fa تحلیل و بهینه یابی راهبرد جبران خدمات ‌به منظور ارتقای بهره وری عملکرد کادر ‌‌درمان در ‌بیمارستان شهید چمران ساوه مدیریت مالی مدیریت مالی پژوهشي Research <span style="line-height:normal"><span style="direction:rtl"><span style="unicode-bidi:embed"><b><span lang="AR-SA" style="font-size:13.0pt"><span b="" nazanin="" style="font-family:">مقدمه: </span></span></b><span lang="AR-SA" style="font-size:12.0pt"><span b="" nazanin="" style="font-family:">هدف کلی نظام جبران خدمات، ایجاد بهبود در توازن مالی، کارایی و پاسخگویی می باشد. سطح پرداخت نیز عامل تعیین کننده اصلی در رضایت شغلی کارکنان در تمامی سازمانها و نهادها می باشد. بیمارستان به عنوان یک سازمان که با سلامت جامعه سرو کار دارد به عنوان مهمترین ارگان بوده که کارکنان در این سازمان نیز باید تلاش بیشتری داشته باشند تا خدمات با کیفیت بالا ارائه دهند. با توجه به نقش سیستم های جبران خدمات در جذب، پایداری و رضایت شغلی و بهره وری کادر درمان، &rlm;پژوهش حاضر به بررسی و بهینه یابی راهبرد جبران خدمات به منظور ارتقای بهره وری عملکرد کادر &rlm;درمان می پردازد.</span></span></span></span></span><br> <span style="line-height:normal"><span style="direction:rtl"><span style="unicode-bidi:embed"><span lang="AR-SA" style="font-size:12.0pt"><span b="" nazanin="" style="font-family:">&nbsp;<b>روش کار: </b></span></span></span></span></span><br> <span style="font-size:11pt"><span style="line-height:normal"><span style="direction:rtl"><span style="unicode-bidi:embed"><span calibri="" style="font-family:"><span lang="AR-SA" style="font-size:12.0pt"><span b="" nazanin="" style="font-family:">از روش نمونه گیری گلوله برفی برای انتخاب 30 نفر نمونه از صاحب نظران در بیمارستان شهید چمران ساوه استفاده &rlm;شده است. راهبردها و شاخص ها با استفاده از پرسش نامه ماتریسی محقق ساخت که روایی آن مورد تایید 5 نفر از &rlm;اساتید خبره قرار گرفت، ارزیابی شدند. این پژوهش از نظر هدف، کاربردی و از نظر روش تحقیق از نوع توصیفی و به &rlm;روش طراحی از نوع مقطعی می باشد جهت تجزیه و تحلیل داده ها از نرم افزار &rlm;</span></span><span dir="LTR" style="font-size:12.0pt"><span new="" roman="" style="font-family:" times="">TOPSIS</span></span> <span dir="LTR" lang="AR-SA" style="font-size:12.0pt"><span b="" nazanin="" style="font-family:">&lrm;</span></span><span lang="AR-SA" style="font-size:12.0pt"><span b="" nazanin="" style="font-family:">&rlm; استفاده شد.&rlm;</span></span><b><span lang="FA" style="font-size:13.0pt"><span style="font-family:"B Nazanin""></span></span></b></span></span></span></span></span><br> <span style="font-size:11pt"><span style="line-height:normal"><span style="direction:rtl"><span style="unicode-bidi:embed"><span calibri="" style="font-family:"><b><span lang="FA" style="font-size:13.0pt"><span b="" nazanin="" style="font-family:">یافته ها: </span></span></b></span></span></span></span></span><br> <span style="font-size:11pt"><span style="line-height:normal"><span style="direction:rtl"><span style="unicode-bidi:embed"><span calibri="" style="font-family:"><span lang="FA" style="font-size:12.0pt"><span b="" nazanin="" style="font-family:">با توجه به تحلیل داده های بدست آمده در این پژوهش شاخص های &rlm;رضایت شغلی </span></span><span dir="LTR" style="font-size:12.0pt"><span arial="" style="font-family:">%</span></span><span dir="LTR" lang="FA" style="font-size:12.0pt"><span b="" nazanin="" style="font-family:">&lrm;</span></span><span dir="LTR" style="font-size:12.0pt"><span arial="" style="font-family:">=</span></span><span dir="LTR" style="font-size:12.0pt"><span new="" roman="" style="font-family:" times="">Wj</span></span> <span dir="LTR" lang="FA" style="font-size:12.0pt"><span b="" nazanin="" style="font-family:">&lrm;</span></span><span lang="FA" style="font-size:12.0pt"><span b="" nazanin="" style="font-family:">&rlm;&rlm;</span></span><span dir="LTR" lang="FA" style="font-size:12.0pt"><span b="" nazanin="" style="font-family:">&lrm;</span></span><span lang="FA" style="font-size:12.0pt"><span b="" nazanin="" style="font-family:">&rlm;22.8&rlm; و انگیزش </span></span><span dir="LTR" lang="FA" style="font-size:12.0pt"><span b="" nazanin="" style="font-family:">&lrm;</span></span><span lang="FA" style="font-size:12.0pt"><span b="" nazanin="" style="font-family:"> &lrm;21.3</span></span> <span