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M Hosseini, M As’adi,
Volume 13, Issue 1 (6-2014)
Abstract
Abstract
Background: Conducting further research on medical tourism as a lucrative business is required. Very little research has been conducted into medical tourism barriers and a large amount of them just note structural barriers. This study is aimed to identify the most important communicational barriers of medical tourism and provide and examine a model of such barriers considering medical tourism`s intercultural nature.
Materials & Methods: This study is applied by purpose and survey by method. The three stages in completion of this study are : 1) Identifying the most important communicational barriers of medical tourism in Iran,2) designing a model of identified barriers by using interpretive structural modeling approach 3) examining the designed model in a sample of 300 individuals.
Results: Correlation test indicates a positive and significant relationship between variables in less than 0.01 significant level. Regression analysis confirms that all independent variables are significant predictor of the dependent variables .Therefore all hypotheses are confirmed.
Conclusion: This survey identified main medical tourism communicational barriers in Iran as: Lack of understanding, Perceived linguistic difference, Lack of trust, Perceived cultural difference, Prejudice, Stereotyping. Overcoming to Lack of understanding as the major obstacle has a dramatic effect on operating medical tourism.
Keywords: Communicational Barriers, Medical Tourism
M Hosseini, M As’adi,
Volume 13, Issue 1 (6-2014)
Abstract
Background: Conducting further research on medical tourism as a lucrative business is required. Very little research has been conducted into medical tourism barriers and a large amount of them just note structural barriers. This study is aimed to identify the most important communicational barriers of medical tourism and provide and examine a model of such barriers considering medical tourism`s intercultural nature.
Materials & Methods: This study is applied by purpose and survey by method. The three stages in completion of this study are : 1) Identifying the most important communicational barriers of medical tourism in Iran,2) designing a model of identified barriers by using interpretive structural modeling approach 3) examining the designed model in a sample of 300 individuals.
Results: Correlation test indicates a positive and significant relationship between variables in less than 0.01 significant level. Regression analysis confirms that all independent variables are significant predictor of the dependent variables .Therefore all hypotheses are confirmed.
Conclusion: This survey identified main medical tourism communicational barriers in Iran as: Lack of understanding, Perceived linguistic difference, Lack of trust, Perceived cultural difference, Prejudice, Stereotyping. Overcoming to Lack of understanding as the major obstacle has a dramatic effect on operating medical tourism.
Habibullah Danaee, Hojat Rahmani, Leyla Torkzade, Mohsen Nazari ,
Volume 13, Issue 3 (12-2014)
Abstract
Background: Industry growing and work load of financial turnovers are one of the medical tourism’s reason. Because of additional capacity building in health domain especially in medical levels, medical tourism can be solved some problems similar to extra capacityby means of an essential strategy. The aim of this study was to Segment external clients based on their benefits expectations about health services in four hospitals in Iran.
Materials andMethods:In current study, library reviewing and health care experts’ viewpoints were used in order to determine the characteristics of healthcare services.After determining the variables, factor analysis was performed to brief variables.Then, cluster analysis was performed on extracted factors using K MEANS algorithm and characteristics of each cluster was determined.
Results: Four factors were extracted by factor analysis .Then, Cluster analysis was done on the factors andPatients were divided into four sections whilethe first section respect with health care services efficacy, the second and fourthparts tend to get care with respect and the third parthave a tendency to have individual ability
of hospitals.
Conclusion: Individuals obtained the most important percent to care providing with respects among four extracted clusters. Thus, hospitals should have the most focus on communication quality regarding their marketing efforts with their clients.
Alireza Hatam, Sajad Rezaei, Leila Kouchaki Nejad, Shahrokh Yousefzadeh,
Volume 13, Issue 4 (3-2015)
Abstract
Background
& Aim: Improving the quality of
work life in hospital personnel is introduced as one of the important factors
for ensuring the sustainability of the health system. The aim of this study was
to investigate the relationship among organizational justice and commitment,
and job satisfaction with quality of work life in Pour-Sina state hospital
personnel.
Materials
& Methods: The study design was
descriptive and cross-sectional, and statistical population included all of
physicians, nurses, radiology and administrative staff and service workers of
Poursina State Hospital in Rasht. 216 individuals were selected by quota
sampling and filled the questionnaires on demographic information, quality of
work life, organizational justice and commitment and job Descriptive Index(JDI).All
data were analyzed with SPSS 16 software and by correlation coefficient and
multiple regression.
