---

Introduction: Stress is a complex and physiologic phenomenon that sometimes can be a source of problem. If an individual could not cope with stress, it would be a threat to physical and psychological health. Inclination to cope with stress is a positive way which helps one to improve his/her health.

Materials and Methods: This research is a quasi-experimental study with the aim of determining the effect of education of methods of coping with stress on rate of stress among women working at Tehran University of Medical Sciences. After primary study, 138 cases were chosen through census sampling. The collection tool was Chaudron stress scale. The statistical tests included t test and 2. Data were analyzed by SPSS software.         

Results: The result showed that there was no significant difference between level of stress before and after education in domains of job stress (p=0.22), life health stress (p=0.53), personal life stress (p=0.44) and personality stress (p=0.1). Also the statistical result of X2 did not show significant correlation between variables such as type of school, age, duration of work, marital status, number of children, educational level and housing condition with job stress.

Conclusion: The result showed that work environment is an important source of stress for working women. It could have undesirable effects on physical and emotional health of women. It seems that short term education can not decrease the stress of women therefore it is necessary to organize different long-term education programs, consultation and other strategies to reduce stress.

---

Background & Objective: Administrators have to pay attention to nurses as an important group among hospitals employees in order to have better patient outcomes. Recently, nurses&apos quality of work life is a new concept that attention to it can improve organizational efficiency. This research is to investigate the quality of work life of nurses at Tehran University of Medical Sciences Hospitals in 2005-2006.

Methods & Materials: This is a cross-sectional study. The research was conducted among 349 nursing employees. Data were gathered using a questionnaire consisted of 30 elements of QWL. The respondents were asked to determine their overall quality of work life. Validity of the questionnaire was evaluated using content validity and reliability was determined using test-retest method. Statistical analysis was carried out using SPSS statistical software package.

Results: The results showed that the majority of nurses were dissatisfied with environmental health and safety at work, monetary compensation and job welfare. There was significant correlation between the executive position of nurses, years of experience and their salary (P<0.05).

Conclusion: The study findings showed that nurses had a poor quality of work life. This indicates that majority of employees are unsatisfied with the most aspects of their quality of work life.

---

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 & Aim: Violence in workplaces threatens safety of personnel. Among health care personnel, nurses are more exposed to verbal and physical violence. The aim of this study was to assess confrontation of nurses with verbal and physical violence in hospitals of Babol University of Medical Sciences.

Methods & Materials: In this field study, all of nurses employed in hospitals of Babol University of Medical Sciences (n=302) were recruited to the study. Data were gathered using standardized questionnaire including four parts. Data were analyzed using descriptive and analytic (Chi square and Fisher&aposs exact test) statistics.

Results: More that 70% of the nurses had an experience of violence during their work period. Male nurses were more exposed to violence than the female nurses. Most of the violence was done by patients&apos relatives (40.4%).

Conclusion: The results showed that most of the participants had the experience of violence done by patients&apos relatives. In order to minimize violence in hospitals, preventive strategies including proper management, proper protection, and public education should be considered.

---

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.

---

Background & Aim: Preterm birth is the main cause of neonatal mortality and morbidity so, prevention of preterm labor is a priority in health care. This study aimed to determine relationship between house works with preterm labor.

Methods & Materials: In this case-control study, 150 term pregnant women (control group) and 150 preterm pregnant women (case group) delivered in Izadi hospital in Qom were selected in 2008-2009. The data were collected using the "physical activity in pregnancy" scale. Data were analyzed using the Chi-squared test, t-test, and logistic regression. The P-value less than 0.05 was considered as significant level and the adjusted OR was reported for all variables. We used the SPSS- 16 for analyzing the data.

Results: According to the findings, there was no significant relationship between house work regarding duration and severity of activity in pregnancy with preterm labor.

Conclusion: There was no relationship between house work in pregnancy and preterm labor. Further studies are recommended.

---

  Background & Aim: Quality of work life seems to have impact on employees' job satisfaction, job involvement, job performance, turnover, and organizational transformation. This study aimed to assess the relationship between job satisfaction with the components of quality of work life among midwives in mashhad .