dir="LTR" style="font-size:12.0pt"><span new="" roman="" style="font-family:" times="">Wj</span></span><span dir="LTR" style="font-size:12.0pt"><span arial="" style="font-family:">=%</span></span><span dir="LTR" lang="FA" style="font-size:12.0pt"><span b="" nazanin="" style="font-family:">&lrm;</span></span><span lang="FA" style="font-size:12.0pt"><span b="" nazanin="" style="font-family:">&rlm; به عنوان شاخص های موثر اعلام می شود. همچنین &rlm;براساس تکنیک تکسونومی از بین راهبردهای پرداخت، پرداخت میتنی بر عملکرد دارای &rlm;</span></span><span dir="LTR" lang="FA" style="font-size:12.0pt"><span b="" nazanin="" style="font-family:">&lrm;</span></span><span lang="FA" style="font-size:12.0pt"><span b="" nazanin="" style="font-family:">&rlm;713&rlm;.0</span></span><span dir="LTR" lang="FA" style="font-size:12.0pt"><span b="" nazanin="" style="font-family:">&lrm;</span></span><span lang="FA" style="font-size:12.0pt"><span b="" nazanin="" style="font-family:">&rlm;</span></span><span dir="LTR" lang="FA" style="font-size:12.0pt"><span b="" nazanin="" style="font-family:">&lrm;</span></span><span dir="LTR" style="font-size:12.0pt"><span arial="" style="font-family:">=</span></span><span dir="LTR" lang="FA" style="font-size:12.0pt"><span b="" nazanin="" style="font-family:">&lrm;</span></span><span lang="FA" style="font-size:12.0pt"><span b="" nazanin="" style="font-family:">&rlm;</span></span><span dir="LTR" style="font-size:12.0pt"><span new="" roman="" style="font-family:" times="">CI</span></span><span lang="FA" style="font-size:12.0pt"><span b="" nazanin="" style="font-family:">&rlm; &rlm;می باشد.&rlm;</span></span></span></span></span></span></span><br> <span style="font-size:11pt"><span style="line-height:normal"><span style="direction:rtl"><span style="unicode-bidi:embed"><span calibri="" style="font-family:">&nbsp;<b><span lang="FA" style="font-size:13.0pt"><span b="" nazanin="" style="font-family:">نتیجه گیری: </span></span></b></span></span></span></span></span><br> <span style="font-size:11pt"><span style="line-height:normal"><span style="direction:rtl"><span style="unicode-bidi:embed"><span calibri="" style="font-family:"><span lang="FA" style="font-size:12.0pt"><span b="" nazanin="" style="font-family:">براساس نتایج حاصل از پژوهش &rlm; رضایت شغلی مهمترین شاخص و عامل از دیدگاه خبرگان و همچنین جبران خدمت از طریق پرداخت مبتنی بر عملکرد، مناسب ترین راهبرد پرداخت</span></span> <span lang="FA" style="font-size:12.0pt"><span b="" nazanin="" style="font-family:">به منظور ارتقای بهره وری عملکرد کادر درمان در &rlm;بیمارستان شهید چمران ساوه معرفی می شود. بر اساس یافته های پژوهش پیشنهاد گردید که مدیران و تصمیم گیرندگان بیمارستان &rlm;درباره جبران خدمات ، به پرداخت میتنی بر عملکرد &nbsp;توجه لازم را داشته باشند.</span></span></span></span></span></span></span><br> &nbsp; <h2 style="text-align:justify"><span style="font-size:18pt"><span new="" roman="" style="font-family:" times=""><span style="font-size:10.0pt">Introduction</span><span dir="RTL" lang="FA" style="font-size:10.0pt"><span b="" nazanin="" style="font-family:"><span style="font-weight:normal">: </span></span></span><span style="font-size:10.0pt"><span style="font-weight:normal">The overall goal of the service compensation system is to improve the financial balance, efficiency and accountability. The level of payment is also the main determining factor in the job satisfaction of employees in all organizations and institutions. As an organization that deals with the health of the society, the hospital is the most important organization, and the employees in this organization should make more efforts to provide high quality services</span></span><span dir="RTL" lang="FA" style="font-size:10.0pt"><span b="" nazanin="" style="font-family:"><span style="font-weight:normal">.