Mohammad Akbari Booreng, Maryam Khodadadi, Majid Akbari,
Volume 13, Issue 3 (12-2014)
Abstract
Background:An organization`s effectiveness and efficiency is strongly dependent on its staff`s commitment. Therefore, identification of organizational commitment and its related variables seems necessary. This study is aimed to examine the relationship between emotional intelligence and organizational commitment.
Materials & Methods: This is a descriptive correlation survey. Our study statistical population included all administrative staff of in southern Khorasan province` hospitals. 110 samples were chosen by a stratified random sampling. The data were collected by standard questionnaires of emotional intelligence and organizational commitment and analyzed by using descriptive and inferential statistics.
Results: The results showed that organizational commitment is in the moderate level among administrative staff. There is a statistically significant relationship between emotional intelligence and organizational commitment. There is a statistically significant relationship between emotional intelligence and commitment subcomponents(normative and emotional commitment). By performing multiple regression analysis ,the outcome showed among the all emotional intelligence subcomponent ,solely “self-awareness” can predict organizational , emotional and normative commitment .
Conclusion: Improving individual's emotional intelligence should be taken into consideration due to the strong bond between emotional intelligence and organizational commitment.
Abbas Jahangiri, Mohammad Ali Keramati,
Volume 13, Issue 3 (12-2014)
Abstract
Background : All managers want to improve their organization 's efficiency . The purpose of this paper In addition to the asses the efficiency of Hospital during the time, is trying to answer to this question that, is the recruitment of new personnel able to increase hospital efficiency?
Materials & Methods : In this sectional study, the relative efficiency of Imam Khomeini Hospital in Arak during the thirty-one months Since April 2011 to November 2013 (16 months before and 15 months after the recruitment) by input-oriented DEA method with five inputs and five outputs and with considering each month as a decision making unit, was calculated by DEAP 2.1 software. Then, the efficiency scores during the two stages, once for sixteen months, and once for a total of thirty one month separately by Mann - Kendall test via Minitab 16 software was analyzed and the most important event in the hospital during the study period, was asked from hospital authorities.
Results: Most inputs and outputs of hospital have increased. The efficiency of the last eight months was equal to one . In addition, the efficiency of eleventh month was lower. The value of zs for first sixteen months and for a total of thirty-one months -0.55769 and 2.05318, respectively calculated .
Conclusion: Trend analysis of the efficiency Scores showed that simultaneously with the recruitment of new personnel without reports of other influential factors, Hospital efficiency has significantly improved.
Dr Mohammad Moosavi Jed, Dr Siroos Ghanbari, Khalil Zandi, Bita Rafeizad, Hamed Seifpanahi, Maryam Noradini,
Volume 13, Issue 4 (3-2015)
Abstract
Abstract: Background: According to reports, the nurses frequently and directly are faced with the deaths, suffering and pain, thus a major mechanism for administrators is empowering of staff. With this approach, the object of study was examining the role of ethical leadership at promote nurses' psychological empowerment. Material and Methods: Considering the purpose of this study, it was applied & considering the data collection methods, it was descriptive –analytical. Statistical population was nurses in working in Sanandaj public hospitals (410 people) and 148 subjects were selected using random sampling. Data gathering tools were two questionnaires: Ethical Leadership (Salehnia: 2012) and psychological empowerment Questionnaire (Wooten & Cameron, 1998). Data analysis was performed by SPSS (Version 16) and Confirmatory Factor Analysis, Pearson correlation test and Multiple Regression (Method: Enter). Results: Results showed that the items of questionnaires can be reduced to the fundamental dimensions. Results also showed that there was a significant relationship between ethical leadership and psychological empowerment. Finally, it was found that components of Pattern and Pragmatism are predictive of psychological empowerment. Conclusion: According to study findings, hospital Administrators can by display appropriate ethical behaviors and efforts to strengthen interpersonal relationships and encourage such behaviors among members provide Contexts improving nurses' Psychological Empowerment
Mohammad Heidari, Pejman Hassani, Mansureh Ghodusi ,
Volume 14, Issue 1 (6-2015)
Abstract
Background:Job burnout is an issue which often affects personnel`s mental health and quality of services in health systems. This study is aimed to investigate the correlation between burnout and mental health in medical staffs of Valyasr hospital in Borujene due the physical and mental health`s importance of hospitals personnel.
