Volume 16, Issue 12 (3-2014)                   J Arak Uni Med Sci 2014, 16(12): 30-41 | Back to browse issues page

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Sarmadian H, Didgar F, Kalantari M, Zarinfar N, Ahmadlou M. Assessing Faculty Members' Needs and Motivations Effective in Conduct of Training Activities at Arak University of Medical Sciences in 2012. J Arak Uni Med Sci 2014; 16 (12) :30-41
URL: http://jams.arakmu.ac.ir/article-1-2178-en.html
1- Department of Infectious Diseases, Arak University of Medical Sciences, Arak, Iran
2- Arak University of Medical Scinces, Arak, Iran , kalantari-m@arakmu.ac.ir
3- Clinical Research Unit, Vali-Asr Hospital, Arak University of Medical Scinces, Arak, Iran
Abstract:   (7725 Views)

Background: Motivation is one of the most important tools to push faculty members to perform effectively and efficiently in the workplace is. This study is based on Herzberg's theory of motivating factors to consider requiring faculty at the University of Medical Sciences deals.

Materials and Methods: In this cross-sectional study, a total of 168 faculty members of Tehran University of Medical Sciences, 102 persons conducting a completely free and informed, a 40-question questionnaire based on Herzberg's two-factor theory, design, a questionnaire. Data using t-test and Mann-Whitney U and indicators of central tendency and dispersion were analyzed by SPSS 16 software.

Results: Response rate to the questionnaires, 7.60, respectively. 5.24% of the faculty in the basic sciences and 5.74% at the clinical level of activity. Of "communication" and "progress and development", the motivation faculty have the greatest impact. Factors "physical condition" and "salary" have been less effective. Between the ages of faculty motivating factors, "nature", "responsibility and career" and "supervision and monitoring", there was a significant correlation. The relationship between work experience and of "salary" and "job security" was also significant.

Conclusion: Communication is one of the most important factors in increasing the motivation of faculty members in the physical conditions of work and wages are minimal impact in this area. With an aging faculty, salary, supervision and monitoring, and job security are more important motivation. In other words, with increasing age and work experience, academic expectations of the management of change and the proper evaluation of the activities of the officials do not have the decision-making, and because the quality of activities, good participate Ndah encouraged do not motivate members to create good will.

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Type of Study: Original Atricle | Subject: General
Received: 2013/02/15 | Accepted: 2014/01/8

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