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Background & Aim: This paper investigate the application of some management’s new theories in nursing care in order to determine the similarities between management and nursing. The need of Health Services to be effectively managed was a prominent features of developed countries health policy in the 1980 s and early 1990. In the recent years, four management’s new theories has identified: organizational excellence, total quality management, organizational culture and empowerment. Each of these new theories has key role in nursing care. This paper identifies similarities and convergence’s between management profession with nursing care, using application of management’s new theories.

Conclusion: The comparison between nursing care and management’s new theories has been provided the collaboration and cooperation between nurses and management professions to deliver health care services to patients effectively.

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Background & Objective: Nurses&apos perspective on organizational climate can affect job satisfaction and quality of care. Organizational climate influences staffs&apos attitudes and behaviors in either positive directions, such as productivity, satisfaction, and motivation, or negative directions, such as absenteeism, staff turnover, and work accidents. The purpose of this study was to determine factors that influence the nurses&apos perspectives about organizational climate.

Methods & Materials: This descriptive study was carried out in four educational hospitals in Tehran during fall 2009. A total of 140 nurses were selected for the study using simple sampling method. Data were gathered using organizational climate questionnaire including 25 items about in-service education, work communication, group participation, leader supervision, job promotion, and work policies and standards. Data were analyzed in the SPSS v.13.

Results: The most important dimensions of organizational climate from the respondents&apos point of view were: leader supervision (31.4%), coworker communication and support (19.26%), and skills in practice (17%). The most important negative factors that influenced the nurses&apos perspectives were: lack of reward system (49.3%), high work pressure (47.1%), and lack of participation in important decision-makings (39.3%). The most important positive factors influenced nurses&apos perspectives were: adequate job information (63.6%), having good communication with coworkers and having supportive coworker (47.9%), and having good communications with the leaders (40.7%).

Conclusion: Using effective communication skills and making supportive systems in hospitals can help to create optimal organizational climate and may reduce rate of job dissatisfaction, absenteeism, and staff turnover.

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Background & Aim: Multiple structural factors preside over burn units influence nurses&apos quality of care and their activities. The complexity and multy-dimensional nature of nursing care in these units, creates many challenges. Understanding the perspectives of people&aposs involved is recommended. This study, with a theory-to-research approach, was conducted to assess the frequency of confronting intra and extra organizational factors preside over burn units, the intensity of its related pressure, and correlations among these variables from nurses&apos perspectives.

Methods & Materials: In this cross-sectional, correlational study, 98 nurses working in the Shahid Mottahari burn center were recruited by census. Data was collected using the intra and extra organizational factors instrument, provided based on the previous grounded theory study of the researchers. Intra-organizational factors questionnaire consisted of 58 Likert type statements in eight subscales and two dimensions of frequency (α=0.94) and intensity (α=0.96). Extra-organizational factors questionnaire consisted of eight Likert type statements (α=0.74). Data were analyzed using the SPSS version 14.

Results: The results revealed that the frequency of nurses&apos confrontation with factors related to environment and patients as well as its intensity were more than other factors. Moreover, the intensity of the whole factors was more than its frequency. All the extra- organizational factors were significantly correlated with all intra-organizational factors except for the "absence of employment permission" (P<0.05).

Conclusion: This study explained the importance of intra-organizational factors of a burn center in inducing stress on nurses. In addition to verification of some relationships in the previous mid-range theory, the results of this study also modified some of its aspects. Therefore it added to the existing body of knowledge about organizational factors and job stress in burn units. Moreover, it produced some evidences to use in nursing administration and service, and finally it resulted in some directions to control stress in nurses&apos job.

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Background & Objective: Hospitals and healthcare centers, like any other organizations, have some common norms and beliefs called as organizational culture. Organizational culture plays a key role in organization&aposs and staffs&apos performances. Nurses&apos perspectives on the organizational culture affect the way they play their role in. This study aimed to investigate the role of organizational culture from perspectives of nurses working in selected hospitals at Tehran University of Medical Sciences.

Methods & Materials: In this cross-sectional study, 230 nurses working in different wards of selected hospitals of Tehran University of Medical Sciences were recruited to the study. Data were collected using a demographic characteristics checklist as well as the nurse and organizational culture questionnaire extracted from the Robbins criteria. Data were analyzed using descriptive statistical indexes, independent t-test, Pearson correlation coefficient and regression in the SPSS v.17.

