Evidence Based Health Policy,

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Background: Economic, physical, and human resources capitals played the most important role in the traditional views of management. However, for development in the current era, social capital is required more than economic, physical, and human capitals. Attitudes and performance of social capital in any organization is one of the important prerequisites for the success in that organization. The aim of this study was to investigate the relationship between psychological capital and organizational citizenship behavior among employees of selected hospitals in Tehran.
Methods: This research was an analytical and applied study that was conducted in 2015. Simple stratified random sampling was conducted based on organizational positions (administrative, financial, and para-clinic) among each class to a certain proportion and based on Cochran formula. Data collection tools included two questionnaires of Luthans psychological capital and organizational citizenship behavior of Netmir. Pearson correlation and hierarchical regression tests were used in order to analyze data in the form of Spss₁₈ software at the significant level of 0.05.
Results: Psychological capital and organizational citizenship behavior were desirable among studied hospital staffs. On the other hand, altruism and self-efficacy had the highest mean scores, while chivalry and optimism had the lowest ratings. Hierarchical regression analysis showed that organizational citizenship behavior is able to predict the overall psychological capital (β = 0.285).
Conclusion: Given that citizenship behavior can clearly predict psychological capital in staff, hospital administrators should try to promote organizational citizenship behavior and consequently psychological capital by involving employees in decisions, consult with them, and hold training courses to motivate them.

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Background: Organizations usually seek for decreasing problems such as slacking and aggression and increase the behaviors that lead to a benefit such as productivity for the organization. One of the factors creating productivity in the organization is organizational citizenship behavior. Therefore, this research is aimed at investigating the relationship between organizational citizenship behavior and human resources productivity in the selected hospitals of ShahidSadoughi University of Medical Sciences in Yazd, 2018.
Methods: This research is a descriptive correlation study. The population includes the staff of three selected hospitals in Yazd. Out of the mentioned population, 211 people were selected by random sampling. Data collection tool was a standard questionnaire. Reliability and validity of the tool have been already approved in a similar study. The questionnaire consists of two parts including: organizational citizenship behavior, , and human resources productivity. Data analysis was done by Pearson correlation, regression, t-test, and analysis of variance in SPSS₁₆.
Results: The mean total scores of organizational citizenship behavior and human resources productivity were 3.06 ± 0.32 and 3.50 ± 0.62, respectively. The investigation of the mean scores of organizational citizenship behavior in each aspect indicated that the highest mean score, 4.11 ± 0.54, belonged to altruism and the lowest, 1.58 ± 0.75, belonged to sportsmanship. Among the various aspects of human resources productivity, the highest mean score was for competency, 3.89 ± 0.55, and the lowest was obtained for support, 3.22 ± 0.57. Based on the employees’ perspectives, there was a positive and significant relationship between OCB and human resources productivity (P-value < 0.001 and r = 0.297).
Conclusion: OCBhas a direct effect on resources productivity based on the staff viewpoints in educational hospitals. So, providing the opportunity of promotion of organizational citizenship behaviors can be an effective factor in increasing human resources productivity.