Results: Among the demographic characteristics, only work
history had a significant negative correlation with quality of work life (r=-0.155,P<0.05).
All dimensions of organizational commitment(except continues commitment) and
organizational justice had a positive and significant relationship with quality
of work life(P<0.0001).in regression analysis variables of distributive
justice (P=0.0001,β=0.318),pay satisfaction (P=0001.0,β=0.288), affective
commitment (P=0.007,β=0.144), promotion satisfaction (P=0.003,β=0.172),
procedural justice (P=0.013,β=0.139 ), and normative commitment (P=0.003,
β=0.172) significantly predicted the levels of
quality of work life and totally explained 60% of shared variance(P<0.0001,F=46.913).
Conclusion: individuals working in hospital are always at risk
of burnout. Thus, it is proposed that much attention be paid to dimensions of
job satisfaction, organizational commitment and justice in order to increase
the quality of work life in hospital environments.
, , ,
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.
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.
Marziye Kheirmand, Farzad Kheirmand, Ayoub Pazhouhan ,
Volume 15, Issue 1 (6-2016)
Abstract
Background: Nursing is considered as one of the most stressful occupation which influences their quality of work and life. The inevitable fact of occupational stress and low emotional intelligence management leads to negative effect on the nurses’ performance. The study aimed at determining the relationship between emotional intelligence and occupational stress among the nurses of alzahra hospital in Isfahan.
Materials and Methods: This study was an applied and descriptive survey. The study population consisted of 960 nurses of alzahra hospital in Isfahan. Sample size calculated 247 using Cochran formula. Sampling method was stratified random sampling. Data gathering was used by two questionnaires including emotional intelligence (sybershring) with 0.85 reliability coefficient and Health and Safety Institution of England (HSE) questionnaire with 0.84 reliability coefficients. Data analysis performed by SPSS software using independent t-test and Pierson Correlation Coefficient tests.
Results: Findings revealed that the stress level and its measuring scales such as expectations, control, management support, colleague’s support and role ranked more and the interrelation scale ranked less than average among nurses. Emotional intelligence level of nurses and scales such as self-awareness and self-regulation ranked average and empathy, self-motivation and social skills ranked less than average. Therefore, there was a significant relation between the emotional intelligence level and nurses' stress in p<0.05. With increasing the emotional intelligence level, the occupational stress in nurses decreased.
Conclusions: Having emotional intelligence skills can result in experiencing stress less and improving nursing performance; and better service quality among patients. Hence, hospital’s managers should be adopting proper policies with respect to the emotional intelligence.
Ali Mohammadzadeh, Majid Vahedi, Karim Ghorbani, Esa Jafari,
Volume 15, Issue 1 (6-2016)
Abstract
Background: Given that Tabriz Shohada hospital is the place of admitting emergency patients including accident victims, Nurses are exposed to double stress at hospital. This study conducted to predict nursing stress based on personality traits and job engagement among nurses in Shohada hospital of Tabriz.
Materials and Methods: The current study was a correlational one. Randomly selected 105 nurses from Tabriz Shohada hospital sections such as sixth general sections including Rehabilitation, ICU & Emergency Department participated. Contributors answered to Nursing Stress Scale, Eysenck Personality Questionnaire Revised (EPQ-R) and Job Engagement Scale. Data were analyzed using stepwise multiple regression analysis.
Results: The study results indicated that nursing stress was more strongly associated with the neuroticism; there were no relationships among nursing stress and extraversion or psychoticism. Also, nursing stress revealed a positive relationship with job engagement. Using the multivariate regression analysis showed that the neuroticism trait (p< 0.001, F=10.68) and job engagement (p= 0.004, F=10.12) were suitable predictors for nursing stress among three personality factors and job engagement.
Conclusions: Nursing stress influenced by internal factors more than demographic variables and two important predictive variables (neuroticism trait and job engagement) had more important roles in nursing stress prediction.
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.
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.
Alireza Hatam Siahkal Mahalleh, Dr Sajjad Rezaei, Zahra Khaksari, Jaleh Jamshidi Moghaddam,
Volume 16, Issue 3 (11-2017)
Abstract
Background: Personnel training and development of readiness are important to attain individuals to personal and orgnazational purposes (job career) and Mentor/ coach quality performance is crucial in this regard. The sensitivity of this issue can be in the spotlight in hospitals. The present study aims to examine relationship between emotional intelligence, job satisfaction, perceived organizational commitment and justice with mentoring performance in hospitals personnel.
