Akram Ansari * Ph.D. Student in Educational Management, Sari Branch, Azad University, Iran * Corresponding Author:

Transcription

1 An investigation of the Relationship between Office Automation with the Career Life Quality and Self-Efficacy in Staffs of Health Network of Amol City, Iran Abstract Akram Ansari * Ph.D. Student in Educational Management, Sari Branch, Azad University, Iran * Corresponding Author: akram_ansari60@yahoo.com Hamid Alipur Saroukalaei Ph.D. Student in Educational Management, Sari Branch, Azad University, Iran Taghi Taghavi Zanjani M.A. in Geography and Urban Planning, PNU, Sari, Iran Hossein Taghavi Gorji M.A. in Management of Municipal Affairs, Ferdowsi University of Mashhad, Iran Seyyed Hadi Fazli Vasatikalai M.A. in state management, Ghaemshahr Branch, Azad University, Iran The purpose of this research was doing investigation relationship between Office Automation with the quality of career life and self-efficacy of staffs of health network of Amol city. The method of this research in terms of goal was practical and in terms of gathering data is correlation descriptive which has been done as field research. The data population includes all employees of health network of Amol city (n=850).and the sampling method of the study was random stratified and Morgan table was used to determine the sample size which 265 people randomly selected as sample. The questionnaires of the study were Adel Office Automation questionnaire (2008), Walton quality of work life (1973) and Sherer self-efficiency (1982) which content and face validity of the questionnaire was confirmed by 10 experts. To determine the reliability the questionnaire was distributed between 30 people of population based on data obtained through Cranach's alpha this amount is for work life quality questionnaire α=0.81,self-efficiency α=0.78 and office automation α=0.80 which indicates the reliability of the questionnaire. Kolmogorov-Smirnov statistical models, Spearman test and linear regression by using SPSS software version 21 were used for inferential analyzing of findings and testing hypotheses. According to Spearman test there is no meaningful and positive relationship between office automation and self-efficiency of employees of health network of Amol city (P=0.45,r= ) but there is positive and meaningful relationship between office automation and life quality of employees (P=0.001>, r=0.519).results of linear regression indicated that office automation has no meaningful effect on self-efficiency of employs (p=0.19, t=-1.3) but office automation has meaningful effect on the quality life of employees (P>0.001,t=10.05) and according to determination coefficient (R 2 ) the office automation explains 30% of the variable variance of the criteria. Keywords: Office Automation, Quality of Work Life, Self-Efficacy, Health Network Staff of Amol City. Page 1076

2 Introduction Nowadays communications and official correspondence in organizations and economic institutions has changed completely, due to ongoing development of technology changes and also the rapid increase in environmental changes and the necessity of quickly and appropriately respond of the organization to these developments (Poczwardowski, 2000).during recent years use and operation of office automation systems has been prevalent in our country and so many organizations are willing to utilizing and use of these systems and they are ready to spend huge amounts for the establishment and use of these systems. Office automation is mechanism that for the purpose of improving the efficiency the organization through applying effective management and applying the activities of the organization by using electronic circulation of organizational correspondence, easy searching of the stored information, Rapid and timely response to clients, Removing paper from office correspondence cycle, appropriate control over the users, Registration and maintenance of optimal information and improve communication within the organization. And it is responsible for creating internal communications and also people of the organization with outside of the organization. Automation information system can support employees to achieve their goals (Ranji,Jifroodi, 2008). Office automation includes all formal and informal electronic systems which relate to communicate information between peoples inside and outside of the organization (Rahimi kia, 2010) and is one of the factors that can play an important role of increasing productivity and performance (Jahanbakhsi, 2009). a research which has done by Mohseni indicated that all factors such as quick and easy access to data, Establishing uniformity in all matters, speed in doing works, accuracy and precision of operation have influenced on employee performance. As a result automation leads to increase Employee performance (Mohseni, 2006), Kay, 2004 states in a research under the title:" Study and design of automation systems" the University of California.recently automation designing becomes more and more in order to optimization strategies and different administrative levels in cost saving, manpower and time. Automation facilitate doing service affairs and increases productivity. The automation process requires preparing and instructions and system activity diagrams. Automation system design is based on the behavior and performance of the system and different structural process performed according to that (Kay, 2004). Sheikh Baklo et al (2012) examined the effects of office automation on the efficiency in their research and results indicated that office automation has impacts on the efficient use of time response to the customers and accuracy in doing things and resulted to increasing efficiency. Sharifzadeh in his research with the title of Analysis of the relationship between the extent of automation and organizational effectiveness indicated that by increasing the extent of automation the efficiency will be increased. And the difference is significant between the two organizations with the same degree of automation. This means that in the organizations that have type automation degree is not observed a significant difference in terms of performance. Well as by increasing degree of automation extent, increases employee satisfaction. Sarafizadeh and Alipour (2009) in a research examined the effect of office automation on productivity of human resources and indicated that the implementation of office automation on factors such as efficiency, effectiveness and productivity in the field of human resources has a direct impact yet the extent of effectiveness has not been impressive. As well as the development of office automation is enough newly that there was no enough time for the study and basic research about the results and its effects and we can say that this Page 1077

