Journal of

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Background: The family physician program is considered to be one of the most remarkable reforms in the health care system which will probably Increase accessibility to physicians especially in deprived areas. This study aims to assess the strengths and weaknesses of family physician program in Fouman and Shaft cities in 1390.
Materials and Methods: This is a descriptive cross-sectional and applied study in which all of the health care team`s members including family physicians, midwives, health workers, experts, technicians and also 856 individuals of service recipients in these two cities were involved .Data collection method was questionnaire of which. Validity and reliability was verified.
Results: The most important strengths of family physician program and referral system from perspectives of service providers included: easy access of people to medical services and decreased medical cost for the patients and the main weaknesses were low salary for physicians, reverse referral and inaccessibility to family physicians round the clock. The main strengths from perspectives of service recipients were easy access to physicians and the main weaknesses were inappropriate reception of hospitals and lack of services through the 24 hours of the day.
Conclusion: In order to eliminate the weaknesses and improve the quality of services, training the health staff in different levels of referral system, more comprehensive supervision, periodic assessments and effective supervision on the performance of family physician process owners is suggested

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Background: In case of disasters hospitals as one of the first centers to admit casualties need to be well prepared. This study aimed to determine the scale of preparedness of the hospitals located in the northern areas of Iran to deal with disasters.
Materials and methods: This applied and cross-sectional study was carried out in 2011. In this study all therapeutic-educational affiliated hospitals of Universities of Semnan, Shahroud, Mazandaran, Babol, and Guilan were investigated using the census method (53 hospitals). The data were collected using instruments were a managers' awareness Questionnaire (40 items) and a 141-item checklist which were filled using the self-assessment method. The data were analyzed using SPSS statistical software and Mann-Whitney , Kruskal Wallis and Pearson correlation coefficient statistical test.
Results: The average score of managers' awareness of the disaster confronting Preparedness status was 41.89±9.12 and hospital`s preparedness to confront disasters was 56.88±5.12 which show a mediocre level in all hospitals studied. There was a significant relationship (P=0.007) between the awareness of managers and receiving training on management of disasters. The least score was related to field of planning for decreasing structural risks (40.56±29.4 ).Significant relationships were observed between preparedness of hospitals in different universities and management plans for unanticipated events (P=0.047), hospital training program (P=0.019), planning for supporting vital services (P=0.005) and environmental health measures to deal with unanticipated events (P=0.001).
Conclusion: Regarding the previous of disasters in the studied provinces and the mediocre preparedness of the hospitals, educational planning to confront disasters, strengthening the hospital buildings and organizing practical maneuvers will be effective in enhancing the preparation of the hospitals.

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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.

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Background: One of the key duties of family physician is to form health records and provided recording services. This study conducted to form health records and aevaluate health records in family physician program in Northern Province of Iran.

Materials and Methods: This cross-sectional study was carried out in second half  2011. 139 of centers implementing family physician program in three provinces of Golestan, Mazandaran and Gilan were selected using systematic random sampling, and assessed performance recording of all family physicians. A self- designed questionnaire was used which the validity and reliability of were confirmed. Data were analyzed by SPSS₁₈ at the significant level of p<0.05.

Results: Out of the 189 assessed family physicians, the profile of patients referred to the second level and its results were recorded in referral record forms by 43 physicians. Out of 1890 studied families, 1559 families had health record which had filled 892(57%) health record completely. Out of 5869 assessed family members, 4229 patients were examined periodically by their family physician at least once and 1919(46%) results filled entirely. during 559 were reported with health records, among which 892 were filled out completely. There was a significant difference between referral record rates to registered specialist between the Northern Province of Iran (P=0.001).

Conclusion: The quantity and quality of health record formation was not in the expectation level as well and appropriate interventions are needed. 

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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.