فراتحلیل و رابطه‌یابی میان رهاوردهای سلامت سازمانی

زمینه و هدف: سلامت سازمانی به‌عنوان توانایی سازمان در حفظ بقای خود و سازگاری با محیط قابلیتی کلیدی است که نتایج حاصل از آن در پژوهش‌های گوناگونی موردمطالعه قرارگرفته است. به‌منظور کسب شناختی جامع‌تر در خصوص نتایج حاصل از این قابلیت پژوهش به شناخت این نتایج و شناسایی روابط علی میان آن‌ها پرداخته است.روش شناسی: این پژوهش توصیفی، کاربردی و کمی است. ابتدا دستاوردهای حاصل از برخورداری از سلامت سازمانی از مقالات منتخب منتشرشده در مجلات علمی- پژوهشی کشور (به‌عنوان منابع اطلاعاتی پژوهش) با روش فراتحلیل شناسایی، استخراج و اولویت‌بندی شدند. سپس روابط علی میان آن‌ها با استفاده از تکنیک مدل‌سازی تفسیری ساختاری در قالب الگویی سلسله‌مراتبی ارائه شد. بدین منظور از شماری از خبرگان این موضوع در دانشگاه علوم و فنون هوایی ستاری نظرسنجی شده است.یافته ها: اندازه اثر سلامت سازمانی بر همه رهاوردهای موردمطالعه معنادار بوده است. این پیامدها در سه‌طبقه دارای اندازه اثر زیاد، متوسط و کم دسته‌بندی شدند. در این میان بیشترین اندازه اثر به ترتیب به متغیرهای بهره‌وری منابع انسانی، خلاقیت کارکنان، اثربخشی سازمانی، دل‌بستگی شغلی، رفتار شهروندی سازمانی، کارآفرینی سازمانی و توانمندسازی کارکنان مربوط بوده است. روابط علی میان این عوامل نیز در چهار سطح نشان داده شد به‌گونه‌ای که توانمندسازی کارکنان از بیشترین تاثیرگذاری و اثربخشی سازمانی از بیشترین تاثیرپذیری برخوردار بوده است.نتایج: تلاش مدیران برای ارتقای سلامت سازمانی زنجیره‌ای از رهاوردهای سازنده انسانی و سازمانی به دنبال خواهد داشت که می‌تواند با تقویت یکدیگر زمینه تسهیلگری برای بهره‌وری پایدار سازمان فراهم خواهند ساخت.

meta-analyzing and relation-finding of the results of organizational health

a b s t r a c tbackground and aim: 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.methodology: 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.results: 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.conclusion: 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 organizationsextended abstractintroductionorganizational health is related to the ability of the organization to adapt to react to the changing environment and is useful for gaining a competitive advantage. a healthy organization is an organization whose structure, culture and management processes can help improve organizational performance in terms of financial, social and environmental responsibilities and provide the basis for the effectiveness of the organization in the short and long term. the amount of organizational research on organizational health is large and increasing. different researchers have addressed fields such as its antecedents and consequences. in the meantime, various factors have been identified as the consequences of organizational health. despite this, the empirical evidence related to the results and outcomes of organizational health in the studies conducted in the country does not have sufficient comprehensiveness and integrity; because most of the studies conducted in this field have only examined one or more limited factors. this study aimed to systematically and comprehensively study the results of these studies and to identify the causal relationships between them. methodology:this is descriptive, applied and quantitative research. in the present study, the consequences of organizational health were first identified and extracted from selected articles published in iranian scientific-research journals 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 some of the faculty members of shahid sattari aeronautical university, ranking and modelling the relations between them. results and discussion: according to the research findings, organizational health had a significant effect size on all of the 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. conclusion: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.  for this purpose, the efforts of managers to promote a culture of innovation in the organization can improve the level of organizational health. also, promoting a culture of change and dynamism in the organization can improve the adaptability of the organization as one of the dimensions of organizational health. in addition to this, encouraging committed and conscientious employees can be the basis for improving job performance and ultimately the productivity of the organization. in addition, the efforts of managers to improve the morale and well-being of employees, as well as to strengthen the considerateness of managers and create cordial relationships with employees can become the basis for improving the organizational pride of employees, which in turn can contribute to the improvement of organizational health. fundingthere is no funding support. authors’ contribution all of the authors approved thecontent of the manuscript and agreed on all aspects of the work.conflict of interest authors declared no conflict of interest. acknowledgmentswe are grateful to all the scientific consultants of this paper.