Showing 34 results for Performance
F Akbari Haghighi, E Jaafari Pooyan,
Volume 8, Issue 3 (2-2010)
Abstract
Background: Various studies have highlighted the importance of accreditation as a ubiquitous performance measurement system of hospitals. However, the effectiveness of this mechanism has not been addressed, as much it deserves, in developing countries. Therefore, current study intends to investigate the performance of the system using the SERVQUAL model.
Material and Methods: This research is an applied and cross-sectional survey. Decision-making Board of Hamedan Hospitals (N= 200) constitutes the target group. A self-administered questionnaire including both structured and open-ended questions has been used for data collection. Analysis of the quantitative and qualitative data was conducted using SPSS and Thematic Content Analysis (TCA), respectively.
Results: Only 39 percent of the target group had high awareness of current accreditation programme.
The highest rate of gap, 55.8%, between the group's perceptions and expectations from accreditation system, belonged to the indicator of staff's satisfaction and the lowest rate, 17.3%, to structures and establishments.
Conclusion: The low score of the target group's perceptions towards the accreditation programme could be a sign of the low degree of their satisfaction, which might result in their poor cooperation. More and effective attention to hospital managers' views, recommendations and reactions might be an appropriate preventive solution.
M Yaghoubi, S Karimi, A Hasanzadeh, M Javadi, Ha Mandegar, F Abedi,
Volume 8, Issue 3 (2-2010)
Abstract
Background: If a managers try for further income or productivity so they must attentive their staff incentive. One of the most issue in the management process is that managers can distinguish strength of staff but they can't determine their weakness . ACHIEVE model present seven factors ( ability, clarify, help, incentive , evaluation, validity , environment ) that effective to staff performance . and this model help manager to determine cause of performance problem. And create change strategy for solving those problem .
Material & Methods: It is descriptive , survey and inferential study , the population is university hospital managers in Esfahan university. data is gathered through achieve questionnaire that supported by member of management faculty.The reliability is supported based on α koren bakh . for analysis of data use spss soft ware .
Results: Finding show that : Average number of ability factor is (87/5+12/2) , clarify factor (82/3+14/8), help factor (82/6+15/7) , incentive factor ( 81/4+ 15/4), evaluation factor (77/2+15/6) , validity factor (82/7+ 17/3),and environment factor is (85/2+12/8). and base on Pierson test (p<0/05) all of the factor are effective on staff performance.
Conclusion: Today the important problem in health care organization is staff effectiveness . in fact , performance improvement is the most step for organization improvement.
B Delgoshaei , H Ravaghi , N Abolhassani,
Volume 11, Issue 1 (3-2012)
Abstract
Background: Developing countries request to alternative revenue resources. Iran as one of the developing countries with high potentiality for attracting medical tourist is seeking to enter medical tourism marketing .This study aimed to analyze the importance- performance of the Tehran as a capital city to medical tourism viewed by medical tourists and medical service providers.
Materials and methods: This descriptive, cross-sectional study was carried out in Tehran selected hospitals in the 3th first months of 2011. The data were gathered by using a validated self-constructed questionnaire. The data were analyzed by descriptive statistical techniques.
Results: The results indicate that the majority of the medical tourists are attracted from the United Arab Emirates (22.3%). The respondents considered medical tourism factors as an importance (M=4/40±0/61).The Tehran selected hospitals` performance is average as related to medical tourism factors (M=2/75±0/66).
Conclusion: Despite the importance given to medical tourism factors by medical tourists and medical services providers, Tehran selected hospitals` performance is an average and there is no serious attempts are being made to attract medical tourists at macro levels. In spite the quality, variety and costs of the medical services and equipments in the selected hospitals are satisfactory, international accreditation of the hospitals are still in a major problems
F Ebadi Fard Azar, A Choopani , H Saberi Anari , N Mohammadi, Sh Arkian , F Choopani ,
Volume 11, Issue 1 (3-2012)
Abstract
Background: The existed difference statistical indicators is necessary to measure the efficiency of the health organization and as an exact strategy, could be removed the developed problems in heath services sectors.