Materials and Methods: The present research was a cross-sectional one which study population included all of physicians, nurses, radiology and administrative staff and service workers of Poursina public Hospital in Rasht. Four hundred and three individuals were selected by quota sampling and responded to demographic information, emotional intelligence, organizational justice, job satisfaction, organizational commitment and mentoring function questionnaire. data was analyzed using SPSS software version 20.
Results: hierarchical regression analyses with enter method revealed that each three component of Organizational Justice, namely distributive justice, interactional justice, procedural justice could explain significantly 60% shared variance results of Mentoring function of one component of job satisfaction specifically Supervisor Satisfaction, and one component of emotional intelligence specifically self-management (F=26.18, P<0.0001).
Conclusion: The employees' perceptions of organizational justice, supervisor satisfaction and also the ability of people to control emotions and appropriate reactivity in different situations is related to quality of Mentor/ coach function in hospital. According to the obtained results and effective variable on Mentoring, it is recommended to make decisions for hospital/manageral interventions related to emotional intelligence, organizational justice and job satisfaction.
Seyyedeh Safoora Mortazavi, Dr Parvaneh Samouei, Seyyedeh Zohreh Mortazavi, Alireza Moniri,
Volume 18, Issue 3 (10-2019)
Abstract
Background: The intensive care unit is one of the most critical parts of the hospital, where the services provided to patients are of great importance. Because nurses have a high volume of work and should respond to patients at the earliest time, the existence of a curriculum is essential. Therefore, proper planning can reduce their fatigue and dissatisfaction caused by the high volume of work.
Materials and Methods: In this research, all activities performed by nurses in the intensive care unit during different shifts for patients, their timing and their GERT network were drawn. The time of each activity was calculated in 4 optimistic time, most likely time, average time and pessimistic time. Also, the total time of activities that can be done by a nurse for one patient from the beginning to the end of the shift can be calculated based on these four modes and an innovative method was used for planning the nursing activities.
Results: The results showed that the total time spent by nurses is significantly different. Therefore, with the help of the proposed algorithm, the activities were allocated to nurses in a way that it created a time equilibrium and significantly reduced the standard deviation and time domain of assigned activities.
Conclusion: The proposed method showed that it is better to allocate patients' work to nurses instead of allocating the patient to the nurse. This will cause all nurses with a fairly equal workload, which can increase the satisfaction of nurses and increase the quality of service.
Rohollh Hosseini, Anis Javanmard,
Volume 22, Issue 1 (5-2023)
Abstract
Background: Achieving goals and developing hospital services depends on competence and optimal management. There will be competent managers who can be successful in performing managerial roles. Playing the roles supports the management in the direction of efficiency, administration and optimal management of the hospital. The purpose of this study is to evaluate and prioritize the roles of management in the hospital from the experts' point of view.
Materials and Methods: This research has a practical purpose and a descriptive and analytical approach. The statistical sample of the research included 65 experts from Imam Khomeini (RA) Al-Shatar Hospital, who were identified based on the snowball and selective sampling method. In this study, a self-made matrix questionnaire whose validity has been confirmed by experts was used to collect data. TOPSIS technique was used to analyze the data. In this study, five criteria and three main roles, which include 10 secondary roles, were identified
Results: The data analysis showed that the promotion of organizational commitment with the percentage of importance (23.2%) with the most important criterion, followed by organizational improvement criteria (20.9%), coordination and coherence (19.4%), promotion of employees' job motivation (7%) 18.00) and improvement of performance efficiency (18.4%) are ranked as effective indicators respectively. Also, the sub-role of analyst supervisor (0.926) was introduced as the most important role among the sub-roles of management in the hospital.
Conclusion: Considering that the role of decision-making was introduced as the most important role, as well as the consequences of decisions on the present and future of the hospital, it is necessary for the hospital management to pay more attention and importance to the role of decision-making in order to make optimal decisions.
Atefeh Tasht Zar, Malike Beheshtifar, Reza Zare, Amin Nik Pour,
Volume 22, Issue 2 (9-2023)
Abstract
Background and Purpose: The purpose of this study is to validate the model of organizational evolution in hospitals affiliated with the Bushehr University of Medical Sciences.