  Methods & Materials: This was a correlational study conducted among 230 midwives in mashhad in 2014. Data were collected using a demographic questionnaire, Walton's quality of work life, and the Minnesota job satisfaction questionnaire. Validity of the questionnaires was confirmed by 10 experts. The reliability was confirmed by alpha Cronbach. Data were analyzed using the descriptive statistics, Pearson, Spearman and ANOVA tests in the SPSS-19 . 

  Results: The overall quality of work life and job satisfaction had significant positive correlations (P<0.001 r_p=0.525 ). The job satisfaction had correlation with fair and adequate payment (r_p=0.277 P <0.001), safe working conditions (r_p=0.274 P <0.001), proper opportunity promotion ( r_p=0.306 P <0.001), o verall space of life ( r_p=0.327 P <0.001), job lawfulness ( r_p=0.233 P <0.001), social dependence in the work life ( r_p=0.207 P <0.001), s ocial cohesion in the organization (r_p=0.352 P <0.001), and proper opportunities to develop human capabilities (r_p=0.259 P <0.001) .

  Conclusion: Higher quality of work life is correlated with the higher job satisfaction. Managers can plan and implement appropriate strategies to promote components of quality of work life of midwives to provide efficient health services .

  

---

Background & Aim: Teamwork (between obstetricians and midwives) is one of the main pillars of success in the provision of appropriate services in the maternity wards. Therefore, this study aimed to identify the factors influencing teamwork in a maternity ward in a public hospital in Tehran, Iran.

Methods & Materials: In this qualitative study, nine midwives and four obstetricians were selected through purposive sampling. Data were collected through semi-structured interviews from an affiliated hospital of Tehran University of Medical Sciences in 2013-2014. Data were analyzed using conventional content analysis.

Results: Two themes including the teamwork barriers (four categories) and facilitators (three categories) were extracted from the data analysis. The main categories of teamwork barriers were the underlying issues (inter-professional conflicts, legal issues, and salary and financial issues), individual problems (physical problems, negative personality characteristics and domestic problems), lack of skills (lack of abilities and motivation, educational weakness and lack of experience) and the external management system (inappropriate policy making and planning, hierarchical structure, lack of team evaluation and lack of justice). The main categories of teamwork facilitators were the internal management of team (good leader or manager, appropriate workplace climate, values clarification of the team members’ practices, and proper implementation of regulations), cooperation, collaboration and empathy (help and cooperation and empathy and support), and essential personal qualities for teamwork (good communication and good personality characteristics).

Conclusion: In this study, the teamwork barriers and facilitators in the maternity wards were comprehensively identified at different levels. According to the results, interventions can be designed and implemented to enhance teamwork.

---

Background & Aim: In recent years, health care workers' mobile phones have been considered important as a source of infection because they could have a significant role in nosocomial infections. The aim of this study is to determine the type of microbial contamination of health care workers' mobile phones in Sina hospital in Tabriz.

Methods & Materials: In this descriptive-analytical study, 140 samples were taken from health care workers' mobile phones by convenience sampling, in 2015. The samples were taken by a sterile swab and immediately transferred to the hospital laboratory. They were cultured after incubation for 48 hrs in two plates at 37° C. Finally, the grown microorganisms were identified by biochemical tests. The data were analyzed using descriptive statistics and Chi-square test on SPSS software version 13. A level of P<0.05 was considered significant.

Results: 84.28% of phones were positive for bacterial contamination. Coagulase-negative staphylococci (45%) had the most frequency and Bacillus species (19.28%) were in second rank. Acinetobacter found in only 1 case (0.71%) had the least frequency. More than one microorganism had grown on 5 contaminated phones (3.57%). The contamination rate was significantly higher in the intensive care units than in general wards (P<0.001).

