with participation of employees, employee competence, structure and processes tailored to the organization's goals, job enrichment, efforts to understand and respond effectively to customer expectations, good communication with suppliers, and proper performance of suppliers. strategies for promoting organizational health include recruitment, development, and promotion of employees on the basis of competence and performance, effective care, support and retention of staff, selection and development of leaders based on competence and performance, leadership participation in staff development, use of knowledge and experiences of stakeholders, innovation and technology advancement, focusing on creating the future, promoting strategic and systematic thinking, making effective use of the ict, improving the culture of the organization and stakeholders, and continually improving supply and purchase practices. contextual factors that influence the success of organizational health promotion strategies include commitment, attitude and independence of leaders, organizational culture and climate, communication, employee retention and development, supplier selection and management, structure, processes, and systems integrity, knowledge, technology, and innovation management, the organization's target setting system, the variety of customer services and enterprise investments. interfering factors, that influence the impact of strategies on organizational health outcomes, include national and global economic and financial issues, government, national and local legal institutions performance, political, cultural, and social issues, and the competitive and technological environment of business. results of maintaining and promoting organizational health for the company include performance and value creation of the company for different stakeholders, promotion of the organization's brand, and improvement of the experience of different stakeholders and safety, health, and professional growth of the employees.

This research has attempted to have a more comprehensive view of the health of the organization and its causal factors, strategies, intervening factors, and results for isfahan's mobarakeh steel company. by comparing the findings with the literature, it can be seen that the categories extracted, in addition to those mentioned in previous research, including new ones such as ict, technology, expectations of customers and suppliers, investments of the organization, etc that are also in the domain of management but outside the scope of organizational behavior. also, due to the view type of this study, its results can be used to prepare a roadmap to improve the set of health affecting factors. it is also suggested to other researchers to consider the identified dimensions and components in future research and to use the findings of the current research to develop standardized measurement tools.