@2024 Afarand., IRAN
ISSN: 2383-2568 International Archives of Health Sciences 2015;2(1):45-49
ISSN: 2383-2568 International Archives of Health Sciences 2015;2(1):45-49
Correlation between Job Rotation and Visiting Number in Environmental Health Employees
ARTICLE INFO
Article Type
Original ResearchAuthors
Fallahdar H. (1 )Mazaheri Tehrani A. (* )
(* ) Environmental Health Department, Health Faculty, Kashan University of Medical Sciences, Kashan, Iran
(1 ) Environmental Health Department, Health Faculty, Islamic Azad University, Tehran Medical Branch, Tehran, Iran
Correspondence
Address: Public Health Faculty, Kashan University of Medical Sciences, Ravand Boulevard, Kashan, Iran. Postal Code: 8715973449Phone: +983155540111
Fax: +983155540111
mazaheri452@gmail.com
Article History
Received: August 5, 2014Accepted: December 30, 2014
ePublished: January 10, 2015
ABSTRACT
Aims
Job rotation is considered as one of the human resource development methods. This
study was carried out to investigate the correlation between job rotation and visiting number
of Environmental Health employees.
Materials & Methods This descriptive cross-sectional study was done on environmental health employees in three health centers of North, North West and East of Tehran in 2011. 42 persons were selected using stratified sampling method. Data collected using the information collection form and using employee’s monthly detailed statistics to evaluate their performance. Data were analyzed by SPSS 17 software using Mann-Whitney test.
Findings The mean of job rotation frequencies was 5.5±5.0 (least 1 to the most 20 times). There was not a significant correlation (p>0.496) between the visiting frequency of persons who had job rotation recently (76.14±15.46%) and persons who had not job rotation recently (73.53±16.34%). There was no significant correlation between the visiting number frequencies according to the number of rotations during work in four 1-5 (77.36±16.30%), 6-10 (74.02±13.20%), 11-15 (67.17±22.43%) and 16-20 rotations (66.37±17.09%) groups (p=0.31).
Conclusion Environmental health employees’ performance is independent from their job rotation condition, and job rotation does not improve employees’ visiting number.
Materials & Methods This descriptive cross-sectional study was done on environmental health employees in three health centers of North, North West and East of Tehran in 2011. 42 persons were selected using stratified sampling method. Data collected using the information collection form and using employee’s monthly detailed statistics to evaluate their performance. Data were analyzed by SPSS 17 software using Mann-Whitney test.
Findings The mean of job rotation frequencies was 5.5±5.0 (least 1 to the most 20 times). There was not a significant correlation (p>0.496) between the visiting frequency of persons who had job rotation recently (76.14±15.46%) and persons who had not job rotation recently (73.53±16.34%). There was no significant correlation between the visiting number frequencies according to the number of rotations during work in four 1-5 (77.36±16.30%), 6-10 (74.02±13.20%), 11-15 (67.17±22.43%) and 16-20 rotations (66.37±17.09%) groups (p=0.31).
Conclusion Environmental health employees’ performance is independent from their job rotation condition, and job rotation does not improve employees’ visiting number.
CITATION LINKS
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[18]Hsieh A-T, Chao H-Y. A reassessment of the relationship between job specialization, job rotation and job burnout: example of Taiwan's high-technology industry. Int J Human Resource Manag. 2004;15(6):1108-23.
[19]Bahadury J, Radovilsky Z. Job rotation using the multi-period assignment model. Int J Prod Res. 2006;44(20):4431-44.
[20]Behyan M, Talebi H, Salimi G. Analysis on the use and impact of training on staff knowledge and skills. J Facult Admin Sci Econ Isfahan Univ. 2005;17(1):21-45.
[21]Seçkiner SU, Kurt M. A simulated annealing approach to the solution of job rotation scheduling problems. Appl Math Comput. 2007;188(1):31-45.
[22]Tharmmaphornphilas W, Norman BA. A quantitative method for determining proper job rotation intervals. Ann Oper Res. 2004;128(1-4):251-66.
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[2]Olorunsola R. Job rotation in academic libraries: The situation in a Nigerian university library. Library management. 2000;21(2):94-8.
