Showing 4 results for Ebadifard Azar
F Ebadifard Azar, A Rezapour, A Rahbar, P Abbasi Broujeni,
Volume 11, Issue 3 (20 2012)
Abstract
Background: Increasing the receivables collection period make problems in the payment of personal salaries, medicine fees & facilities under surveillance centers. It finally has negative effects on delivered services. At present economic circumstances, paying attention to liquidity and its present value is very important to doing economic activities and to decreasing receivables collection period. The aim of the study was calculating the receivables collection and turnover period in selected hospital of the Qom University of Medical Sciences.
Materials & Methods: This is a descriptive research that conducted in the selected hospital of Qom university of medical sciences during the fourth national development program (2005-2009). Data was Collected from information based on the financial documents of the kamkar hospital and registered into information sheets and analyzed by excel software.
Results: Results show that during the fourth national development program , Receivables turnover has gradually decreased and unlike thereceivables collection period increased. Both of these relations showed an undesirable circumstances and graving with the contracting insurance companies in the payment of their obligation with the hospital.
Conclusion: Findings indicated that the receivables collection period of insurance companies takes Long and taken a long way from its normal .It needs a serious monitoring & intervention in the large scale decision making, except by using the power of law during the fourth development national program which it hasn 't a good impact in repayment approach of the policy makers in this issue that expected all of the general managers in the giving of services.
A Rezapoor, F Ebadifard Azar, P Abbasi Broujeni,
Volume 11, Issue 4 (17 2013)
Abstract
Background: In order to achieve the goals of health system, trying to evaluate and improve of health system performance via policy and decision makers is necessary.
Materials & Methods: This is a descriptive and practical study .Information gathered through sheets through World Health Organization statistical reports. data analyzed by using DEAP software(version of 2) and Data Envelopment Analysis (DEA).
Results: Based on study technical efficiency in various scenarios were different. The results showed that health systems are high sensitive to human resources, and health sector's usually share the national expenditure difference scenarios during the period of study which show the managing efficiency and scale improvement s in Iranian health system.
Conclusion: This study showed the countries with the highest and lowest performance and efficient states (reference) for the inefficient countries among a few countries which increased their health resources to improve performance. However, with high efficient resource allocations in the most countries to achieve into these results are very significant to economic savings.
Farbod Ebadifard Azar, Mohammad Arab, Morteza Badloo, Ehsan Rezaei,
Volume 13, Issue 4 (3-2015)
Abstract
Background: New manegerial approachfor hospital administration as one of the health system reforms with several goals including increased staff motivation were enforced. However, motivation and job satisfaction are two very important factors for survival of organisation. The purpose of this study was to investigate the relation between paying the fee for service, motivation and job satisfaction using the expectancy theory of Victor Vroom.
Method: The descriptive-analytic research conducted in a public hospital of Tehran city in 2013. The sample size was estimated 209 caseswhich selected by using Stratified sampling method.Information Through a three-part questionnaire containing personal informationwith 6 questions, expectations standard questionnaire with 25 questionsand job satisfaction standard questionnaire with 13 questions were collected. SPSS18 software was used for data analysis.
ResultsIn all occupational groups other than physicians, direct significant relationship was observed between the Fee for service and job motivation. In all occupational groups except paraclinic, directly significant relationship between motivation and job satisfaction was observed. Among all occupational groups only in the Administration– Finance Group Direct significant relationship was observed between the Fee for service and job satisfaction.
Conclusion: In this study, hospital staff had Above-average job satisfaction and job motivation lower than average. improving skills through training opportunities, Codification of appropriate Politics and Policies of reward–function and situating favorable bonus from view of the employee (According to motivational differences) are Examples of strategies to improve motivation
Farshid Nasrolah Beigi, Pouran Raeissi, Farbod Ebadifard Azar,
Volume 20, Issue 2 (9-2021)
Abstract
Background and Aim: Burnout is one of the most important factors that reduces the productivity of personnel. Therefore, this study aimed to determine the relationship between human resources management functions and job burnout from the perspective of managers and staff of deputy of Health in Iran University of Medical Sciences.
Materials and Methods: Subjects of this cross-sectional study consisted of 657 managers and staff members of deputy of Health in Iran University of Medical Sciences that 242 individuals were selected according to Morgan's table as the study population. Research data were collected using two questionnaires of burnout and human resources management functions.
Results: 174 (70.7%) participants in the study were women, with mean age and work experience of 41.3 and 15.8 respectively and a standard deviation of 7.35 years. 78.9% of married people and 69.1% of the participants were dissatisfied with the status of their salaries. The dimensions of consequential evaluation, transparent job description and comprehensive training with averages of 4.17, 4.12 and 4.03 out of 7 had the highest score among the various dimensions of human resources functions. Different dimensions of burnout showed that the highest mean was related to feelings of personal inadequacy and depersonalization (4.72). The results of the Pearson correlation test showed that there was a statistically significant relationship between human resources management functions and burnout with a correlation coefficient of -0.439 (P <0.05).
Conclusion: Job burnout can be significantly reduced with the improvement of human resources management functions.