Results: Results showed that the existing organizational culture in the selected hospitals was in a moderately good level from nurses&apos perspectives. From the scores obtained for various dimensions of the organizational culture, the highest and lowest scores were for control (44.2%) and conflict tolerance (31.8%), respectively.

Conclusion: The level of the organizational culture from the nurses&apos perspectives might lead them to decrease the quality of their performance. Optimizing the organizational culture can improve nurses&apos performance and motivate them to increase their quality of work.

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Background & Aim: Recognizing and modifying organizational commitment and its related factors is important. It seems that nurses&apos attitudes towards learning organizations influence their organizational commitment. This study aimed to determine the relationship between nurses&apos attitudes towards learning organizations and organizational commitment.

Methods & Materials: In this descriptive-correlative study, 719 nurses working in Rasht educational hospitals were recruited to the study. We gathered data using the Porter organizational commitment questionnaire and the Jeong learning organization questionnaire. Data were analyzed using descriptive statistics and the Spearman and t-tests in the SPSS-18.

Results: Most of the nurses were female (94.7%) and registered (35.3%). The mean (SD) age of the nurses was 32.13 (6.98). The mean (SD) of the organizational commitment was 27.10 (42.50). The mean (SD) of the learning organization was 92.72 (10.04). The relationship between the organizational commitment and nurses&apos attitudes towards learning organizations was statistically significant (r=0.482 P<0.0001).

Conclusion: It seems improving nurses&apos attitudes towards learning organizations may result in better organizational commitments.

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  Background & Aim: Governing organizational culture in hospitals can affect patients’ safety through establishment of behavioral norms among nurses. This study aimed to determine the relationship between nurses’ perception of organizational culture and their performance about patients’ safety .

  Methods & Materials: In this cross sectional, descriptive-correlation study, we used stratified sampling method to recruit 250 nurses working in general wards and emergency departments of general hospitals in Babol, 2013. Data were collected through questionnaires and were analyzed using the descriptive and inferential statistic tests including the Pearson test, ANOVA test and T-test in the SPSS . 

  Results: Nurses' perception of organizational culture was "fairly desirable" (54.5%). Performance of the nurses in the field of patients' safety was "desirable" (88%). The Pearson test showed that there was a positive and statistically significant correlation between nurses’ perception of organizational culture and their performance in the field of patients’ safety (P<0.01) .

  Conclusion: It seems that improving organizational culture in hospitals can enhance nurses’ performance in the field of patients' safety .

  

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  Background & Aim: The quality of clinical services is a major concern for healthcare systems throughout the world. Clinical Governance, a relatively new approach to improve quality of healthcare systems, plays a fundamental role in the establishment of primary healthcare strategies to provide high quality services. Moreover, regarding the importance of organizational culture as a powerful lever to improve organizational behavior, success of organizations in implementing strategies largely depends on the support receiving from organization. Accordingly the aim of this study was to examine the correlation between organizational culture with establishment of clinical governance in public hospitals in Rasht .

  Methods & Materials: A cross-sectional correlation study with structural equation modeling was used. All 152 nurses working in managerial positions participated in the study. Data were collected using Denison Organizational Culture questionnaire, and research-made questionnaire on clinical governance. Validity and reliability of questionnaire were confirmed. Data were analyzed using the Pearson correlation coefficient test and confirmatory factor analysis in the SPSS and LISREL . 

  Results: There was a significant positive relationship between clinical governance and all components of organizational culture (P< 120.01' type="#_x0000_t75"> ). Factor analysis showed the impactof organizational culture on successful establishment of clinical governance .

  Conclusion: Improvement of organizational culture leads to sustainable establishment of clinical governance through which quality of healthcare services improves. Managers of hospitals should pay attention to instituting appropriate organizational culture in order to establish clinical governance .

  

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Background & Aim: Moral courage is a virtue that helps people overcome their fears and limitations and make the right decision and take the right action when encountering any situations. Due to the nature of their profession, nurses daily face many moral issues, and their correct decisions and performances require moral courage. The aim of this study was to determine the moral courage of nurses employed in hospitals affiliated to Shahid Beheshti University of Medical Sciences.

