مطالب

Purpose: Organizational health within schools significantly influences teacher well-being, professional efficacy, and student outcomes. This study aimed to identify and explain the dimensions and components of organizational health among middle school teachers in Tehran, focusing on how individual, organizational, and environmental factors contribute to the overall health of educational institutions. Methodology: Adopting a qualitative research design, this study engaged 26 middle school teachers from Tehran through semi-structured interviews. The participants were selected purposively to ensure a diverse representation of experiences and viewpoints. Data collection continued until theoretical saturation was reached, and thematic analysis was employed to identify and analyze the emerging themes related to organizational health. Findings: The study revealed that individual factors such as motivation, professional development, and job satisfaction; organizational factors including leadership, communication, and organizational culture; and environmental factors like policy influence and community engagement are critical to the organizational health of schools. These factors together create a comprehensive framework affecting the overall effectiveness and well-being of educational settings. Conclusion: The findings underscore the importance of addressing both the internal and external components of organizational health in schools. A holistic approach that considers individual, organizational, and environmental factors is essential for fostering a positive educational environment, supporting teacher well-being, and enhancing student achievement. The study provides valuable insights for educational leaders, policymakers, and practitioners aiming to improve the organizational health of schools.

INTRODUCTION: The present study aimed to locate new Red Crescent Society (RCS) road rescue and relief bases in the North Khorasan province in order to determine appropriate places for establishing new bases. METHODS: In this research, first the desired criteria were selected based on previous researches and experts' comments on locating the RCS road rescue and relief bases. Then, the preparation and standardization of information layers were performed using the fuzzy method and Analytical Hierarchical Process (AHP) method was used to weigh the criteria. Moreover, the combination of criteria was carried out by using the Weighted Linear Combination (WLC) method. Finally, new bases were located by taking into account the area and other criteria through satellite images. FINDINGS: The results indicated that among all the sub-criteria, the distance from the accident-prone points had the most weight. After combining the criteria, highest priority and high-priority areas for locating RCS road rescue and relief bases were situated in the northwest, center, south, and east of the province. In this research, nine lots with a total area of 33864 square meters were located in the high-priority area. CONCLUSION: Properly locating RCS road rescue and relief bases enhances their efficiency; therefore, the management will be able to provide a range of different services to citizens all over the country by taking appropriate measures.

INTRODUCTION: This study aims to present a model to explain the relationship between organizational virtue and three factors of organizational citizenship behavior, organizational justice, and organizational training in the Red Crescent Society (RCS) of Tehran province. METHODS: This research is done based on standardized questionnaire. The questionnaire consists of four sections including a) Organ standard questionnaire for organizational citizenship behavior, b) the Niehoff standard questionnaire for organizational justice, c) Neefe standard questionnaire for organizational training, and d) Researcher-made questionnaire for organizational virtue. About 232 employees of the RCS in Tehran province were selected and studied during February to April 2023. FINDINGS: The findings showed that organizational virtue have a significant and positive association with organizational citizenship behavior (coefficient=0.56), organizational training (coefficient=0.53) and organizational justice (coefficient=0.51) in the RCS of Tehran province. CONCLUSION: According to the results, in order to promote and grow more and better the organizational virtue in the RCS of Tehran province, the officials should pay more attention to the improvement of all three variables of organizational citizenship behavior, organizational training and organizational justice among the employees.

INTRODUCTION: The aim of the current research was to design a competency model for volunteers to be used in the IRCS and Volunteers’ Organization. METHODS: This research has a mixed approach and was conducted in two qualitative and quantitative phases. The first phase was done using grounded theory and the next phase was based on a researcher-made questionnaire. A total of 11 people including professors and experts of the IRCS who were knowledgeable and experienced about the subject were studied using purposeful sampling through semi-structured interviews. Data was analyzed by Maxqda-2022. Then, a researcher-made questionnaire was prepared using the indicators obtained from the qualitative section and given to a number of experts in the IRCS (140 people). Data was analyzed using Smartpls3 and SPSS-26 software. FINDINGS: According to the findings in qualitative section, causal conditions consist of 2 main categories and 4 subcategories; background includes 1 main category and 2 sub-categories as well as central phenomenon 4 main categories and 20 sub-categories; also, intervening conditions 2 main categories and 4 sub-categories; and the strategies 2 main categories, 5 sub-categories, and finally the consequences are composed of 3 main categories and 3 sub-categories. The results of the quantitative analysis also emphasize the positive and meaningful relationship between each of the strategies and the competence of the volunteers, which means that each of these strategies can be effective in designing and developing the competency model of the volunteers. CONCLUSION: The results indicated that the competency of RCS volunteers requires various factors such as mental image at the community level and the culture of meritocracy at the level of the IRCS and Volunteers’ Organization. In the following, the results and its consequences can be observed for the volunteers, IRCS, Volunteers’ Organization, and finally for the community, beneficiaries and the affected people. All of which depend on the use of appropriate strategies to design the competency model of IRCS volunteers.