Background & Aim: Suicide is an intentional death that occurs three time in women to men. Nurses can influence in presentation of educational program and consultation in school, job environment and home as well as detection of person who suspected to suicide. This study has conducted to determine the causes of suicide in married women.

Methods & Materials: This investigation is a descriptive study that has been made among women who admitted to Loghmanoddole-Adham poisoning emergency center in Tehran, Iran (the only poisoning emergency center in Tehran) during one year (from December 2001 to December 2002). Inclusion criteria were female, married, without history of medical, mental disorders and confession to suicide. Data were collected by a questionnaire and interview and were analyzed with descriptive statistics and a chi-square test.

Results: According to the result, there was statistically significant differences between age groups, living areas, educational levels, jobs and financially states. 37.4% of women had forced marry 50.5% had feared of their husband 67.7% had experienced husband’s violence 74.7% didn’t know any supportive sources in the society. 82.8% of women used of medications (tablets) for suicide.

Conclusion: This research showed that family violence and marital conflict are the most important etiology of suicide in the women. Nurses can decrease of acting to suicide in married women with detection of family violence, increasing of clients&apos self-esteem, referring and follow up.

Background & Aim: The present research attempted to investigate the effect of time management training on work-life conflict among two hospitals&apos nurses.

Methods & Materials: In this randomized trial, we recruited all nurses of two public hospitals (n=106) in Hamadan and Tehran according to the inclusion criteria. We used balanced (permuted) block randomization for assigning the study sample into control (n=53) and intervention (n=47) groups. Six individuals did not participate in the study. Data were collected using two instruments: 1) work-family conflict scale and 2) time management behaviors scale. For content validity, ten experts in the field of the study commented on the items. The reliability coefficients (Cronbach&aposs alpha) for these scales were 0.86 and 0.75, respectively. All participants completed the questionnaires at baseline. The time management skills were taught in the intervention group for eight hours. One month later, all participants in two groups completed the questionnaires again.

Results: Considering the baseline characteristics, the groups were homogenous. Independent sample t-test indicated no significant differences between the two groups in all dimensions before the intervention (P>0.05). There was significant difference between two groups in the work-family conflict after the intervention (P<0.001). Also, the paired t-test showed significant difference in work-family conflict before and after the intervention in the intervention group (P<0.001).

Conclusion: According to our findings in the present research, time management training intervention had positive effect on work-family conflict among hospital nurses.

Background & Objective: Conflict occurs more frequently in health care organizations than the other settings due to complexity, frequent interaction between personnel, variations in specialties, roles, and hierarchy. Although conflict is not harmful and destructive in its nature and some degrees of conflict can help to improve health care services, high levels of conflict or its continuity may be harmful. Therefore, it is necessary to manage and control conflict. This study was carried out to assess the relationship between components of the conflict control model.

Methods & Materials: In this cross-sectional study, we developed a questionnaire that probed the relationships between components of conflict control model. A total of 290 nurses were recruited to the study using multi-stage sampling procedure from general educational hospitals in Tehran. Data were gathered using a questionnaire. Content validity of the questionnaire was examined by the expert panel. The internal consistency of the questionnaire was 0.81. Data were analyzed in the SPSS using descriptive statistics and spearman statistical test.

Results: The range of age was 22-53 (34.5±8.2). The majority of the respondents (88.6%) were female, 57.6% were married and 84.8% were staff nurses. From the majority of nurses&apos perspective, the meaning of conflict was discoordination, disagreement and disparity. However, some of the nurses meant it as violence, and difficult issues. About 41.4% of the respondents used negotiation, when they faced up to conflict. Other strategies were aggression, disagreement, avoidance, forgiveness, ignorance, and imposing own ideas to the others. From the respondents&apos point of view, factors that might cause or control the conflict were "mutual understanding and interaction" (32.4%), personality of nurses and their individual characteristics (26.6%), and conditions of the job (21.7%). Interaction was recognized to be the core strategy in conflict control model. Interaction had also significant associations with the five main variables in this study.

Conclusion: Lack of appropriate and efficient communication was an important factor in occurrence of conflict from the nurses&apos point of view. It is essential to improve nurses&apos and managers&apos communication channels by helping personnel to use effective communication skills. This measurement can be helpful for staff in understanding each other and reducing misconceptions. In addition, recognizing additional factors and variables that increases the occurrence of conflict can help to modify effective approaches.

Background & Aim: Stress is a main problem among nurses which affects their professional performance and personal life resulting in conflict between work and life. The aim of this study was to determine the effect of stress management on work-family conflicts.

Methods & Materials: In a quasi-experimental two-group study, 64 medical nurses were selected randomly to the study from Shahid lavasani hospital in Tehran. Data were gathered using a questionnaire including demographic characteristics, work-family conflict items, and nursing stress scale. Then, the experimental group participated in a 2-day stress management course. The questionnaire was completed by the participants one month later. Data were analyzed in the SPSS v.18.

Results: The mean work-family conflict score was 3.97 in the experimental group at baseline. It declined after the intervention to 3.357 (P<0.001). There was statistically significant difference between the two groups on work-family conflict after the intervention (P=0.007). There was a significant decrease in the job stress from baseline (46.52) to the post-intervention measurement (35.61) in the experimental group (P<0.001). There was a statistically significant difference between the two groups in the mean of job stress after the intervention (P=0.014).

Conclusion: Stress management education declined work-family conflict and job stress among nurses. This education should be used in nursing clinical and educational training programs.