Materials and Methods: This is a descriptive and cross-sectional study which has been conducted during the year of 1391. 133 medical personnel of the Valy Asr hospital had been selected by census. All clinical personnel had been participated in the survey apart from physician.A triple questionnaire including demographic information, general health and questions of Maslach Burnout Inventory questionnaire had been used for data collection.The data had been analyzed by ANOVA, Spearman correlation coefficient, chi-square test and SPSS (version 16).
Results: The findings revealed that majority of Personnel involved in the survey felt a distinct lack of personal accomplishment and they showed symptoms of mental disorders. Few personnel showed a distinct emotional exhaustion. More than two-thirds of the patients showed mild depersonalization. Significant reverse correlation had been observed between all dimensions of burnout and mental health.
Conclusion:The medical profession has a stressful and arduous nature.As survey`s findings point to high prevalence of psychological disorders and reverse correlation between mental health and job burnout , it is highly recommended that managers identify sources of stress and plan for applying preventive interventions and solving current problems.
, , ,
Volume 14, Issue 1 (6-2015)
Abstract
Background: This study is aimed at investigating the effect of work-life balance in hospitals of Sanandaj. Work-life balance includes different aspects such as : family, work,leisure and personal growth. Moreover,the quality of life had been assessed by physical, mental, social, and environmental dimensions of health.
Materials and Methods: The statistical population includes personnel of hospitals of Sanandaj including doctors, nurses, office employees, technicians and guards. 150 individuals had been selected among mentioned population by using cluster sampling and Cochran formula as sampels. The data were analyzed using structural equations and AMOS18 and SPSS20 softwares.
Results:The results of this study showed that the main hypothesis of work-life balance among personnel of hospitals had an effect of 0.70 on the quality of their working life. Nevertheless , second hypothesis titled as "The effect of holding the balance in family on quality of life" was rejected because its critical value was in the range of rejecting the hypotheses.
Conclusion: Each three non-working dimension had an effect on the quality of life personnel which might be a result of the current economic downturn in Sanandaj.
Fateme Setoodehzadeh1, Mohsen Bayati, Zahra Kavosi, Mohammad Khammarnia,
Volume 14, Issue 2 (8-2015)
Abstract
Background: Approximately, more than 60 percent of the hospital costs allocate to hospital human resources. The study aimed at determining the number of nurses in the poisoning department of a general hospital in Shiraz.
Methods: This study was an applicable one based on hospital information. Study population was patients who referred to a hospital poisoning department of Shiraz in 2012. The medical records were checked up. Monthly stratified data was obtained from the statistics office and patient records (physician's orders and nursing notes) using a monthly systematic data collection randomly. Linear programming techniques using lingo version 8 software were performed to data analysis in order to calculating appropriate number of nurses.
Results: Two nurses in morning, two in evening, three in night and seven in all shifts were at least required nurses in the poisoning department of the general hospital. The number of available nurses was more than estimated number in the department.
Conclusion: The numbers of nurses were over the approximated number in the department in morning and evening shifts. Besides, the estimated of nurses from quantitative methods such as linear programming were lower than those calculated experimentally by nursing managers. It is recommended to Hospital administrators considering these techniques calculation to achieve appropriate distribution of staff in departments.
, , ,
Volume 14, Issue 2 (8-2015)
Abstract
Background: Staffs’ Job motivation is one of the most important factors in goals achievement in organization. As a result, considering effective factors of staffs’ motivation is one of the main tasks of organization managers. The aim of current study is to assess the relation between organization climate and job nature with staffs’ job motivation in Isfahan hospitals.
