Journal of

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Background: Achieved results from this research shows that despite in health system in country efficiencies such as work force efficiency(doctors and nurses) is not incomputable  and percentage of bed occupation and regulating shift work program prepare manually and with paper, this issue results in time consuming of managers and wasting costs and errors in carried out computations. Therefore with technology improvement and automation system there is possibility of making such automatic data is provided. Using of intelligent system consider essentially for preparing optimal program. Studying of Data showed that the present situation of planning and determination of efficiency in Iran Hospitals is not desirable. In this research, Markov methods and Petri net and genetic algorithm as modeling method and developments of model and intelligent optimization for solving problems, reducing costs and planning for work force was used successfully and there is the possibility to generalize it with changes and reforms in programming. In Achieved results of studies show that, the present research is a suitable base for expanding researches in future in field of system designs in a way that can be used in different wards and can provide more facilities to approach the real world

Material & Methods: the present study is applied and descriptive-analysis one which had been as the software design and data collection tool was the checklist of Booali Hospital's patients' files which its admissibility confirmed by the related experts and studied after observation, chronoscope and also time of manpower servicing to several patients and study of the nurse and doctors working scheduling with use of intelligent system's designing. Data analysis and planning is carried out with the method of Petri net and Markov and genetic algorithm with use of Matlab and Hpsim software

Results:42 % improvement in expense decreasing and 87% time saving in servicing time to patients can be seen from comparing prepared program and designed system.

Conclusion: Research various models can be used as a suitable tool for scheduling and determination staffs optimized number needed in several parts of a hospital which has a vital role. In case that the designed system in the current project is limited to the achieved and collected data from educational center of Booali attached to Tehran Islamic Azad university, it is need to make changes in programming based on data for generalizing it and optimized utilization in other hospitals. So it is recommended to make the prepared program close to the real world for make these systems utilizable in other hospitals and increasing restrictions.

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Background: Current paper aims at investigating factors affecting physicians'knowledge-sharing intention in teaching hospitals affiliated to Tehran University-Medical Sciences in which one of the most authentic model of behavior prediction namely planned behavior has been used as the theoretical framework of study.
Materials and Methods: The method of current study is descriptive/survey correlational type and statistical society includes physicians employed in hospitals affiliated to Tehran University-Medical Sciences.Date was collected by questionnaires and analyzed using Lisrel&SPSS software.Confirmatory factor analysis was employed to evaluate consistency,Cronbach's alpha was used to assess reliability and structural equation modeling was used to fit the model and test hypotheses.
Results: Prediction power of model for knowledge-sharing intention of physicians is(R2=0.66)The results suggested that impact of attitude on the knowledge-sharing intention is positive and significant with factor loading of(=0.87)However,influence of subjective norms and perceived behavioral control on the knowledge-sharing intention was not confirmed.Influence of subjective norms on attitude were evaluated positive and significant with factor loading of(=0.55)As a result, subjective norms affect knowledge-sharing intention through indirect mediation of attitude.All tests were significant at the level of(P0.01).
Conclusion: According to findings of this research on improvement of knowledge-sharing behavior of physicians, health authorities need to take corrective measures to enhance the attitude and subjective norms of physician.

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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.