3 issue has analyzed very little. About the usefulness of office automation of the companies and offices many discussions has been proposed but most experts that for proving that issue had pay attention to economic and management dimension. In this regard, one of the most important goals of the network health and life quality improvement of their employees is increasing efficacy. In recent decades, psychologists considered the psychometric properties of the employees in the organizations. As experts in organizational behavior and human resources have particular attention to the human characteristics to take actions for increasing efficiency by identifying the variables (Mirzapour, 2010). Therefore, work life quality is a new sense of job satisfaction that has been considered by managers (Armaghan, 2012). Quality of Work Life is a comprehensive program that is dedicated to promoting employee satisfaction (Boojmehrani et al, 2012). Karaen 1997 defines work life quality and the complex interaction system components work with tasks, invoices and organizational factors, environment, tools, and technology. Dehnavi (2013) as a result of work life quality on a hand analyses the effective factors on the growth and development of the organizational and from the other hand offers strategies to increase employee productivity and organization(armaghan,2012).also there are personality factors that effects behavior one of this factors which is detected in justifying the behavior and performance is self efficiency(asadi, 2009). according to Bandora states(1997) self-efficiency believes are 3 dimensions and they are differ in terms of level, generality and intensity and they strengthen by 4 main resources successful experiences, alternative experiences, verbal persuasion and motivational states. Change in self-efficiency also influences the behavior and performance (Kamkari, 2013). Thus according to the mentioned discussions, self-efficacy and suitable quality of life of employees in an organization effects efficiency and productivity and performance. Another factor can play an important role in increasing the efficiency of information technology. Also as state organizations such as health network is of organizations that employees play substantial role in it and due to the presence of patients and the public the importance of staffs will look more and more important. And with regard to the use of information technology and its spread it seems that in the health Network organizations also increases the need for expert staff and also causes to automatic affairs which indicates the unemployment of manual workers and shortage of workers and the growth of knowledge works. And since research and studies that can clarify the social and economic consequences of automation in the health network has done very little and an accurate statistics which indicate the usefulness and unusualness of automation has not been obtained. Thus this research is tries to answer this question: What relationship is there between quality of working life and self office automation of Amol health workers? Material and Methods The method of this research in terms of objective is practical and in terms of data collection is descriptive- correlation which has been done as field research. The data population of this research is all employees of health network of Amol city which their numbers are 850 people. Sampling method of this research is stratified random sampling and Morgan table was used for determine the sample size that 256 people were selected randomly as sample. To evaluate office automation Adel office automation questionnaire (2008) and Walton quality of life Page 1078