Materials and Methods: this study was a descriptive and correlation one. The study population included all staff of total Hospitals in Isfahan city. The Sample size was estimated to 141based on Cochrane. Three questionnaires including organization climate, Job nature and job motivation were used. Data analysis was performed by SPSS software version16 using Pearson correlation coefficient test, linear regression, one- way ANOVA and LSD tests.
Result: the study result revealed a significant positive correlation relation between organizational climate and job motivation (0.42), and Job nature and job motivation (0.36) (P<0.01). Furthermore, organizational climate (0.18) and Job nature (0.13) are predictors of f job motivation. One-way ANOVA test indicated there were significant statistical differences between job motivation and employment.
Conclusion: With regard to the impact of organizational climate and Job Nature in job motivation, managers should pay more attention to these two valuable factors.
Mohammad Arab, Mostafa Hoseini, Mohammad Panahi, Ziba Khalili,
Volume 14, Issue 2 (8-2015)
Abstract
Background: Nurses are the largest group of health care providers and emergency department is known as a high risk ward in terms of occupational injuries. The aim of current study is to make out nursing occupational hazards in the emergency department among teaching hospitals affiliated to Tehran University of Medical Sciences.
Materials and Methods: The study carried outed on 250 emergency department’s nursing staff of hospitals affiliated to Tehran University of Medical Sciences. A valid and reliable questionnare used for data gathering by Simple random sampling method. Data analysed using descriptive snd inferential statistics.
Results: The level of mean and SD of occupational injuries (2.87 ± 0.55) was assessed moderate. Among occupational hazzards, Psychosocial and institutional (3.58 ± 0.47) and Ergonomic (3.57 ± 0.71) ones were the most prevalent occupational hazards respectively and chemical hazards were the least important source of occupational injury. There was a statistical significant association of occupational injuries and variables such as hospital, years in practice, educational level, type of employment and training courses in occupational hazards (P<0.05).
Conclusion: Nurses exposes a range of risk factors in different domains regarding occupational injuries. With the purpose of eliminating the risk factors, it needs to run various strategies in different domains. Applying ergonomic approaches, developing appropriate educational programs, providing adequate training in this area, etc., can result in reduceing occupational injuries and increasing their productivity.
Hojat Habibi, Alireza Mooghali, Foruzan Habibi, Mehrdad Ahmadi,
Volume 14, Issue 3 (9-2015)
Abstract
Background: Based on increasing the privatization in hospitals, conducting researches in various fields of private hospitals and comparison with public hospitals is greatly felt.This study aimed at investigating the relationship between job satisfaction and burnout among employed nurses in selected public and private hospitals in Shiraz city.
Materials and Methods: This was a comparative-correlational study. The study population was composed of employed nurses in public and private hospitals in Shiraz city in 2012. sample size was estimated 320 using Cochran formula. The questionnaire of Spector job satisfaction” and “Maslach burnout” were used for data collection. Study conducted in two private and two public hospitals in Shiraz and data gathered randomly among nurses. In order to analysis descriptive and interfere statistics including mean and standard error, Pearson correlation coefficient, MANOVA and independent t- test.
Results: There was a significant and negative relationship among job satisfaction and three dimensions of job burnout in both public and private sectors (p<0.001). In addition, the results revealed that there was a significant difference among the emotional exhaustion and depersonalization between private and public sectors (p<0.05). However, there was no significant difference between job satisfaction and reduced productivity performance of these two sectors.
Conclusion: According to the findings, by increase in the nurses' job satisfaction, particularly in the public sector, the adverse effects of burnout can be prevented.
