Journal of Rafsanjan University of Medical Sciences
مجله دانشگاه علوم پزشکی رفسنجان
JRUMS
Medical Sciences
http://journal.rums.ac.ir
69
journal69
1735-3165
2008-7268
10.66224/jrums
fa
jalali
1404
4
1
gregorian
2025
7
1
24
4
online
1
fulltext
fa
اعتبارسنجی الگوی تحلیلگری منابع انسانی در نظام سلامت: یک مطالعه توصیفی
Validation of the Human Resources Analytics Model in the Health System:
A Descriptive Study
مديريت و اطلاع رساني پزشكي
مديريت و اطلاع رساني پزشكي
پژوهشي
Research
<p dir="RTL" style="text-align:justify"><span style="font-size:10pt"><span style="line-height:110%"><span style="direction:rtl"><span style="unicode-bidi:embed"><span style="font-family:"Times New Roman",serif"><b><span lang="AR-SA" style="font-size:12.0pt"><span style="line-height:110%"><span style="font-family:"B Nazanin"">زمینه و هدف:</span></span></span></b> <span lang="FA" style="font-size:12.0pt"><span style="line-height:110%"><span style="font-family:"B Nazanin"">تحلیلگری منابع انسانی در نظام سلامت یکی از عوامل کلیدی در بهبود کیفیت خدمات بهداشتی و درمانی است. با توجه به پیچیدگیهای این حوزه و نیاز به بهینهسازی فرآیندها، اعتبارسنجی الگوی تحلیلگری میتواند ابزاری مؤثر در ارتقاء عملکرد نظام سلامت باشد. بنابراین، پژوهش حاضر با هدف اعتبارسنجی این الگو انجام شده است.</span></span></span></span></span></span></span></span><br>
<span style="font-size:10pt"><span style="line-height:110%"><span style="direction:rtl"><span style="unicode-bidi:embed"><span style="font-family:"Times New Roman",serif"><b><span lang="FA" style="font-size:12.0pt"><span style="line-height:110%"><span style="font-family:"B Nazanin"">مواد و روش</span></span></span></b><b><span dir="LTR" style="font-family:"Calibri",sans-serif"></span></b><b><span lang="FA" style="font-size:12.0pt"><span style="line-height:110%"><span style="font-family:"B Nazanin"">ها:</span></span></span></b><span lang="FA" style="font-size:12.0pt"><span style="line-height:110%"><span style="font-family:"B Nazanin""> در این مطالعه، از روش توصیفی پیمایشی و از طریق نظرسنجی با استفاده از یک پرسش­نامه محقق ساخته برای اعتبارسنجی الگوی تحلیلگری منابع انسانی در نظام سلامت بهره </span></span></span><span lang="FA" style="font-size:12.0pt"><span style="line-height:110%"><span style="font-family:"B Nazanin"">گرفته شد. دادهها از ۱۰ متخصص مدیریت و منابع انسانی دانشگاه علوم پزشکی کرمان در سال 1403 جمعآوری و با استفاده از نسبت روایی محتوا (</span></span></span>Content validity ratio; CVR<span lang="FA" style="font-size:12.0pt"><span style="line-height:110%"><span style="font-family:"B Nazanin"">) و شاخص روایی محتوا (</span></span></span>Content validity index; CVI<span lang="FA" style="font-size:12.0pt"><span style="line-height:110%"><span style="font-family:"B Nazanin"">) مورد تجزیه و تحلیل قرار گرفتند.</span></span></span><span lang="AR-SA" style="font-size:12.0pt"><span style="line-height:110%"><span style="font-family:"B Nazanin""></span></span></span></span></span></span></span></span><br>
<span style="font-size:10pt"><span style="line-height:110%"><span style="direction:rtl"><span style="unicode-bidi:embed"><span style="font-family:"Times New Roman",serif"><b><span lang="FA" style="font-size:12.0pt"><span style="line-height:110%"><span style="font-family:"B Nazanin"">یافته</span></span></span></b><b><span dir="LTR" style="font-family:"Calibri",sans-serif"></span></b><b><span lang="FA" style="font-size:12.0pt"><span style="line-height:110%"><span style="font-family:"B Nazanin"">ها:</span></span></span></b><span lang="FA" style="font-size:12.0pt"><span style="line-height:110%"><span style="font-family:"B Nazanin""> نتایج نشان دادند که الگوی تحلیل</span></span></span><b><span dir="LTR" style="font-family:"Calibri",sans-serif"></span></b><span lang="FA" style="font-size:12.0pt"><span style="line-height:110%"><span style="font-family:"B Nazanin"">گری منابع انسانی در نظام سلامت شامل ۲۴ زیر مؤلفه در شش مؤلفه (پدیده مرکزی، شرایط علی، زمینهای، مداخله­گر، راهبردها و پیامدها) با میانگین نسبت روایی 726/0 و شاخص روایی 848/0 از اعتبار مناسبی برخوردار است و میتواند در طراحی الگوی نهایی مورد استفاده قرار گیرد.</span></span></span></span></span></span></span></span><br>