Methods & Materials: This descriptive, cross-sectional study was conducted in 2015. The research population was composed of nurses employed in hospitals affiliated to Shahid Beheshti University of Medical Sciences. The study samples were 155 people. The moral courage questionnaire of Sekerka and colleagues (2009) was used to collect the data. Data were analyzed using descriptive statistics, Pearson correlation coefficient, independent t-test and one-way ANOVA on the SPSS software v.22.

Results: The mean score of moral courage of nurses was 63.72±5.91 (15-75). The highest and lowest mean scores were for the dimensions of moral agency (13.73±1.22) and endures threats (11.40±1.80) respectively. The work experiences of nurses had a significant positive relationship with moral courage and beyond compliance (P<0.05).

Conclusion: In this study, moral courage of nurses was at a desirable level. According to the findings, while taking steps to strengthen this virtue, we could strengthen nurses’ moral reasoning to make right decisions and perform ethical practices. In addition, strengthening nurses’ moral courage and reasoning can help them play their role as the patient advocate.

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Background & Aim: The success of the surgical safety checklist in reducing surgical mortality and morbidity largely depends on the degree of compliance with the checklist and correct implementation of its components by the staff. The aim of this review is to determine the challenges of effective implementation of the surgical safety checklist and to provide solutions for its more effective implementation.
Methods & Materials: In the present systematic review, all the relevant qualitative papers published from 2010 to October 2018, were examined. A  literature search was done in databases SID, Iran Medex, Iran doc, Magiran, Science Direct, Medline/PubMed, Web of Science, Scopus, ProQuest, Google Scholar, Cochran Library with keywords patient safety, surgical procedures, operative, checklist, World Health Organization, implementation science, qualitative research and their equivalent terms in Persian. Inclusion criteria were articles written in English or Persian, qualitative studies and relevant to the objectives of the study. Exclusion criteria were review articles, posters, presentations, letters to editor and quantitative studies.
Results: The findings of the review of 14 qualitative studies showed that the most important challenges in effective implementation of the surgical safety checklist were unpredictable priorities, lack of collaboration and coordination of the surgical team members, mismatch between the checklist and hospital setting, lack of patient’s cooperation and lack of a planned approach towards implementing the checklist. The strategies to improve the implementation of the surgical safety checklist included checklist localization, improving the collaboration and coordination of all the team members, training and practicing, patient participation, and active organizational leadership.
Conclusion: The introduction of the surgical safety checklist to the health care setting is a permanent challenge and requires ongoing evaluations and its integration into the workflow in the hospital, active and effective leadership, explanation of why and how to use it by managers and receiving support from the organization. Continuous education, performance evaluation and the participation of all the surgical team members in the implementation of the checklist are key factors for effective implementation of the surgical safety checklist.
 

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Background & Aim: Nurses' organizational loyalty to health systems plays an important role in expanding organizational performance. Investigating the role of factors such as citizenship behaviors and adaptive performance can be helpful in this regard. The aim of the present study was to investigate the relationship between citizenship behavior and adaptive performance with organizational loyalty in nurses.
Methods & Materials: This descriptive, cross-sectional study was conducted in 2019 on 200 nurses working in Valiasr hospital affiliated to Shahrekord University of Medical Sciences in Borujen, and were selected by the random sampling method. A demographic information form, the Lee & Allen’s citizenship behavior questionnaire, the Charbonnier-Voirin and Roussel’s adaptive performance scale, and the Kumar and Shekhar’s organizational loyalty questionnaire were used to collect the data. The data was analyzed by descriptive and inferential statistical tests using the SPSS software version 16.
Results: The Pearson's correlation coefficient indicated a significant positive correlation between citizenship behavior and adaptive performance with organizational loyalty (P<0.05). Regression tests showed that citizenship behavior (ADJ.R²=0.199) and adaptive performance (ADJ.R²=0.131) significantly predicted organizational loyalty. All dimensions of citizenship behavior and some dimensions of adaptive performance such as creativity, learning efforts and job stress management can predict organizational loyalty in nurses. The average scores for citizenship behavior (66.85±18.26), adaptive performance (68.76±16.98) and organizational loyalty (120.67±24.09) were reported to be moderate.
Conclusion: Managers and planners should pay attention to factors such as creativity, stress management, and continuing education along with improving healthy working relationships and nurses’ participation, which can play an important role in expanding organizational loyalty through the development of citizenship behavior and adaptive performance.