Materials and Methods: This study was applied in terms of its purpose and quantitative in terms of its implementation method, employing a structural modeling approach. The statistical population in this part of the research included all managers, deputies, and experts in the field of the subject studied in Bushehr hospitals, totaling 130 individuals. A sample size of 100 was determined using Morgan's table and was selected via simple stratified random sampling. The research tool was a researcher-developed questionnaire. The questions and items of the questionnaire were compiled using research literature, theoretical foundations, and the results of a qualitative study. The face and content validity was confirmed by experts, and its reliability was obtained with a Cronbach's alpha method result of 0.976. Data were analyzed using the structural equation modeling method in SMART PLS software. Results: The findings of this research demonstrated that the structural model of organizational evolution has 43 sub-components across six components: causal conditions, background, mediating, central phenomenon, strategies, and outcomes. All variables obtained can be considered in the design of the final model. In conclusion, the effectiveness of each variable was discussed and analyzed from an existential perspective. The results indicated that the causal conditions, background conditions, intervening factors, and outcomes in the model of organizational evolution in hospitals affiliated with Bushehr University of Medical Sciences were significant.
Conclusion: The results showed that the model of organizational evolution in hospitals affiliated with Bushehr University of Medical Sciences is valid.
Roholah Hosseini, Mohammad Reza Zaman Parvar Barkosrai ,
Volume 22, Issue 3 (12-2023)
Abstract
Background and purpose : Managers, as the most important organizational decision-makers, have a significant and decisive role in the success and development of hospitals. Competency models help hospital managers to apply the knowledge, skills, and experiences needed to fulfill their responsibilities and mission. It helps them to do their jobs more successfully. The purpose of this study is to design a management competency model in order to optimize management systems in Karaj hospitals.
Methods: The current research is based on a quantitative approach, and in terms of its purpose, it is an applied research type, and in terms of data collection, it is a survey type. The statistical population of his research was all employees and medical staff in the hospitals of Karaj city. The sample size is 384 people and stratified random sampling method was used.The data was collected using a researcher-made questionnaire whose validity was confirmed by experts. The software used in this research is SPSS22 and AMOS.
Results: According to the findings The impact of the six main dimensions of the management competency model included Knowledge competence (1.02), personal competence (0.98), interactive competences (0.38), executive competences (0.51), value and moral competences (0.42) and in The maximum job qualifications (0.41) were determined.
Conclusion: Based on the findings The impact of knowledge and personal competence on management competence in hospitals is higher than other dimensions. In other words, management competence in the hospital is highly dependent on the knowledge and personal competence of managers. Also, based on the goodness of fit index, the hospital management competency model was modified and evaluated within the standard. It is suggested to provide the basis and preparations for the implementation of the model for appointing competent managers and improving the competence of the hospital management system.
Ebrahim Bahrami Nia, Reza Shams Allahi, Sedigheh Gholamrezaee, Mohamad Mehdi Zare Shahne,
Volume 23, Issue 1 (5-2024)
Abstract
Background and purpose: Radiology departments are among the most critical units in hospitals due to their significant role in diagnosing and treating diseases. Given the high cost of radiology equipment and the revenue these departments generate, improving service delivery and enhancing efficiency are of paramount importance. This study aimed to evaluate the economic efficiency of radiology units in hospitals affiliated with Shahid Sadoughi University of Medical Sciences, Yazd.
Methods: This descriptive-survey research was conducted as an applied study. Data on input and output variables were collected from nine hospitals under Shahid Sadoughi University of Medical Sciences. Input variables included the number of expert staff, the number of radiologists, the number of radiology devices, and the number of CT scan devices. Output variables comprised the number of admitted patients, the number of registered radiological images, and the total revenue generated.
Results: The average technical and scale efficiency score was 0.910. Among the radiology units studied, 55% were found to be economically inefficient. Shahid Sadoughi Hospital exhibited decreasing returns to scale, while Shahid Beheshti Taft, Khatam al-Anbia Abarkouh, Waliasr (AS) Bafq, and Ziaei Ardakan hospitals showed increasing returns to scale. Additionally, Dr. Rahman, Afshar, Fatemeh Al-Zahra (S) Mehriz, and Imam Jafar Sadiq (AS) hospitals demonstrated constant returns to scale.
Conclusion: Eliminating surplus manpower, based on the results of the Data Envelopment Analysis (DEA) method, plays a crucial role in reducing hospital and healthcare sector costs and enhancing hospital efficiency.