4 Male Female 50 and above Diplom a bachelo rs MA Ph.D Married Single Volume 2 Issue 3 questionnaire (1973).in order to determine content validity of the questionnaires of this research comments of several educational management experts were considered(10 people). After using their ideas, questionnaires were approved. Cronbach's alpha method was used in order to measure the reliability. For this purpose a small part of the population (n=30) and questionnaires were distributed in the form of a pilot study in community. This amount is based on data obtained from the questionnaires assessing the quality of working life α= 81.0 and self-efficiency α =78.0 and office automation α= 8.0 was calculated which indicates that the used questionnaires has the capability of sufficient reliability. Descriptive statistics were used for the statistical analysis and classify and describe the findings of research findings (mean, standard deviation, frequency distribution). Kolmogorov-Smirnov test, Spearman correlation test in the SPSS software version 21 were used for testing research hypothesis in the inferential statistics. Research findings According to findings of this research from a total of 265 individual respondents there is 151 men which is equivalent to 57% and 114 women which is equivalent to 43% from the population. Also results in Table 1 indicate the fact that the12.1% of respondents have the years old,32.1 % of people have the years old,43.8% people have years old and 12.1% of people have years old. Also the demographic findings indicate that 26.8 % persons have master and doctor degree. According to data from demographic experts, 14.7% of them are married and 85.3% are single community. Table 1: Distribution demographic characteristics of the population under study variables gender age education Field study of Items frequencies percent In this section before the statistical tests and because of presumption for using and not using parametric tests Kolmogorov-Smirnov test were used. Accordingly, briefly normal distribution effectiveness and creativity in this analysis has Nebo normal distribution.(table 2). Table 2: Kolmogorov-Smirnov test in order to examine normality test of data distribution statistics variable Self-efficiency Life quality Reaching to goal Decision making quality Quality of analyzing data Entering new ideas Answering quality Modification of business processes Office automation statistics Meaningful(p) Page

5 The findings of the Pearson test in this study showed that there is no meaningful relationship between office automation and self-efficiency of employees of Amol health workers(r=-0.048,p=0.45) also there is no relationship between reaching to goal and selfefficiency(r= ,p=0.514), Between the quality information analysis and Efficacyefficiency(r=-0.157,p=0.35),entering new ideas and self-efficiency(r=-0.081,p=0.19) but there is relationship between self-efficiency and quality of decision making(r=-0.155,p=0.012) and business process improvement and self-efficacy(r=0.121,p=0.008). Table 3: The results of Pearson correlation between the self-efficacy with office automation of Amol health network workers. variables indexes Self-efficiency The correlation coefficient Reaching to goal Meaningful level Quality of decision making Quality of analyzing data Entering new ideas Answering quality Business improvement Office automation process The correlation coefficient Meaningful level The correlation coefficient Meaningful level 0.35 The correlation coefficient Meaningful level 0.19 number 256 The correlation coefficient Meaningful level 0.32 The correlation coefficient Meaningful level The correlation coefficient Meaningful level 0.45 number 256 The findings of Pearson test in this study showed that there is significant relationship between office automation and quality of life work of health network workers(r=0.519,p= >0.001) also there is relationship between reaching to goal and quality of work life (r=0.505,p=>0.001) quality of decision making and quality of work life(r=0.437,p=>0.001),quality of analyzing data and quality of work life(r=0.437, p=>0.001),entering new ideas and quality of work life(r=0.457, p=>0.001),answering quality and quality of work life(r=0.457, p=>0.001), Business process improvement and quality of work life(r=0.497, p=>0.001) table 4. Page 1080

6 Table 4: The results of the Pearson correlation between qualities of work life with office automation of employees Amol Health Network variables indexes Self-efficiency The correlation coefficient Reaching to goal Meaningful level 0.46 number Quality of decision making Quality of analyzing data Entering new ideas Answering quality Business improvement Office automation process Discussion and Conclusion The correlation coefficient The correlation coefficient The correlation coefficient The correlation coefficient The correlation coefficient The correlation coefficient In examine of findings of research there were not found a meaningful relationship between office automation and self-efficiency of employees of Amol Health Network. Given that there was no found a research that directly measure the relationship between these two variables but in general, our results can be somewhat know in line with the findings of Nee (2006) and not consistent with findings of Kay (2004),Sheikh Bakloo et al (2012). Nee (2006) in this regard in a research with the title of Relationship between information technology and organizational learning with performance (Chinese corporations) indicated that IT does not have a direct impact on improving performance. But Mahboobi et al (2011) indirectly and as a confounding factor affect performance and organizational learning but impact of IT is meaningful overall on self-efficiency, Academic performance and entrepreneurship in men and women separately. Today, in addition to direct and indirect benefits that such automation to better control the work activities of non-productive, non-productive organization, requiring less formalities and controls to monitor the flow of work between departments, increase job satisfaction on the staff of an organization has certain disadvantages such as changes in the human environment, social relations and human neglect some of the work and activities for automating the entry of complex and difficult to work with systems of moral mistakes and attributing them to the system, staff health problems in working with computers, rejecting mechanized systems by managers or employees, lack of security in terms of access and in terms of destruction.as a result according to mentioned shortages perhaps the environmental conditions and characteristics of the organization failed to influence the employees selfefficiency or that all conditions were equal in terms of automation for all employees of the community. Page 1081