Mr. Ayoub Pazhouhan,
Volume 14, Issue 4 (1-2016)
Abstract
Background: Today, intellectual and social capitals as intangible and knowledge-based assets are one of the main factors of organizations’ success. On the other hand, knowledge management is a process which helps organizations engenders wealth from knowledge, intellectual and social capitals. This study aimed to determine the role of intellectual and social capitals in predicting knowledge management.
Materials and Methods: The present research is a descriptive-analytical study carried out in the spring 2015. The target population consisted of all staff of Imam Ali hospital in which selected 155 employees using the quota non-random sampling. The data were collected using three standard questionnaires of Bontis’ intellectual capital (42 items) including human, structural, and relational dimensions, Nahapiet and Goshal’s social capital (17 items) including structural, relational, and cognitive dimensions, and Lawson’ knowledge management (24 items). The data were analyzed using Pearson correlation, employing IBM SPSS version 22 software and structural equation technique of AMOS.
Result: 71% of study participants had bachelor's degree and 40% aged less than 30 years old. The results indicated that the dimensions of social and intellectual capitals were significantly and positively correlated with knowledge management. The results of path analysis revealed the intellectual and social capitals predicted knowledge management with the positive changes 0.79 and 0.89 respectively. As a final point, the structural dimension of intellectual capital and the relational dimension of social capital had the highest direct impact on knowledge management.
Conclusions: Given the important role of intellectual and social capitals in the application of strategies of knowledge management, hospital officials are able to facilitate hospitals increase added value and improve performance and excellence in presenting clinical services by investing more in knowledge-based assets.
Mr Hojat , , ,
Volume 14, Issue 4 (1-2016)
Abstract
Background: providing human resources is one of the most important factors to achieve the organization goals. Human resources are the most valuable aspect in production and service delivery. Staff shortages and excesses can be effective in reducing quality of services.This study aimed at assessing the hospitals' human resources condition from 2001 to 2014.
Materials and Methods: This review article extracted required information from ISI, Pubmed, Scopus, Wiley, Proquest, Emerald, Magiran, SID ,Iranmedex, Google, Google scholar and other related database considering keywords Human resource, Human resource management, Staff, Workforce, Hospital ,Iran, staff nursing, medical, physician personnel with Persian equation. Searched Articles Search Based on article objectives analyzed step to step with arrangement with study title, abstract and full text.
Results: Findings revealed that the majority of hospitals faced to lack and inappropriate distribution of human resources especially in medicine and nursing but there was no shortage in logistic, financial, paramedics and allied professional human resources.
Conclusions: Correct and appropriate human resources management, planning due to compensated inadequate human resources and raising them to a standard level can enhance the efficiency and effectiveness of hospital activities.
Maryam Zarghani, Nematollah Shomoosi, Nilofar Mohaghegh, Maryam Haseli, Fatemeh Jahanjooabd, Eman Tahmtan,
Volume 15, Issue 1 (6-2016)
Abstract
Background: Nowadays, it is essential to employ medical and clinical librarians to provide the required information for healthcare professionals and enhance accessibility to evidence based information in hospital libraries. Thus, this study aimed at assessing the medical librarians' employment status in hospital libraries in Tehran city in 2013.
Materials and Methods: This was a descriptive and cross-sectional study. Study population considered from all 152 hospitals in Tehran city. Data collected using a questionnaire and analyzed by SPSS version 18 using descriptive statistics.
Results: only thirteen participants had medical librarianship and information science degree. While 28 persons graduated in librarianship and information science from universities affiliated to Ministry of Science, Research and Technology and others had degree in non relevant fields. The majority of participants (51.3 %) with non-related degree were educated empirically and others had learned librarianship skills with other methods. Most of participants were employed based on hiring official process and friends and relatives recommendation.
Conclusions: There is a real lack of medical librarians in the hospital libraries in Tehran city. Thus, these libraries are not able to perform their professional duties such preparing information and omitting healthcare professionals' needs in hospitals. It is necessary that hospitals’ managers attempt to hire medical librarians' and overcome employment barriers.
