Showing 11 results for Culture
Mina Mobasher, Nozar Nkhaee, Sareh Garoosi,
Volume 1, Issue 1 (7-2008)
Abstract
Background: The ethical climate (organizational culture) of an organization as perceived by a group of its workers is believed to affect ethical practices, job satisfaction and quality of care.
Objectives: To assess the ethical climate of teaching hospitals of Kerman city according to nursing staffs’ views.
Methods: A 26-items questionnaire was translated to Persian which its content validity was acceptable according to the literature review. Its reliability was in an acceptable range according to Cronbach’s alpha (0.92). It was distributed between a convenient sample of 350 nursing staff who worked in the four teaching hospitals of Kerman city. Three hundred and two subjects completed the inventory. All questionnaires were anonymous.
Results: The majority of them (76%) were female. The mean (±SD) age of the individuals were 32.4 (± 8.5). Subscription to the expression “always” was mostly seen for the item “my manager is someone I respect” and it was seldom observed for the item “nurses are supported and respected in this hospital”. There was no significant difference in the total score of the inventory according to background variables (i.e. age, sex, educational level, employment status and hospitals).
Conclusion: According to the great impact of organizational culture on nurses’ practices it seems that some aspects of organizational culture of teaching hospital especially the aspects that are related to physicians and top level managers need to be improved
Ali Labaf, Amirhossein Jahanshir, Amir Amir Shahvaraninasab,
Volume 7, Issue 1 (5-2014)
Abstract
Breaking bad news is one of the most difficult tasks an emergency physician has to perform and unfortunately it is not well studied. Almost all of the original studies for compilation of the guidelines of breaking bad news have been conducted in a non-emergent situation and were physician-oriented. In this study and by reviewing related articles in medical databases, the authors try to show the necessity of adapting these guidelines into the situation of the emergency departments and indigenizing them for non-Western countries. This can be the first step to design a guideline for the emergency department.The different nature of bad news and the chaotic situation in the emergency departments are the two most important points that may prevent using these guidelines in the emergency departments.
On the other hand, breaking bad news guidelines are designed based on Western cultures and their application in a non-Western country may decrease their effectiveness.To the best of our knowledge, there is no national guideline for breaking bad news in Iran. There is a long way to go before we can suggest a national guideline for emergency departments, so we recommend using one of the Western guidelines and indigenizing it according to the Iranian culture and emergency situations.
Habibollah Ranaei Kordshouli, Mousa Izadi, Ahmad Allahyari Bouzanjani,
Volume 8, Issue 2 (7-2015)
Abstract
This study aims to investigate the effect of personal and organizational factors on nurses’ generosity in knowledge sharing. For this purpose, a questionnaire was used to gather the required data from the nurses in Beheshti Hospital of Yasouj. The data were then analyzed using descriptive tests (SPSS Software) as well as structural equation modeling (Smart PLS Software). The following factors were found to influence nurses’ generosity in knowledge sharing respectively: organizational culture (&beta: 0.25 T: 5.02), supervisory (&beta: 0.10 T: 4.63), and human resources management (&beta: 0.05 T: 4.36). Some personal factors affecting nurses’ generosity in sharing knowledge included: willingness to help others (&beta: 0.32 T: 4.18) and trust in colleagues (&beta: 0.16 T: 3.02), respectively, but the effect of nurses’ perceived self-efficacy on their generosity in knowledge sharing was not significant (&beta: 0.08 T: 0.54). It can therefore be concluded that both personal and organizational factors are effective on nurses’ generosity in sharing knowledge, although the former appears to have a greater influence.
Seyed Ali Enjoo, Zahra Kavosi, Seyed Ziaadin Tabei, Abdolali Mohagheghzadeh,
Volume 10, Issue 0 (3-2017)
Abstract
Organizational culture affects the values, traditions, and norms of an organization. Therefore, the organizational behavior means how much an organization acts ethically. The cultural environment affects the formation of the organizational climate and, behavior. There are some deficiencies in the standards of organizational culture. This study aimed to review different aspects to accredit hospitals culturally in Shiraz University of Medical Sciences and consisted of two stages: First; the initial qualitative study was done by interviewing the experts who were selected purposely and held focused group discussion sessions to recognize the different aspects of cultural validation and develop an cultural accreditation manual for hospitals. Second stage was an evaluation of the hospitals in Shiraz University of Medical Sciences according to the cultural accreditation manual. Among 17 targeted hospitals, passed the training course of identifying indicators and volunteered to participate in the survey, 11 hospitals which had performed self-evaluation according to their manuals entered the survey. Seven main subjects and 17 sub-titles were derived from the first qualitative study. The subjects included considering religious laws demanded by patients and those patients’ accompaniers, patient satisfaction, staff satisfaction, consideration of ethical rules, dress codes, cultural activities of the hospital, and environmental neatness of the hospital. The evaluation of the above factors ranged from 0-1. The hospitals, total scores were from 0.68 to 0.78. Findings suggest capability of the indicators for hospital cultural evaluation. The qualitative study ranked the hospitals in every aspect.