[3]Kuijer PP, de Vries WH, van der Beek AJ, van Dieën JH, Visser B, Frings-Dresen MH. Effect of job rotation on work demands, workload, and recovery of refuse truck drivers and collectors Hum Factors. 2004;46(3):437-48.
[4]Griffin R, Moorhead G. Organizational behavior. 10th ed. Boston: Cengage Learning; 2011.
[5]Price A. Human resource management. Boston: Cengage Learning; 2011.
[6]Hosseini SM, Sourati P, Kargar M. A survey of the relationship between job rotation and job performance of the managers of bank Meli of Gilan province. J Appl Sci Res. 2015;11(1):60-5.
[7]Seibert SE, Kraimer ML, Liden RC. A social capital theory of career success. Acad Manag J. 2001;44(2):219-37.
[8]Ho WH, Chang CS, Shih YL, Liang RD. Effects of job rotation and role stress among nurses on job satisfaction and organizational commitment. BMC Health Serv Res. 2009;9(1):8.
[9]Järvi M, Uusitalo T. Job rotation in nursing: a study of job rotation among nursing personnel from the literature and via a questionnaire. J Nurs Manag. 2004;12(5):337-47.
[10]Ghaderi H, Nazaripoor M, Khaksar M. The Effect of Management Skills on Managing Liquidity (Case Study: State Banks in the City of Sanandaj). J Basic Appl Sci Res. 2013;3(6):65-78.
[11]Ortega J. Job rotation as a learning mechanism. Manag Sci. 2001;47(10):1361-70.
[12]Cheraskin L, Campion MA. Study clarifies job-rotation benefits. Per J. 1996;75(11):31-8.
[13]Hendry C. Human resource management. New York: Routledge; 2012.
[14]Fujino M, Nojima Y. Effects of ward rotation on subsequent transition processes of Japanese clinical nurses. Nurs Health Sci. 2005;7(1):37-44.
[15]Delpasand M, Nasiripoor A, Raiisi P, Shahabi M. The relationship between emotional intelligence and occupational burnout among nurses in critical care units . Iran J Crit Care Nursing. 2011;3(3):79-86.
[16]Shiri A, Yari AB, Dehghani M. A Study of Relation between Job Rotation and Staff's Organizational Commitment (A Case Study at Ilam University). Trends Adv Sci Engin. 2012;5(1):82-6.
[17]Nasiripour AA, Raeisi P, Delpasand M. The effect of job rotation on nurses performance in Tehran Social Security Hospitals. J Health Administ. 2009;12(37):23-8.
[18]Hsieh A-T, Chao H-Y. A reassessment of the relationship between job specialization, job rotation and job burnout: example of Taiwan's high-technology industry. Int J Human Resource Manag. 2004;15(6):1108-23.
[19]Bahadury J, Radovilsky Z. Job rotation using the multi-period assignment model. Int J Prod Res. 2006;44(20):4431-44.
[20]Behyan M, Talebi H, Salimi G. Analysis on the use and impact of training on staff knowledge and skills. J Facult Admin Sci Econ Isfahan Univ. 2005;17(1):21-45.
[21]Seçkiner SU, Kurt M. A simulated annealing approach to the solution of job rotation scheduling problems. Appl Math Comput. 2007;188(1):31-45.
[22]Tharmmaphornphilas W, Norman BA. A quantitative method for determining proper job rotation intervals. Ann Oper Res. 2004;128(1-4):251-66.
[23]Alinia S, Pourtalari M, Morsali Sh, Mohajer K. Analysis of worker performance measures utilizing a job rotation (AWPMUJR). Tehran: The First International Conference on Ergonomics; 2008. [Persian]
[24]Sweeney DL. The effects of job rotation patterns on organizational outcome indicants of inter-organizational boundary spanner performance [Dissertation]. Texas: University of Texas; 2007.
[25]Rashki Z, Hasanqasemi A, Mazidi A. The study of job rotation and staff performance in customs organization of Golestan and Mazandaran provinces. Kuwait Chapter Arab J Bus Manag Rev. 2014;3(7):186-95.