<span style="font-size:10pt"><span style="line-height:110%"><span style="direction:rtl"><span style="unicode-bidi:embed"><span style="font-family:"Times New Roman",serif"><b><span lang="FA" style="font-size:12.0pt"><span style="line-height:110%"><span style="font-family:"B Nazanin"">نتیجه</span></span></span></b><b><span dir="LTR" style="font-family:"Calibri",sans-serif"></span></b><b><span lang="FA" style="font-size:12.0pt"><span style="line-height:110%"><span style="font-family:"B Nazanin"">گیری:</span></span></span></b><span lang="FA" style="font-size:12.0pt"><span style="line-height:110%"><span style="font-family:"B Nazanin""> مطالعه حاضر نشان داد که الگوی تحلیل</span></span></span><b><span dir="LTR" style="font-family:"Calibri",sans-serif"></span></b><span lang="FA" style="font-size:12.0pt"><span style="line-height:110%"><span style="font-family:"B Nazanin"">گری منابع انسانی در نظام سلامت از اعتبار و روایی محتوایی خوبی برخوردار است. این الگو به بهبود کارایی و اثربخشی نظام سلامت کمک خواهد کرد و نتایج آن میتواند راه­گشای بهبود سیاستگذاریهای نظام سلامت باشد.</span></span></span></span></span></span></span></span><br>
<span style="font-size:10pt"><span style="line-height:110%"><span style="direction:rtl"><span style="unicode-bidi:embed"><span style="font-family:"Times New Roman",serif"><b><span lang="FA" style="font-size:12.0pt"><span style="line-height:110%"><span style="font-family:"B Nazanin"">واژه</span></span></span></b><b><span dir="LTR" style="font-family:"Calibri",sans-serif"></span></b><b><span lang="FA" style="font-size:12.0pt"><span style="line-height:110%"><span style="font-family:"B Nazanin"">های کلیدی:</span></span></span></b><span lang="FA" style="font-size:12.0pt"><span style="line-height:110%"><span style="font-family:"B Nazanin""> تحلیل</span></span></span><b><span dir="LTR" style="font-family:"Calibri",sans-serif"></span></b><span lang="FA" style="font-size:12.0pt"><span style="line-height:110%"><span style="font-family:"B Nazanin"">گری داده، نیروی کار سلامت، الگوی نظری، پژوهش اعتبارسنجی</span></span></span><span lang="FA" style="font-size:12.0pt"><span style="line-height:110%"><span style="font-family:"B Nazanin""></span></span></span></span></span></span></span></span><br>
</p>
<p style="text-align:justify"><span style="font-size:10pt"><span style="line-height:135%"><span style="tab-stops:-45.0pt"><span style="text-autospace:none"><span style="font-family:"Times New Roman",serif"><a name="_Hlk114425361"><b><span style="font-size:9.0pt"><span style="line-height:135%">Background and Objectives: </span></span></b></a><span style="font-size:9.0pt"><span style="line-height:135%">Human resources analytics in the health system is one of the key factors in improving the quality of health care services. Considering the complexities of this field and the need to optimize the processes, the validation of the analytical model can be an effective tool in improving the performance of the health system. Therefore, the present research was conducted with the aim of validating this model.</span></span></span></span></span></span></span><br>
<span style="font-size:10pt"><span style="line-height:135%"><span style="tab-stops:-45.0pt"><span style="text-autospace:none"><span style="font-family:"Times New Roman",serif"><b><span style="font-size:9.0pt"><span style="line-height:135%">Materials and Methods:</span></span></b><span style="font-size:9.0pt"><span style="line-height:135%"> In this study, a descriptive survey method was used through a survey using a researcher-made questionnaire to validate the model of human resources analytics in the health system. Data were collected from 10 management and human resources specialists of Kerman University of Medical Sciences in 2024 and analyzed using content validity ratio (CVR) and content validity index (CVI).</span></span></span></span></span></span></span><br>