Leila Rafiee Vardanjani, Kobra Norian, Azita Zaheri,
Volume 12, Issue 0 (3-2019)
Abstract
Patient safety is one of the basic principles of health care and its evaluation and promotion are one of the main goals of the health system development plan in Iran. Therefore, the present study was designed to determine the status of patient safety culture in nursing staff of three hospitals, A and B, Shahrekord and C Borojen hospitals. This was a descriptive-analytical study performed from September to February 2018 and 359 eligible nurses were evaluated based on a multi-stage sampling method based on Patient Safety Culture Questionnaire. The collected data were analyzed by descriptive and inferential statistics using SPSS 20 software. The mean age of participants was 23.33 ± 7.79 years. The overall score of patient safety culture was 123.23 ± 16.15 for nurses, with the lowest score being 8.40 ± 1.86 for communication channels as well as feedback and informing others about errors 8.72±2.23 reported. Also, there was no statistically significant difference between different dimensions of patient safety culture and overall score in three hospitals (p> 0.05). Leadership is a key element in prioritizing patient safety. How to respond to mistakes determines the hospital safety culture. To promote a good hospital safety culture, the fear of being blamed for mistakes must be eliminated and the atmosphere of open communication and continuous learning must be implemented in the hospital.
Alireza Khiabani,
Volume 12, Issue 0 (3-2019)
Abstract
The Zebrafish is a preeminent model organism that, with its most prominent features, has expanded the boundaries of science in many disciplines. Characteristics of this small freshwater fish, with the help of biologists, showed that it has a highly comparable genetic with mammals such as mice and rats. For example, the emergence of new and efficient methods for duplicating and editing the genome has helped to increase the growth of its use in various fields of science, including toxicology, drug discovery, transplant biology, disease modeling, and even aquaculture. Continued maturation and adoption of the Zebrafish model system require the improvement of methods and approaches for the cultivation and management of these fishes in controlled reservoirs, so that, ultimately, research on this fish is more reusable, cost-effective and in a framework for ethics in research. Knowledge and technology transfer from laboratory science, medicine, and aquaculture is a necessary part of this development, which should be in line with ethical standards in science. In this paper, we would consider the ethical and technical principles of working with Zebrafish as a species model in studies of medical sciences.
Mahmoud Motevassel Arani, Mojtaba Parsa, Seyed Hesamoldin Sayyedin , Nikzad Isazadeh, Abdolrahman Rostamian , Mohsen Parwiz, Hossein Dargahi,
Volume 13, Issue 0 (3-2020)
Abstract
Organizational culture is defined as prominent values and a set of key characteristics govern the organization. Paying attention to the importance of organizational culture increases staff’s productivity and job satisfaction. Therefore, the aim of this study was identification, counting and classification of organizational culture components based on Islamic-Iranian values by synthesizing approach and looking at health care organizations. First, 892 indicators were identified and counted by application of Pearson and English databases and using organizational culture, Islamic – Iranian culture, indicators, component, and health care organizations as key words, consideration of inclusion and exclusion criteria, field literature review, data entry into Excel software. Then using Delphi method and opinions of seven cultural elites in Tehran University of Medical Sciences, and after performing 11 stages, repetitive indicators in terms of meanings, concepts, and examples were merged and grouped into 39 components. Moreover, the extracted components were divided into three levels of organizational culture and the application of the components of each level in organizations were presented. Therefore, it is recommended the final components and application of each of them be used as an organizational charter in Tehran University of Medical Sciences.
Maryam Zahedi, Sedigheh Mohammadesmaeil, Mohsen Banihashemi, Mansour Sharifi,
Volume 13, Issue 0 (3-2020)
Abstract
Good and healthy communication between physician and patient is cornerstone of a complete medical care that has long been considered in sociology. From the classical point of view, the physician-patient relationship as a unique relationship encompasses a wide range of cultural and social influences. Electronic health record not only has facilitated the treatment and diagnosis process, but also has promoted the health care system by organizing patient records; however, it alters the physician-patient relationship process culturally and it will create new ethical challenges. Based on current findings and analyses Opinions of health experts about the cultural and communication dimensions of this technology, the electronic health record, despite its effectiveness, easy and convenient diagnosis, awareness of other physicians' diagnosis, earlier and better treatment, has cultural obstacles such as security, reduction of emotional and face-to-face actions, and fear of social stigma. Having a suitable cultural context and information and awareness can affect development of health technology. The results of this study, which have identified the role of culture on physician-patient relationships in context of using electronic health record, shows that building trust in patients and changing cultural conditions through education and improving system security can increase the efficiency of this system in health care processes.