Mohammad Arab, Yeganeh Hayati, Elham Movahed Kor, Mostafa Hosseini,
Volume 15, Issue 1 (6-2016)
Abstract
Background: Nowadays, managers should develop working conditions which attracts new nurses, retains current nurses and prevents their absenteeism. This study at aim at determining Effective Factor Analysis on Health Related Absence among Nurses of Clinical Wards in General Hospitals Affiliated to Tehran University of Medical Sciences
Materials and Methods: four hundred nurses of clinical wards selected as sample size to participate in this descriptive-analytical; cross-sectional study from general hospitals of Tehran University of Medical Sciences. The instrument was a questionnaire in 100 items and two sections including demographic characteristics (13 items) and effective factors of sickness absence (organizational-directorial factors in 49 questions, physical factors in 16 questions and mental factors in 22 questions). The validity of questionnaire confirmed by experts and reliability was calculated 0.79.Absenssism criterion was based on Rajbhandary and Basu' definition (2010); total numbers of days that they didn't present at ward/hospital due to sickness. Data gathered retrospectively from nurses' records. Data analyzed by SPSS using descriptive statistics tests, simple and multiple linear regressions.
Results: The mean age of participants was 44.97±5.910 and 73.8 of them were women. Explaining power of predicting factors was very well (F=71.121, P<0.01). Variables such as Marital Status (β=0.150, P<0.001), ward's type (β=-0.553, P<0.001), physical factors (β=0.101, P=0.001) and mental factors (β=0.226, P<0.001) explained 42% of the absence variance.
Conclusion: considering some aspects such as physical and mental factors and also health issues of nursing staff based on wards' type can be result in absenteeism reduction.
Fereshteh Alizadeh, Seyyed Jamaledin Tabibi, Mohamadreza Maleki, Amirashkan Nasiripour, Abbas Toloie Eshlaghi,
Volume 15, Issue 3 (8-2016)
Abstract
Background: Demographic prediction indicates that Iran population move towards an aged society until 2025, Hence, the need for medical care will be increased. The study aimed at predicting geriatric specialists based on dynamic system approach for the Iranian elderly.
Materials and Methods: After an exploratory study, data gathering and building similar structured in order to determine geriatrics number prediction by considering the important factors. Causal loop diagram to show relationship between variables, stock-flow diagrams for quantitative analysis of system dynamic behavior was conducted and model equations in Vensim software version 5 used.
Results: After simulation, intake students' simulated model revealed increased trend then a sharp decline and finally the pattern had fixed trend from 2009 to 2012. Pattern of physician who was still in study and also graduated physician was in growing trend. Employed physician had growing trend and then it fixed, and retired physician had fixed trend at first and then had an incremental trend. Finally, the various behavior of workforce assessed in three level.
Conclusion: According to increasing growth of the elderly population until 2025, we will encounter with shortage more than 2500 geriatrics which can be compensate by 50% graduated admissions of the major annually.
Alimohammad Mosadeghrad, Mohammad Arab, Arezo Mojbafan,
Volume 15, Issue 4 (1-2017)
Abstract
Introduction: In the hospital’s environment, conflict is unavoidable due to differences in gender, educations, and Career goals, frequent and complex interactions between their personnels. Both of two extremely level of conflict (minimum & maximum) are preventing desired performance. Appropriate level of conflict should avoid recession, encourage creativity and reduce stress. The present research aims to determine the amount of conflict in Tehran University of Medical Science’s hospitals. (TUMS).
Method: This study is descriptive - analytic. The study population consists of 706 managers (senior, intermediate, basic) from 14 hospitals affiliated with TUMS. Data was collected by a self-made questionnaire and was analyzed with SPSS software.
Results: The level of conflict in Tehran University of Medical Science’s hospitals was average. 84% of total conflict was caused by organizational factors. There were a significant association between conflict and level of management, educations, work experience, type of unit, bed numbers, the number of employee under supervision, conflict management training course
Conclusion: Hospital managers should change their organizational cultures and revise some structural variables such as goals, procedures… In order to maintain the optimal level of conflict.
