چکیده:
The purpose of this study is to investigate the relationship between the organizational climate and the turnover intentions of medical center employees during the Corona crisis. In terms of the research method, this research is of a documentary and survey type, the research tools include Halpin and Kraft's organizational climate questionnaires and O'Reilly et al.'s turnover intentions questionnaire. The statistical population includes the employees of Shahid Beheshti Hospital in Kashan in 2019 and the sample size is estimated to be 130 people using Sample Power software. The findings of the research in the descriptive dimension showed that the majority of the employees of this center evaluated its organizational climate as average and the desire to leave the service among them is medium to high. The inferential analysis of the data also showed that there is a significant and inverse relationship between organizational climate and the desire to leave the service of employees. Also, multivariate analysis showed that four indicators of influence and dynamism, teamwork spirit, harassment and distancing explain 37% of the changes in the desire to leave the service, and the highest effect on leaving the service belongs to the dimension of teamwork and collective spirit. According to these findings, it is suggested that policy-making in medical and hospital systems should be focused on creating more job motivations among specialized and skilled human forces
خلاصه ماشینی:
Relationship between Organizational Climate and Turnover Intention of Healthcare Center Employees During the Corona Crisis Mohammad Mehtari Arani * Assistant Professor of Public Management, Payame Noor University, Tehran, Iran.
Halpin & craft Existing studies indicate that when a positive and cooperation-based climate exists in an organization, interactive relationships among employees increase, satisfaction, commitment, and attachment to work and organizational performance improve, and psychological pressures, intentions to leave the job, and absenteeism decrease; whereas when a dysfunctional climate is perceived in the organization, employees' efforts to establish relationships for the purpose of exchanging and sharing knowledge, creating new content, etc.
In other words, when healthcare and health organizations create an open and supportive work environment for employees, they perceive the existence of such a constructive and supportive professional and supportive climate; therefore, a desirable psychological connection forms among employees at different levels, and with the institutionalization of this connection in the organizational space, it not only helps achieve the long-term goals of the health and treatment system but also leads to a reduction in the intention to leave service.
" (Refer to the page image) Figure 1- The relational model of organizational climate with the intention to leave service Research Background Evidence shows that between 35 to 65 percent of employees in various organizations have considered the most important factors affecting turnover to be related to structural work indicators.
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