Volume 10, Issue 4 (3-2024)
Human Information Interaction 2024, 10(4): 0-0 |
Back to browse issues page
Download citation:
BibTeX | RIS | EndNote | Medlars | ProCite | Reference Manager | RefWorks
Send citation to:
BibTeX | RIS | EndNote | Medlars | ProCite | Reference Manager | RefWorks
Send citation to:
heshmatzadeh A, amel Ardestan H, aslani F. نقش بدبینی در عملکرد شغلی: تاملی در اثرات میانجی پنهان سازی دانش و تعدیلگری رهبری تحولی. Human Information Interaction 2024; 10 (4)
URL: http://hii.khu.ac.ir/article-1-3137-en.html
URL: http://hii.khu.ac.ir/article-1-3137-en.html
Abstract: (343 Views)
Background and purpose: The Health Ministry plays a fundamental role in providing primary and to some extent secondary services in the Iranian health system, and the employees in the health ministry have important and dangerous tasks in order to maintain and promote the health of the community. Since improving the performance of health assistants can ultimately lead to improving health indicators, the main objective of the project is to study the role of pessimism in the professional performance of health assistants at the University of Medical Sciences in Isfahan, given the role of knowledge mediation and moderation of managerial leadership.
Materials and methods: This research is descriptive , experimental in functional purpose, and methodological in data collection. The statistical community of the study consisted of 235 staff members of the health department, who were considered on the basis of a sample number table of 140 people, but the 200 questionnaires were distributed in a simple random manner. The data were collected in a library-like and field-like manner. Standard questionnaires on job cynicism, knowledge retention, job performance scale, and transformational leadership were used to measure the research variables. Structural equation modeling with the PLS software was used to analyze the data..
Findings: Pessimism with a coefficient of 322/-0 has a significant and adverse effect on the professional performance of employees of the Health Department of the University of Medical Sciences in Isfahan. Pessimism with a coefficient of 486/0 has a significant effect on concealing the knowledge of the staff of the Health Department of the University of Medical Sciences in Isfahan.
Conclusion: In the organization, it is necessary to create an environment that encourages positive attitudes and encourages positive behaviors among employees. To reduce pessimism, it can be effective to involve more employees in decision-making and to encourage and support employees to come up with creative ideas to improve work processes.
Materials and methods: This research is descriptive , experimental in functional purpose, and methodological in data collection. The statistical community of the study consisted of 235 staff members of the health department, who were considered on the basis of a sample number table of 140 people, but the 200 questionnaires were distributed in a simple random manner. The data were collected in a library-like and field-like manner. Standard questionnaires on job cynicism, knowledge retention, job performance scale, and transformational leadership were used to measure the research variables. Structural equation modeling with the PLS software was used to analyze the data..
Findings: Pessimism with a coefficient of 322/-0 has a significant and adverse effect on the professional performance of employees of the Health Department of the University of Medical Sciences in Isfahan. Pessimism with a coefficient of 486/0 has a significant effect on concealing the knowledge of the staff of the Health Department of the University of Medical Sciences in Isfahan.
Conclusion: In the organization, it is necessary to create an environment that encourages positive attitudes and encourages positive behaviors among employees. To reduce pessimism, it can be effective to involve more employees in decision-making and to encourage and support employees to come up with creative ideas to improve work processes.
Send email to the article author
| Rights and permissions | |
 | This work is licensed under a Creative Commons Attribution-NonCommercial 4.0 International License. |