Conclusion: According to the findings, health care workers' mobile phones is significantly contaminated. Therefore, it is necessary that the staff to be informed of the role of cell phone in the nosocomial infection, as the role of other hospital equipment. It is also important to be trained about periodic cleaning of mobile phones with suitable material such as 70% alcohol and frequent washing of hands after using the phone.

---

Background & Aim: Nurses play an important role in the health system and their turnover disrupts its performance. The aim of this study was to investigate intention to turnover and its relationship with healthy work environment among nursing staff.
Methods & Materials: This cross-sectional study was conducted on 295 nursing staff from Imam Khomeini hospital complex in Tehran in 2016. Nurses were selected by the stratified random sampling with a proportional allocation, and completed a demographic data form, the Healthy Work Environment questionnaire and the Anticipated Turnover Scale (ATS). Data were analyzed by descriptive statistics, independent t-test, one-way ANOVA, Pearson/Spearman correlation coefficient and multiple linear regression tests using the SPSS software version 20.
Results: The mean score for the intention to turnover was 36.21 (SD=4.38) ranged from 12 to 60. “Authentic leadership” and “skilled communication” domains obtained the highest (9.60±3) and lowest (8.97±2.74) scores respectively. There was poor correlation between the meaningful recognition domain and the anticipated turnover score (r=-0.135, P=0.024). In addition, the anticipated turnover score was significantly higher in male nurses than in female nurses (P=0.023).
Conclusion: Although there was no relationship between anticipated turnover and healthy work environment in this study, considering the importance of nurses’ recruitment and retention, there is a need to investigate the reasons for turnover, including characteristics of work environment, and take necessary measures.
 
 

---

Background & Aim: The availability of information regarding people's experiences of returning to work after heart surgery, taking into account the socio-cultural context of Iranian society, is limited. The aim of this study is to discover the process of returning to work after heart surgery.
Methods & Materials: A qualitative study using the grounded theory approach was conducted between 2021 and 2022. Through purposive and theoretical sampling, 21 participants who had undergone heart surgery and were in the process of returning to work were selected. They were chosen from the cardiac surgery ward of Amiralmomenin Hospital in Kordkuy, as well as among patients seeking treatment from cardiac surgeons in Golestan province. Data were collected through conducting semi-structured interviews and taking field notes. Data analysis was conducted using the method proposed by Corbin and Strauss in 2015.
Results: "Feeling of doubt about return-to-work", "perceived psycho-social support", "personal and occupational factors", "unfavorable consequences of heart surgery" and "limited support from governmental/non-governmental institutions" were determined as contextual factors influencing the process of return-to-work. Moreover, "effort to adjust the job", "situation evaluation" and "self-management" were introduced as strategies, while "adaptability to the job" were identified as the consequence of returning to work. Finally, the core variable of the study was determined to be "the thoughtful effort to match the job".
Conclusion: Based on the results, it was determined that several individual and environmental factors influence the process of return-to-work for people who have undergone heart surgery. To facilitate a successful return to work, it is crucial to provide psycho-social support from both the family and work environment. It is recommended that policy makers in the health and social affairs sectors take active steps to empower people during the post-recovery period. Additionally, fostering collaboration between the Ministries of Labor and Health, as well as insurance organizations, can greatly facilitate the return to work of individuals after heart surgery.

 

---

Background & Aim: Social networks have become an integral part of most people's lives, exerting influence across all aspects of human existence. During the COVID-19 pandemic, virtual networks played a significant role in informing, educating and disseminating news related to the disease. Therefore, the aim of this research is to explain the role of virtual networks in adhering to COVID-19 health protocols.
Methods & Materials: This is a qualitative study that was conducted using the content analysis method. Fourteen participants were included in the study by purposive sampling. Data collection was carried out via semi-structured interviews. The data analysis procedure adhered to the method outlined by Graneheim and Lundman (2004).
Results: From the analysis of the interviews, three main categories and eight subcategories were identified, including "facilitating knowledge sharing", "information screening" and "behavior shaping".
Conclusion: The study findings explained the role of virtual networks in adhering to health protocols. These findings can be used as a basis for designing preventive health programs.