Showing 5 results for Cheraghi
Mr Dinmohammadi , A Hushmand , Ma Cheraghi , H Peyrovi ,
Volume 12, Issue 2 (9-2013)
Abstract
Background: Oppression as a phenomenon experienced by most of nurses might have a background in the historical, social, cultural, political and economic structures of a country. This study aimed to criticize and explore the phenomenon of oppression in nursing literature in order to find an explanation to manage the problem.
Materials & Methods: A literature review was conducted by performing a search on scientific databases (Pub Med, CINAHL & Ovid) using the key terms such as ―nurse/ nursing‖, and ―oppression‖ systematically. Eventually 31 articles published during recent two decades were selected to get reviewed.
Results: In this study, there has been an effort to define the terminology of oppression`s concepts and its historical background, attributes, and consequences. Furthermore, this study considered introducing available models and theories and preventive approaches and managing this phenomenon in nursing profession.
Conclusion: Hierarchal structures in hospital environment provide conducive conditions for the oppression to emerge. Presence and consistency of the phenomenon and its consequences have irreparable effects on nurses as well as their organization, patients and care quality. Adopting practical and effective strategies in a framework of supportive, informative, and educational actions and managerial policies from authorities and related organizations could create an effective environment, which will result in unity, empowerment and self-confidence of nurses.
Marzieh Khorasani-Gerdehkouhi, Seyed Mahmoud Taheri, Mohammad Ali Cheraghi,
Volume 21, Issue 1 (5-2022)
Abstract
Background: Identification of competencies is necessary base for a succession plan and efficient human resource management. Studies show that this important issue has been neglected by using the competency model at the middle-level nurse managers.
Since, the methods based on fuzzy logic provide the possibility of mathematical formulation of ambiguous concepts, such as competence. The aim of this study was to design a competency model for middle-level nurse managers using FDM in the second half of 1399.
Materials & Methods: This study was conducted according to health system management studies. The population included all managers of nursing services (matrons) of hospitals affiliated to Tehran University of Medical Sciences. Census sampling used and research samples included 14 nursing service managers (as experts). After reviewing literatures, an initial conceptual model was designed. In the following, two next steps were conducted as a survey form was used to receive the opinions of experts confirming the model leveling. In the second step, the indicators were screened using the FDM.
Results: All participants were female and 9 people had a master degree. The experts' agreement with the model leveling was 90%, which indicated that it was approved. In FDM, the indicators with crisp values higher than 0/7 were confirmed by experts. The design model consisted of 3 dimensions technical, relational, perceptual, 6 components, 14 indicators and 28 sub-indicators.
Conclusion: This study showed that the criteria for selecting middle-level nurse managers include various dimensions of competence including technical, relational and perceptual. Senior managers can use the results of this research to achieve an appropriate planning for succession plan.
Fatemeh Kazemi, Alimohammad Mosadeghrad, Ahmadreza Yazdan Nik, Mohammadali Cheraghi,
Volume 21, Issue 4 (1-2023)
Abstract
Context: The intention to quit is a step before the actual leaving the job. The complex conditions of treating covid 19 patients, nurses physical pressures and mental tensions during the covid-19 pandemic, encourage them to quit their jobs. The present study was conducted to determine the factors related to the willingness of nurses to quit during the covid-19 pandemic in the hospitals of Isfahan city.
Method: 416 nurses working in the hospitals of Isfahan participated in this cross-sectional descriptive-analytical research in the form of quota sampling and systematic random stratification. The data collection tool was a researcher-made questionnaire with high validity and reliability (0.95) that measured the intention to quit of nurses during the covid-19 pandemic in 4 dimensions of individual, occupational, organizational and transorganizational factors. SPSS version 25 software was used for data analysis.
Findings The average score of nurses' willingness to leave during the corona pandemic in Isfahan hospitals was 2.98 out of 5. The average of Transorganizational factors (3.30) was higher than the average of organizational factors (3.05) in driving the intention to leave of nurses. A relation was seen between demographic information such as; received compensation, secondary job and total income and intention to quit.
Conclusion: During the covid-19 pandemic, several factors lead to the quit in the group of nurses. Since the willingness to leave the job in public hospitals is higher than in private hospitals, managers of these organizations should pay more attention to evaluating factors, determining their impact and making effective decisions.
Ali Ghaffarian, Azam Cheraghi, Masoud Ferdosi,
Volume 23, Issue 2 (8-2024)
Abstract
Background and purpose: Accreditation is one of the most widely recognized and reliable methods for evaluating the quality of hospital services. However, its implementation is often accompanied by various challenges for hospitals. This study aimed to identify the challenges associated with accreditation in small and single-specialty hospitals from the perspective of those involved in the process.
Methods: This qualitative descriptive study was conducted with the participation of 30 individuals, including hospital staff, national accreditation evaluators, and experts from the Ministry of Health's Monitoring and Accreditation Office. Data were collected through semi-structured interviews and individual sessions. Content analysis was used to process the data, which was analyzed using Max-QDA software (version 20).
Results: The accreditation challenges of small hospitals were categorized into four main themes: "accreditation process," "human resources," "structural issues," and "financial constraints." For single-specialty hospitals, challenges were grouped into three themes: "accreditation process," "human resources," and "uniformity of accreditation standards." Common challenges for both hospital types included low staff motivation, insufficient training in accreditation procedures, and issues related to evaluators.
Conclusion: In addition to general accreditation challenges, small and single-specialty hospitals face unique obstacles due to their specific conditions and inherent differences from other hospitals. To ensure the successful implementation of accreditation programs in Iran, policymakers should thoroughly examine the identified challenges and incorporate these insights into national hospital accreditation planning and implementation strategies.
Newsha Poursaadat, Mohammad Ali Cheraghi, Maryam Esmaeili, Fatemeh Hajibabaee,
Volume 24, Issue 1 (5-2025)
Abstract
Background and purpose: A key aesthetic dimension of nursing leadership involves embedding aesthetic principles into the formulation of organizational documents and artifacts. These elements embody beauty in both visual design and semantic content within the healthcare environment, created by providers and perceived by all stakeholders. This study aimed to explore the role and manifestation of aesthetics in such organizational materials from the perspective of nursing leaders at Tehran University of Medical Sciences.
Methods: This qualitative study, conducted in 2023, utilized a conventional content analysis methodology guided by the Graneheim and Lundman approach. The participants were nursing managers and leaders from hospitals affiliated with Tehran University of Medical Sciences. A total of 28 participants were recruited via purposive and snowball sampling. Data were collected through in-depth, semi-structured interviews, supplemented by photovoice and field observations, to explore the guiding principles and prevailing atmosphere shaping organizational aesthetics.
Results: The analysis of the data yielded 191 initial codes, which were abstracted into six main themes: (1) Preservation and Maintenance, (2) Standardization, (3) Cleanliness and Beautification, (4) Order and Arrangement, (5) Organization, and (6) The Sublime.
Conclusion: The study concludes that the aesthetic vision championed by nursing leaders—as manifested in organizational documents and the workplace environment—is palpable to all stakeholders. This perceived aesthetic fosters a sense of grace and compassion in the thoughts, speech, and actions of both care providers and recipients. Ultimately, it facilitates a more holistic form of "aesthetic nursing care" and helps to create a comforting, home-like atmosphere for patients.