7 Also results indicated that among office automation components quality of decision making and modification of business processes has relationship with self-efficiency of Amol health network workers and other dimensions have no relationship with self-efficiency.so that whatever the quality of decision-making and modify work processes be higher in health network administration enhances the efficiency of employees. The results are somewhat in consistent with the results of Mousavi and Nowrozi (2009) and Mahbobi et al (2011). Automation system has a great impact on the validity, accuracy, economy, timeliness of decision-making managers and employees. Automation impact in the first phase is replacing human capital rather than labor. The impact of advanced information is that helps employees and managers in effective decision-making. The effect is achieved when the institution decides to re-engineer their process to achieve higher function (Sarafizadeh, 2004). a research which has been done by Mohseni (2006) indicated that all factors such as quick and easy access to data and statistics, establishing uniformity in all matters, speed in doing things and accuracy and precision in operation has impact on employee performance as a result automation causes that the performance of employees increases. Hence it is recommended that managers and officials of Health Network in order to increase the efficacy of its employees in the decision-making and quality of care are taken into account and by reforming and proper structure to improve business processes between employees increase their efficacy. It can be noted that by increasing the extent of Automation, we can enhance quality of decision-making and reform process. Based on the findings of the study there is a significant positive correlation between automation and all its components and the quality of life in Health Network workers. Above results is to some extent is in consist with findings of Hasanzade (2005), Mosavi and Norozi (2009), Rahimi kya et al (2010), Lovnete Pieto (2004). Sarrafzadeh and Alipur (2009) in a research examined the office automation application on the productivity of human resources and indicated that applying office automation had direct impact on the factors such as the efficiency, effectiveness and productivity in the human resources field but the amount of impact has not been impressive. Sharifzadeh in his research indicated that by increasing the extent of Automation staff satisfaction increases. Today automation causes that shape of doing things be the same and prevented the difference between the different tastes in doing things, interpretation of the Rules and Regulations. In other words consistency is obtained in doing affairs that causes to increase performance of employees. Office automation system is responsible for creating internal communications of the organizations and also the employees of the organization with peoples outside of the organization this connection helps improve coordination of activities and qualitatively of works that this in turn causes to increase satisfaction of people and thus improves the quality of life of persons. Quality of life as a goal provides improvement of organizational performance through creating more challenging jobs and working environments in all levels of organization. Therefore, according to the results of the efficiency and quality of automation and its dimensions such as reaching the goal, the quality of decision-making, the quality of data analysis, and entry of new ideas, accountability and reform business processes run better health and higher network causes to increasing quality of staffs life. Thus considering this fact is necessary for authorities and health managers. An organization that their employees that are in desirable and good state in terms of work life quality and considering internal and external demands and its office automation is high and working group members, trusted group, coordination, and cooperation be necessary Page 1082

8 consequently increases quality of work life the employees of the organization. We can say that health network of Amol due to using computer and electronically tools have more independence for their employees. And this independence of working increases their satisfaction. While the variety of work increases since technologic tools decreases a lot of unnecessary and repetitive tasks of people. Therefore, due to the influence and role of automation on the quality of work life of employees open fields and infrastructures is provided in the health systems in the health networks so that the medical system increasingly placed in the path of growth and development. And by using the specialized and dominant staffs of automation and information technology provide the applying fields for it in the work condition and creating motivation in the staffs so that causes to increase job satisfaction and consequently improvement the life quality of employees. Page 1083