<span style="font-size:10pt"><span style="line-height:135%"><span style="tab-stops:-45.0pt"><span style="text-autospace:none"><span style="font-family:"Times New Roman",serif"><b><span style="font-size:9.0pt"><span style="line-height:135%">Results:</span></span></b><span style="font-size:9.0pt"><span style="line-height:135%"> The findings indicated that the model of human resources analytics in the health system, which includes 24 sub-components in six components (central phenomenon, causal conditions, contextual conditions, intervening conditions, strategies, and consequences), is valid with average reliability ratio of 0.726 and reliability index of 0.848, and can be used in the design of the final model.</span></span><span dir="RTL" lang="FA" style="font-size:9.0pt"><span style="line-height:135%"></span></span></span></span></span></span></span><br>
<span style="font-size:10pt"><span style="line-height:135%"><span style="tab-stops:-45.0pt"><span style="text-autospace:none"><span style="font-family:"Times New Roman",serif"><b><span style="font-size:9.0pt"><span style="line-height:135%">Conclusion:</span></span></b><span style="font-size:9.0pt"><span style="line-height:135%"> The results showed that the model of human resources analytics in the health system has a good content validity. This model helps to improve the efficiency and effectiveness of the health system, and its results can pave the way to enhance health system policies.</span></span></span></span></span></span></span><br>
<span style="font-size:10pt"><span style="line-height:135%"><span style="tab-stops:-45.0pt"><span style="text-autospace:none"><span style="font-family:"Times New Roman",serif"><b><span style="font-size:9.0pt"><span style="line-height:135%">Keywords:</span></span></b><span style="font-size:9.0pt"><span style="line-height:135%"> Data analytics, Health workforce, Theoretical model, Validation study</span></span></span></span></span></span></span><br>
<span style="font-size:10pt"><span style="line-height:135%"><span style="tab-stops:-45.0pt"><span style="text-autospace:none"><span style="font-family:"Times New Roman",serif"><span style="font-size:9.0pt"><span style="line-height:135%"></span></span></span></span></span></span></span><br>
<span style="font-size:10pt"><span style="line-height:135%"><span style="tab-stops:-45.0pt"><span style="text-autospace:none"><span style="font-family:"Times New Roman",serif"><b><span style="font-size:9.0pt"><span style="line-height:135%">Funding: </span></span></b><span style="font-size:9.0pt"><span style="line-height:135%">This study did not have any funds.</span></span></span></span></span></span></span><br>
<span style="font-size:10pt"><span style="line-height:135%"><span style="tab-stops:-45.0pt"><span style="text-autospace:none"><span style="font-family:"Times New Roman",serif"><b><span style="font-size:9.0pt"><span style="line-height:135%">Conflict of interest: </span></span></b><span style="font-size:9.0pt"><span style="line-height:135%">None declared.</span></span></span></span></span></span></span><br>
<span style="font-size:10pt"><span style="line-height:135%"><span style="tab-stops:-45.0pt"><span style="text-autospace:none"><span style="font-family:"Times New Roman",serif"><b><span style="font-size:9.0pt"><span style="line-height:135%">Ethical considerations: </span></span></b><span style="font-size:9.0pt"><span style="line-height:135%">The Ethics Committee of Islamic Azad University, Kerman Branch, approved the study (IR.IAU.KERMAN.REC.1403.149).</span></span></span></span></span></span></span><br>
<span style="font-size:10pt"><span style="line-height:135%"><span style="tab-stops:-45.0pt"><span style="text-autospace:none"><span style="font-family:"Times New Roman",serif"><b><span style="font-size:9.0pt"><span style="line-height:135%">Authors’ contributions: </span></span></b></span></span></span></span></span><br>
