Volume 4, Issue 2 (June 2025)
IJER 2025, 4(2): 1-14 |
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Safi Khani R, Pardakhtchi M H, Kavousy E, Ahmadi G. (2025). Organizational Culture Model among Clinical Staff of Ministry of Health and Medical Education: A Validation Study. IJER. 4(2), 1-14.
URL: http://ijer.hormozgan.ac.ir/article-1-344-en.html
URL: http://ijer.hormozgan.ac.ir/article-1-344-en.html
1- PhD student in educational management, North Tehran Branch, Islamic Azad University, Tehran, Iran
2- Professor, Department of Educational Sciences, Faculty of Educational Sciences and Psychology, Shahid Beheshti University. Tehran, Iran ,m-pardakhtchi@sbu.ac.ir
3- Professor, Department of Cultural Management, Faculty of Management, North Tehran Branch, Islamic Azad University, Tehran, Iran
4- Associate Professor, Department of Curriculum Planning, Faculty of Humanities, Shahid Rajaee University of Education, Tehran, Iran
2- Professor, Department of Educational Sciences, Faculty of Educational Sciences and Psychology, Shahid Beheshti University. Tehran, Iran ,
3- Professor, Department of Cultural Management, Faculty of Management, North Tehran Branch, Islamic Azad University, Tehran, Iran
4- Associate Professor, Department of Curriculum Planning, Faculty of Humanities, Shahid Rajaee University of Education, Tehran, Iran
Abstract: (1548 Views)
Objective: The aim of this investigation was to substantiate the organizational culture model pertinent to the clinical personnel of the Ministry of Health and Medical Education of Iran.
Methods: This study was quantitative-descriptive research. The statistical population encompassed all nursing professionals employed across 19 public hospitals affiliated with the University of Medical Sciences and Health Services within Tehran province, amounting to a total of 3200 individuals in 2021. The sample was derived through a method of random sampling. The sample size was ascertained utilizing the Cochran formula, resulting in a total of 343 individuals. The data collection instrument was a questionnaire formulated by the researcher, which demonstrated a contented validity and reliability. Structural equation modeling was utilized, along with Smart PLS version 3 software for the quantitative validation of the model.
Results: The findings indicated that the factor loadings for the dimensions of organizational culture were 0.99 for the structural dimension, 0.98 for the behavioral dimension, 0.95 for the value dimension, and 0.94 for the managerial dimension, respectively. Furthermore, the coefficient of determination (R2) was established at 0.53, signifying a high degree of accuracy of the model in predictive capacity. The goodness of fit index for the proposed model was also calculated to be 0.416, suggesting that the model exhibits a commendable and robust fit.
Conclusions: It can be inferred that the organizational culture model is indeed valid and may be utilized by university planners and administrators to implement effective measures aimed at enhancing organizational culture within medical universities.
Methods: This study was quantitative-descriptive research. The statistical population encompassed all nursing professionals employed across 19 public hospitals affiliated with the University of Medical Sciences and Health Services within Tehran province, amounting to a total of 3200 individuals in 2021. The sample was derived through a method of random sampling. The sample size was ascertained utilizing the Cochran formula, resulting in a total of 343 individuals. The data collection instrument was a questionnaire formulated by the researcher, which demonstrated a contented validity and reliability. Structural equation modeling was utilized, along with Smart PLS version 3 software for the quantitative validation of the model.
Results: The findings indicated that the factor loadings for the dimensions of organizational culture were 0.99 for the structural dimension, 0.98 for the behavioral dimension, 0.95 for the value dimension, and 0.94 for the managerial dimension, respectively. Furthermore, the coefficient of determination (R2) was established at 0.53, signifying a high degree of accuracy of the model in predictive capacity. The goodness of fit index for the proposed model was also calculated to be 0.416, suggesting that the model exhibits a commendable and robust fit.
Conclusions: It can be inferred that the organizational culture model is indeed valid and may be utilized by university planners and administrators to implement effective measures aimed at enhancing organizational culture within medical universities.
Keywords: Organizational culture model, Clinical Staff, Validation, Ministry of Health and Medical Education
Type of Study: Original |
Subject:
Educational Studies
Received: 2024/09/3 | Accepted: 2025/01/13 | Published: 2025/06/1
Received: 2024/09/3 | Accepted: 2025/01/13 | Published: 2025/06/1
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