9 References Ahangarpour A. (2008). Evaluation of the efficiency of the implementation of the National Iranian Drilling firm office automation. Master's thesis Tehran University. Armagan, J. (2012). Work-life quality and efficacy of staff in the Department of Physical Education in Western Azerbaijan province, a Master's thesis, Islamic Azad University of Boroujerd. Asadi Moones, (2009) Voliditation Of Language And Vocabulary Learning Self- Efficacy Questionnaires For Iranian High School Students And The Relationship Between Their Self- Efficacy And Passive And Productive Vocabulary Knowledge. A.M. Thesis, Ferdosi University. Bavandpur, R. (2012). The effect on job satisfaction efficacy of Arbitration for Sport, Master's thesis IAU central branch, Tehran. Boozhmehrany, S etal. (2012). Assessing the Quality of Working Life and Levels of Depression in Athletes and Non-Athlete Staff in National Olympic and Paralympics Academy of Iran International Journal of Academic Research in Business and Social Sciences, October 2012, Vol. 2, No. 10 Dehnavi1, A, et al. (2013). Perceptions of coaching behavior and quality of work life in athletes competing in Iran track and field league European Journal of Experimental Biology, 2013, 3(2):6-12 Hassanzadeh, M. (2005). Comparison Bhutan performance before and after the implementation of automation projects, Masters Public Administration. Higher Institute of Education Management and Planning. Hossein Zadeh, m. (2008). the relationship between job stressors and organizational efficiency physical education teachers, public and private in the southern province of West Azarbaijan, Urmia University, a master's thesis. Johnsrsud, Linda K, Tabta, Lynn N. (2006), Quality of Faculty Work Life. The University Of Hawaii. Office the Vice President for Academic Planning Policy. Kai. (2004), study and design of automation systems, university of California. Kamkari, K. (2013). Standard questionnaire of self-training, master's thesis, central Tehran branch, Islamic Azad University. Lovnete Pieto Laura. (2004). Exploring the Power of Self-Efficacy at Work: Some Empirical Studies: From the Social Cognitive Perspective, Doctoral Thesis. Mahbobi et al. (2011). The impact of ICT on self-efficacy, academic performance and Page 1084

10 entrepreneurial students of Payam Noor University, Journal of Educational Management and Planning System, 4(6), Mirzapour, A.A. (2010). the relationship between motivation and commitment of volunteers in the tenth Sport Cultural Olympiad students across in Iran, Sport Management master's thesis, University of Mazandaran. Mohseni, Nasser. (2006). Office automation efficacy of organizational performance, Thesis Master of Public Administration, Faculty of Management and Accounting, Shahid Beheshti University. Mousavi madani, F. and Nowrozi, M. (2009). The impact of automation systems on organizational communication, Tadbir journal, 17(174). Ni, W. B. (2006). Relationship between Information technology, organizational learning and performance: An Empirical study in state-owned firms in China. Management of Innovation and Technology, 2006 IEEE International Conference on, Volume 1, issue, June, pp: Norouzian G, et al. (2011). Effects of Office Automation Systems and science and technology on productivity indicators, 1(4), the first half of Poczwardowski, A., Barott, J. E., & Henschen, K. P. (2002). The athlete and coach: Their relationship and its meaning. Results of an interpretative study. International Journal of Sport Psychology, 33, Rahimi Kia, Amin et al. (2010). investigated the use of automation in Khorramabad municipal employee productivity, urban management, 27, Ranji jifrodi, Nima. (2008). study on improvement of management decisions office of Vice- Governor and, Guilan a Commercial Management, Azad University of Rasht. Sarrafzadeh, A and Alipur, S. (2009). A survey effect of office automation on human resources productivity. Journal of Management Development and Transformation 3, Sharif Zadeh, F. (2010). Analyzes the relationship between the extent of automation and organizational effectiveness, Journal of Management Studies Information Technology 1(2), Sheikh Baklo, S. et al. (2012). examines the impact of automation on performance. Journal of Management, 9, Page 1085