<span style="font-size:10pt"><span style="line-height:135%"><span style="tab-stops:-45.0pt"><span style="text-autospace:none"><span style="font-family:"Times New Roman",serif"><b><span style="font-size:9.0pt"><span style="line-height:135%">- Conceptualization: </span></span></b><span style="font-size:9.0pt"><span style="line-height:135%">Nahid Zarinsadaf, Mojgan Derakhshan, Amin Nikpour, Hamid Reza Mollaei</span></span></span></span></span></span></span><br>
<span style="font-size:10pt"><span style="line-height:135%"><span style="tab-stops:-45.0pt"><span style="text-autospace:none"><span style="font-family:"Times New Roman",serif"><b><span style="font-size:9.0pt"><span style="line-height:135%">- Methodology: </span></span></b><span style="font-size:9.0pt"><span style="line-height:135%">Mojgan Derakhshan, Nahid Zarinsadaf</span></span></span></span></span></span></span><br>
<span style="font-size:10pt"><span style="line-height:135%"><span style="tab-stops:-45.0pt"><span style="text-autospace:none"><span style="font-family:"Times New Roman",serif"><b><span style="font-size:9.0pt"><span style="line-height:135%">- Data collection: </span></span></b><span style="font-size:9.0pt"><span style="line-height:135%">Nahid Zarinsadaf</span></span></span></span></span></span></span><br>
<span style="font-size:10pt"><span style="line-height:135%"><span style="tab-stops:-45.0pt"><span style="text-autospace:none"><span style="font-family:"Times New Roman",serif"><b><span style="font-size:9.0pt"><span style="line-height:135%">- Formal analysis: </span></span></b><span style="font-size:9.0pt"><span style="line-height:135%">Nahid Zarinsadaf</span></span></span></span></span></span></span><br>
<span style="font-size:10pt"><span style="line-height:135%"><span style="tab-stops:-45.0pt"><span style="text-autospace:none"><span style="font-family:"Times New Roman",serif"><b><span style="font-size:9.0pt"><span style="line-height:135%">- Supervision: </span></span></b><span style="font-size:9.0pt"><span style="line-height:135%">Mojgan Derakhshan, Amin Nikpour, Hamid Reza Mollaei</span></span></span></span></span></span></span><br>
<span style="font-size:10pt"><span style="line-height:135%"><span style="tab-stops:-45.0pt"><span style="text-autospace:none"><span style="font-family:"Times New Roman",serif"><b><span style="font-size:9.0pt"><span style="line-height:135%">- Project administration: </span></span></b><span style="font-size:9.0pt"><span style="line-height:135%">Mojgan Derakhshan</span></span></span></span></span></span></span><br>
<span style="font-size:10pt"><span style="line-height:135%"><span style="tab-stops:-45.0pt"><span style="text-autospace:none"><span style="font-family:"Times New Roman",serif"><b><span style="font-size:9.0pt"><span style="line-height:135%">- Writing - original draft: </span></span></b><span style="font-size:9.0pt"><span style="line-height:135%">Nahid Zarinsadaf</span></span></span></span></span></span></span><br>
<span style="font-size:10pt"><span style="line-height:135%"><span style="tab-stops:-45.0pt"><span style="text-autospace:none"><span style="font-family:"Times New Roman",serif"><b><span style="font-size:9.0pt"><span style="line-height:135%">- Writing - review and editing: </span></span></b><span style="font-size:9.0pt"><span style="line-height:135%">Nahid Zarinsadaf, Mojgan Derakhshan, Amin Nikpour, Hamid Reza Mollaei</span></span></span></span></span></span></span><br>
</p>
تحلیلگری داده, نیروی کار سلامت, الگوی نظری, پژوهش اعتبارسنجی
Data analytics, Health workforce, Theoretical model, Validation study
375
389
http://journal.rums.ac.ir/browse.php?a_code=A-10-6881-1&slc_lang=fa&sid=1
Nahid
Zarinsadaf
ناهید
زرین صدف
n.zarinsadaf@gmail.com
6900319475328460060863
0009-0005-6794-8538
No
Islamic Azad University
دانشگاه آزاد اسلامی کرمان
Mojgan
Derakhshan
مژگان
درخشان
derakhshanmojgan7@gmail.com
6900319475328460060864
6900319475328460060864
Yes
Islamic Azad University
دانشگاه آزاد اسلامی کرمان
Amin
Nikpour
امین
نیک پور
nikpour2003@yahoo.com
6900319475328460060865
6900319475328460060865
No
Islamic Azad University
دانشگاه آزاد اسلامی کرمان
Hamid Reza
Mollaei
حمیدرضا
ملائی
hrmollaei@ut.ac.ir
6900319475328460060866
6900319475328460060866
No
Islamic Azad University
دانشگاه آزاد اسلامی کرمان