Keywords: Conflict, a mount of Conflict, Managers, Hospital.
Dr Azadeh Sayarifard, Dr Farid Abolhasani, Dr Laleh Ghadirian, Maryam Nazari, Dr Fatemeh Rajabi, Dr Leila Haghjou, Leila Mounesan,
Volume 15, Issue 4 (1-2017)
Abstract
Background: Reward system program is an investment tools in order to improve quality of services. Accordingly, this study was conducted aimed to identify the challenges of the reward system and the solutions for improving that based on the views of stakeholders in Tehran University of Medical Sciences hospitals.
Materials and Methods: This directional content analysis qualitative study was performed in Tehran University of Medical Sciences during 2014and 2015 using content analysis method. Targeted sampling was done and in-depth semi structured and face to face interviews were performed with a wide variety of experts and professionals including managers, faculties and hospital staffs. After word by word transcripting and extracting codes (meaningful phrases), these codes was reviewed again in
order to achieve subcategories. Based on subcategories, information was classified to assossiated categories. For validity and reliability checking, stakeholders and faculties member check and peer debriefing were used.Results: Eventually, a total of 29 interviews were held. The comments were classified within 6 main categories, 19 subcategories and 1100 codes. The main categories included existing arrangements in hospitals in order to improve staff motivation; reward system challenges; derived opportunities from rewarding experiences; rewarding systematic actions; types of appropriate rewards and making
infrastructure for better rewarding system implementation.
Conclusion: Regarding multiple aspects of a reward system which could have an effective role in increasing staff motivation or a contradictory effect when it is inefficient, implementation of an effective reward system in hospitals by designing an appropriate model based on identified key factors in this study, is recommended.
Behnaz Kermani, Hasan Darvish, Mohammad Ali Sarlak, Pirhossein Kolivand,
Volume 15, Issue 4 (1-2017)
Abstract
Background: In the current turbulent world of business, organizations have to try and compete to identify, recruit and retain the most qualified managers as a competitive advantage. The aim of this study was to investigate the relationship between leadership competencies of managers and administrative staff with the performance of hospitals.
Materials and Methods: This descriptive correlational study was conducted in2015. This study was done in a public teaching hospital, a public non-teaching hospital and a private hospital in Tehran that were general and in average size. The study population was head for all units and departments in accordance with accreditation standards. Sampling methods was Census and leadership competencies using clinical leadership competency framework(CLCF) questionnaire and hospital performance using evaluation scores based on national accreditation standards in2014 that were used in2015 as the basis for the ranking were assessed. Data using Pearson correlation coefficient and test-t, chi-square, regression and ANOVA analyzed.
Results: results showed significant positive correlation between leadership competencies and performance of hospitals(α=0/001,R=0/556). All components of competency (personal qualities(R=0/446), working with others(R=0/529), managing services(R=0/569), improving services(R=0/445), setting direction(R=0/269)) have also positive and significant correlation with performance. Leadership competencies with education (R=0/368), type of employment(f=5/209) and type of hospital(f=15/252) and performance with marital status(R=0/038), type of hospital(f=4/352) and management experience(R=0/273) have showed a significant positive correlation.
Conclusion: Today, organizations will be success if they able to attract and maintenance the most qualified, and employ their services in proper place. Neglect of this important and non-use of existing potentials could have negatively impact the performance of individuals, units and hospitals.
Dr. Nader Markazi Moghaddam, Reyhaneh Rahmati, Dr. Mojgan Mohammadimehr, Ebadollah Shiri, Dr. Sanaz Zargar Balaye Jame,
Volume 16, Issue 1 (4-2017)
Abstract
Background: Beside qualified and capable nursing personnel, nursing care development requires motivated nurses to work in an appropriate environment. This study aimed at determining the relationship between organizational climate and nurses' job motivation in selected Army hospitals of Tehran city in 2015.