Mohammad Ali Mohagheghi, Seyed Mahmoud Tabatabaee, Narges Tabrizchi, Seyed Jamaleddin Sajjadi Jazi, Bagher Larijani, Seyed Mahdi Seyedi, Nasser Simforoosh, Maryam Khayamzadeh, Nazafarin Ghasemzadeh, Mina Mobasher,
Volume 16, Issue 0 (11-2023)
Abstract
Academic faculty members play the most influential role in realizing the goals and ideals of higher education and community health. In the contemporary period, the cultural and educational role of professors, in the most crucial mission of higher education, has not received the required and necessary attention, and neglecting it has resulted in irreparable damages and adverse consequences. This study attempted to identify the prominent cultural roles of professors in relation to students (with an emphasis on higher health education), while explaining the necessity and importance, and effective solutions were examined and proposed. The present study was conducted using a descriptive-analytical method and a focus group discussion. Selected views of expert professors and data from authentic local scientific articles and related topics in upstream documents were utilized. The findings of the study were classified into five main themes and forty categories. “Cultural goals and ideals”; “general mission of professors for the cultural education of all students” and “special mission of professors of higher health education”; “authentic methods”; and “requirements for cultural education of students” were identified and recommended under the eight selected topics in each axis in order of priority. University Professors play a central role in the cultural and ideological education of students. It is appropriate to develop this responsibility in an objective manner and with suitable scientific methods and observe its excellence and realization in the education system.
Mehran Saadatmand, Abolfazl Ghani Honar,
Volume 17, Issue 0 (12-2024)
Abstract
Promoting an ethical culture is crucial for ensuring job commitment and competent clinical care among nurses. Ethical culture encompasses shared understandings and perceptions that guide ethical conduct within an organization. Job commitment reflects an individual's psychological and emotional attachment to their job. This study aimed to investigate the relationship between ethical culture and job commitment among nurses working in educational and medical centers affiliated with Hamadan University of Medical Sciences. This descriptive correlational study included 170 nurses selected from teaching hospitals in Hamadan using the Morgan table and based on inclusion criteria. Data were collected using demographic questionnaires, the Gobel et al. Ethical Culture Questionnaire, and the Schaufeli Job Commitment Questionnaire. Data analysis was performed using SPSS version 22 software. A significant and positive correlation was found between ethical culture and nurses' job commitment (r=0.42, p<0.05). Ethical culture was significantly higher among nurses with more work experience and female nurses compared to their counterparts. Additionally, job commitment was significantly higher among male nurses and those with formal employment status. The findings demonstrate a strong positive correlation between ethical culture and job commitment among nurses. Enhancing ethical culture within healthcare settings through effective leadership, clear ethical guidelines, and open communication channels can significantly improve job satisfaction and, ultimately, patient care. Further research is needed to explore the specific factors that contribute to ethical culture within different healthcare contexts.
Fatemeh Badr, Mostafah Roshanzadeh, Somayeh Mohammadi, Mina Shirvani, Samaneh Dehghan Abnavi,
Volume 17, Issue 1 (3-2024)
Abstract
Considering the important role of health organizations and the behavior and performance of nurses in achieving organizational goals, the moral foundations of nurses can significantly influence their behaviors and decisions and shape the organizational culture and atmosphere. Therefore, the present descriptive-analytical study aimed to investigate the relationship between moral foundations and organizational culture among 200 nurses selected using the census method at Shahrekord University of Medical Sciences in 2023. Data were collected through a demographic information form along with questionnaires to measure moral foundations and organizational culture. Data were analyzed using SPSS software version 16 via descriptive statistics (percentage, mean, and standard deviation) and analytical tests (t-test, analysis of variance (ANOVA), correlation coefficient, and linear regression). Pearson’s correlation coefficient revealed a significant relationship between the mean scores of moral foundations and organizational culture among nurses (r=0.61, P<0.001). The coefficient of determination (R2=0.372) showed approximately 37% of the variance in organizational culture can be predicted by moral foundations. Among the dimensions of moral foundations, loyalty to the group, respect for authority, and purity significantly predicted organizational culture (P<0.001). The mean score of moral foundations among nurses was acceptable at 98.55±15.8, while the mean score of organizational culture was favorable at 105.74±25.7. Based on the findings from the present study it can be concluded that by creating a moral atmosphere and promoting moral values such as loyalty to the group, respect for authority, and purity in nurses, the organizational culture can be enhanced
