The relationship between strategic human resource management and job performance with the role of knowledge management Sayyad Shirazi hospital staff Gorgan

Abstract

The aim of this study was to investigate the relationship between strategic human resource management and job performance with the role of knowledge management is the hospital staff Sayyad Shirazi Gorgan. Methodology: The research method used descriptive, correlational survey research. The target population included all Sayyad Shirazi Gorgan hospital staff to 600 people. The sample is proportional to the number of people using Morgan table, 234 people were selected by simple random sampling. Results: The research data were collected by library and field methods and tools used standard questionnaires. Cronbach's reliability and validity of the method of using content approved have taken. In order to analyze the data, structural equation modeling using LISREL software has been used. Conclusion: The results show that the strategic management of human resources with job performance with the role of knowledge management There is a significant relationship between hospital staff Sayyad Shirazi Gorgan.

The Impact of Self-motivation on the Effective Job Performance of Staff: A Case Study of a Private Hospital in Kuala Lumpur, Malaysia

“…Hospital staff are the most important assets in an organization whose role is to determine the direction and goals of the organization to be implemented and achieved (Reyazi & Aghaei, 2019). When new hospital staff joins an organization, the individual automatically agrees to be loyal and contribute their effort, skill, and knowledge to achieve the organization's goals (Reyazi & Aghaei, 2019). Therefore, private hospital staff need to fully commit to the organization, and further increase their productivity through responsibility (Reyazi & Aghaei, 2019).…”

“…When new hospital staff joins an organization, the individual automatically agrees to be loyal and contribute their effort, skill, and knowledge to achieve the organization's goals (Reyazi & Aghaei, 2019). Therefore, private hospital staff need to fully commit to the organization, and further increase their productivity through responsibility (Reyazi & Aghaei, 2019).…”

“…Self-motivation will create a positive, productive, and innovative organizational climate (Reyazi & Aghaei, 2019). Through self-motivation of hospital staff, more action is encouraged, and the employee's thinking is stimulated to believe that he/ she has the potential and ability to continue contributing to the progress and success of the private hospital (Reyazi & Aghaei, 2019).…”

“…Self-motivation will create a positive, productive, and innovative organizational climate (Reyazi & Aghaei, 2019). Through self-motivation of hospital staff, more action is encouraged, and the employee's thinking is stimulated to believe that he/ she has the potential and ability to continue contributing to the progress and success of the private hospital (Reyazi & Aghaei, 2019). The self-motivation of staff is essentially a form of recognition to the quality of work shown by the staff because quality employees are the main asset of an organization (Reyazi & Aghaei, 2019).…”

“…Through self-motivation of hospital staff, more action is encouraged, and the employee's thinking is stimulated to believe that he/ she has the potential and ability to continue contributing to the progress and success of the private hospital (Reyazi & Aghaei, 2019). The self-motivation of staff is essentially a form of recognition to the quality of work shown by the staff because quality employees are the main asset of an organization (Reyazi & Aghaei, 2019). The quality of the work includes how it is carried out and whether the output successfully meets the required expectations (Reyazi & Aghaei, 2019).…”