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EBHPME 2021, 5(1): 11-18 |
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Safari H, Khosravi B, Rahmani H, Rajabi Vasokolaei G, Panahi Tosanloo M, Asgari M et al . Pathology of Administrative Violations: A Case Study in One of the Medical Sciences Universities of Iran. EBHPME 2021; 5 (1) :11-18
URL: http://jebhpme.ssu.ac.ir/article-1-313-en.html
URL: http://jebhpme.ssu.ac.ir/article-1-313-en.html
Hossein Safari 
, Bahman Khosravi , Hojjat Rahmani , Ghasem Rajabi Vasokolaei , Mohammad Panahi Tosanloo , Mojgan Asgari , Farhad Habibi *
, Bahman Khosravi , Hojjat Rahmani , Ghasem Rajabi Vasokolaei , Mohammad Panahi Tosanloo , Mojgan Asgari , Farhad Habibi *
Department of Health Management and Economics, School of Public Health, Tehran University of Medical Sciences, Tehran, Iran , farhadhabb66@gmail.com
Abstract: (1652 Views)
Background: Nowadays, administrative violations are becoming a major problem for health care organizations. Therefore, the present study aimed to determine the type and extent of violations among staff working at a medical sciences university in Iran.
Methods: This Study was a cross-sectional as well as a descriptive study carried out in 2018. Data were gathered from the administrative violations investigation office of one of the medical sciences universities in Iran. All of the administrative violation records with a final verdict in 2017 were reviewed using the census method. Data entered into the Excel software V.2016, and SPSS16 were analyzed using descriptive statistics.
Results: The most frequent reasons for committing the violations were personal and family problems (30 %), the prohibition to work by a spouse (11 %), illness (10 %), and intention to immigrate to another country (8 %). Other causes of administrative violations included heavy work shifts and night shifts; a sense of responsibility towards patients of other doctors; a defect in the doctor's timetable registration system; commuting problems; inadequate payment and benefits; lack of familiarity with workplace laws; delay in the payment of fee-for-service in comparison to doctors; and the decision to continue education.
Conclusion: Organizations need to develop an effective mechanism to prevent administrative violations and manage them efficiently. If a mechanism is not competently designed to investigate and identify the deviations and threats to organizational health, it can lead to violation of rights within the organizations.
Methods: This Study was a cross-sectional as well as a descriptive study carried out in 2018. Data were gathered from the administrative violations investigation office of one of the medical sciences universities in Iran. All of the administrative violation records with a final verdict in 2017 were reviewed using the census method. Data entered into the Excel software V.2016, and SPSS16 were analyzed using descriptive statistics.
Results: The most frequent reasons for committing the violations were personal and family problems (30 %), the prohibition to work by a spouse (11 %), illness (10 %), and intention to immigrate to another country (8 %). Other causes of administrative violations included heavy work shifts and night shifts; a sense of responsibility towards patients of other doctors; a defect in the doctor's timetable registration system; commuting problems; inadequate payment and benefits; lack of familiarity with workplace laws; delay in the payment of fee-for-service in comparison to doctors; and the decision to continue education.
Conclusion: Organizations need to develop an effective mechanism to prevent administrative violations and manage them efficiently. If a mechanism is not competently designed to investigate and identify the deviations and threats to organizational health, it can lead to violation of rights within the organizations.
Keywords: Administrative violations, Human resources, Human resources management, University of Medical Sciences
Type of Study: Original article |
Subject:
Healt care Management
Received: 2020/09/23 | Accepted: 2021/03/10 | Published: 2021/03/10
Received: 2020/09/23 | Accepted: 2021/03/10 | Published: 2021/03/10
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