</span></span></span><span style="font-size:10.0pt"><span style="font-weight:normal"></span></span></span></span></h2> <h2 style="text-align:justify"><span style="font-size:18pt"><span new="" roman="" style="font-family:" times=""><span style="font-size:10.0pt">Method</span><span dir="RTL" lang="FA" style="font-size:10.0pt"><span b="" nazanin="" style="font-family:"><span style="font-weight:normal">:</span></span></span> <span style="font-size:10.0pt"><span style="font-weight:normal">The research community includes experts, experts and experts in this field in Shahid Chamran Saveh Hospital. The sample size is 30 people and the sampling method is also selected as snowball. The strategies and indicators were determined using a researcher-made questionnaire, the validity of which was approved by 5 expert professors.In this research, a self-made decision matrix was used to collect data, the validity of which was confirmed through the review of experts and professors</span></span><span dir="RTL" lang="FA" style="font-size:10.0pt"><span b="" nazanin="" style="font-family:"><span style="font-weight:normal">.</span></span></span><span style="font-size:10.0pt"><span style="font-weight:normal"></span></span></span></span></h2> <h2 style="text-align:justify"><span style="font-size:18pt"><span new="" roman="" style="font-family:" times=""><span style="font-size:10.0pt"><span style="font-weight:normal">After collecting the data, TOPSIS software was used to obtain the results and determine the weight and significance coefficient of the data</span></span><span dir="RTL" lang="FA" style="font-size:10.0pt"><span b="" nazanin="" style="font-family:"><span style="font-weight:normal">.</span></span></span><span style="font-size:10.0pt"><span style="font-weight:normal"></span></span></span></span></h2> <h2 style="text-align:justify"><span style="font-size:18pt"><span new="" roman="" style="font-family:" times=""><span style="font-size:10.0pt">Findings</span><span dir="RTL" lang="FA" style="font-size:10.0pt"><span b="" nazanin="" style="font-family:"><span style="font-weight:normal">:</span></span></span> <span style="font-size:10.0pt"><span style="font-weight:normal">According to analysis of data obtained in this research, job satisfaction indicators Wj=22.8% and motivation Wj=21.3% were declared as effective indicators. will be Also, according to the taxonomy technique, among the payment strategies, performance-based payment has CI=713.0.</span></span><span dir="RTL" lang="FA" style="font-size:10.0pt"><span style="font-family:"B Nazanin""></span></span></span></span></h2> <h2 style="text-align:justify"><span style="font-size:18pt"><span new="" roman="" style="font-family:" times=""><span style="font-size:10.0pt">Conclusion</span><span dir="RTL" lang="FA" style="font-size:10.0pt"><span b="" nazanin="" style="font-family:"><span style="font-weight:normal">:</span></span></span> <span style="font-size:10.0pt"><span style="font-weight:normal">Based on the results of the research, job satisfaction is the most important indicator and factor from the point of view of experts, as well as service compensation through performance-based payment, the most appropriate payment strategy is introduced in order to improve the productivity of the medical staff in Shahid Chamran Saveh Hospital. Based on the findings of the research, it was suggested that hospital managers and decision-makers pay due attention to performance-based compensation.</span></span></span></span></h2> <h2 style="text-align:justify"><span style="font-size:18pt"><span new="" roman="" style="font-family:" times=""><span style="font-size:10.0pt">KeyWords</span><span style="font-size:10.0pt"><span style="font-weight:normal">: Compensation for Services, Treatment Staff, &nbsp;Job Performance, Service Compensation Strategies, Hospital</span></span><span lang="FA" style="font-size:10.0pt"><span b="" nazanin="" style="font-family:"><span style="font-weight:normal">&lrm;</span></span></span><span style="font-size:10.0pt"><span style="font-weight:normal"></span></span></span></span></h2> جبران خدمات,کادر درمان, عملکرد شغلی, راهبردهای جبران خدمت, بیمارستان Compensation for Services, Treatment Staff, Job Performance, Service Compensation Strategies, ‎Hospital‎ 24 55 http://jpe.mazums.ac.ir/browse.php?a_code=A-10-290-1&slc_lang=fa&sid=1 roholah hosseini روح اله حسینی r.hosseini59@pnu.ac.ir 10031947532846001295 10031947532846001295 Yes pnu پیام نور Ahmad yavari احمد یاوری Ahmadyavari199199@yahoo.com 10031947532846001296 10031947532846001296 No pnu پیام نور