Materials and Methods: In this study was a descriptive -analytical and cross sectional one. The sample size consisted of 340 employed nurses in hospitals with at least one year work experience which were stratified randomly selected based on work experience among four army hospitals in Tehran. Data were collected using two questionnaires including job motivation and organizational climate. In order to data .analysis, descriptive and analytical tests such as Pearson correlation coefficient were utilized.
Results: One hundred and eighty nine of participants (55.4%) were female. Mean age of nurses’ average was 32.22 ±9.8 years. More than half of nurses had evaluated group spirit as high level and hindrance, engagement, intimacy, consideration, spacing, thrust and production emphasis as moderate level. There was a direct significant relationship between all components of job motivation and engagement, intimacy, consideration, spacing, thrust and production emphasis (P<0.05). Furthermore, mental and official components of job motivation had an inverse significant relationship with hindrance component respectively (P=0.014, P=0.019).
Conclusion: Regarding the relationship between all components of the organizational climate with job motivation, attempt to improve these components will have significant impact on motivation improvement, reducing absenteeism and job dissatisfaction.
Narges Tankamani, Dr. Majid Saffari Nia, Leila Ghobadi,
Volume 16, Issue 1 (4-2017)
Abstract
Background: Hospital staffs including physicians, nurses and crew are exposed to various risks including physical and mental illnesses. The study aimed at predicting job performance based on humor components and mental health among staff of Ziaeyan hospital.
Materials and Methods: This study was a descriptive- analytical one. Sample size was 120 individuals (74 females and 46 males) who selected via non- randomly and Voluntary With a diverse range of staff including nurses, physicians in 2014. After explaining about research type and filling voluntary questionnaires with informed consent, job performance Paterson, Martin et al humor components and Goldberg mental health instruments were disseminated. SPSS Software version 17 utilized to data analysis using regression and cluster analysis.
Results: Among of humor components and mental health, Self-enhancing, depression and social performance predicted job performance positively. Depression has the largest ß coefficient(0.26) for job performance which revealed this variable the strongest one and provided main contribution to explain the criterion variable. Also, there was a statistically difference between negative morbid humor clusters and positive and healthy clusters of humor in the significant level less than 0.05(t= -7.97, p<0.001).
Conclusion: Selection of humor style and enhancing mental health of hospital staff will cause job performance improvement. Regarding stressful environment of hospital, it seems providing better mental health and applying healthy styles of humor as a proper way to staff performance improvement which should be considered.
Yeganeh Hayati , Dr Hojjat Rahmani , Dr Mohammad Arab,
Volume 16, Issue 3 (11-2017)
Abstract
Background: Health of hospital staff has a determinant role in increased productivity and since the main mission of hospitals is community health promotion, in order to achieve this important issue, monitoring, maintaining and improving general health is essential; this study developed to assess general health of staff affiliated to Tehran University of Medical Sciences and identify its related factors.
Materials and Methods: This Cross-Sectional, Descriptive-analytical study was conducted among 320 staff members of the Tehran University of Medical Sciences who selected using random sampling. In order to data collection, the General Health questionnaire was used. Collected data were analyzed using SPSS software through t-test and ANOVA tests.
Results: Study findings revealed that 47.5% of participants had psychological disorders suspiciously; prevalence of physical symptoms, anxiety, social dysfunction and depression were 53.9%, 49.3%, 79.5% and 14.6% respectively. There was a significant relation between general health and demographic features such as gender, marital status, major, job department, housing situation and type of employment (p<0.05). Also, the personal characteristics of managers influenced on the general health staff.
Conclusion: General Health of staff in hospitals Tehran University of Medical Sciences in comparison with similar studies at inside and abroad is not in good condition, therefore, it is recommended that policy makers and managers concerned the programs and solutions towards priorities in order to promote health personnel.