Materials and methods: This is a descriptive research as a cross sectional study throughout obstetric and gynecology wards in the general hospital of RASOOL. The questionnaires and statistical Forms applied for data gathering. The methods were completed questionnaires, statistical Forms, face to face interviews and observation. The Delphi technique, standardized questionnaires and references’ text books used to determining the reliability and validity. Data analysis was done by using likret ranking.
results: The results showed that some indicators, such as inpatient bed occupied rate (63%), bed turnover interval(5) & mean length of stay(4), patient per nurse(19), meanwhile service education(10),staff per active bed(1for 12), midwife per delivery bed(0), staff(50.9%) and patient satisfaction(89%)
were lower than expected. Some indicators such as rooming in technique(100%), breast feeding(100%), patient information access from HIS system(100%), emergency and hostelling medicine access(100%), round and morning reports(100%), the mean admitted time in the ward(30 minutes), Infant and maternal mortality rate per total deliveries(0), and the percentage of trained patient(100%) were as expected. Some indicators such as expert physician per active bed (1 for 7) and C/S per total delivery ratio (69%) which was higher than expected, and the necessary data for calculating book & papers per assistant professor & non colonial infection rate were not found.
Conclusion: Hospital indicators showed the performance of hospitals in the various bases. Therefore,the broad attentions to these indicators are necessary. Meanwhile, it should be compared them and to distinct time periods.
M Zahiri, I Keliddar,
Volume 11, Issue 3 (10-2012)
Abstract
Background: Performance evaluation could provide information to managers that they need to evaluate and monitor of the current status and activities in hospitals. The PABON LASSO model was applied to evaluate performing of hospitals affiliated with Ahwaz Jundishapour University of Medical Sciences to produce the information that used by policy makers in their attempt to make more productivity health care system.
Materials & Methods: This cross-sectional & descriptive study involved in 26 hospitals, with 3824 available beds. Data for this study extracted from computerized databases within statistical department of vice- chancellor for clinical affairs. This study used the PABON LASSO model combining with three major indicators of hospital performance named as average length of stay, bed occupancy rate, and bed turnover which analyzed in PABON LASSO model. The statistical software SPSS-13 used to derive three basic performance indicators.
Results: Based on 10 hospitals in Zone 3 of the model the satisfactory level of efficiency indicated. Results in 2 hospitals demonstrated the inefficiency and underutilization of resources by falling into Zone 1 and 7 hospitals in zone 2 and 7 hospitals placed in Zone 4. The overall average length of stay, bed occupancy and bed turnover rates were 3.57 days, 63.13% and 79.37 times respectively.
Conclusion: The performance of hospitals affiliated with Ahwaz Jundishapour University of Medical Sciences was in a relatively desirable level. Future research should be focused on why and how this situation could be improved in the hospitals with low efficiency.
A Rezapoor, F Ebadifard Azar, P Abbasi Broujeni,
Volume 11, Issue 4 (2-2013)
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.
E Zeraatkar , H Rahmani , M Ghazi Asgar , J Saeid Pour , S Azami , A Aryankhesal , M Pakdaman ,
Volume 12, Issue 4 (3-2014)
Abstract
Background: Hospital waste is one of the environmental problems .Ignoring the proper management of these wastes can lead to outbreak of diseases and epidemics which threat the public health and rise high costs as a result. This study is aimed to assess the level of staff awareness and hospital performance concerning waste management in selected hospitals of Tehran University of Medical Sciences in 2010.
Materials & Methods: This is a descriptive-analytical study. The data were collected by distributing a multipartite Likert scale questionnaire among 351 individuals which had been used to measure hospital awareness and performance. The collected data were analyzed by SPSS software. Among Descriptive tests Chi-Square test was used to determine the correlation of qualitative variables and Pearson correlation coefficient was used for quantitative variables. The significance level was considered at 0.05.
Results: Significant differences had been seen among different professions` level of awareness .There were no significant difference among different hospitals ` average awareness level although there were significant statistical differences among each hospital`s performance level (p ≤ 0.001).
Conclusion: Due to relatively poor status of hospital`s waste management and hospital staff `s performance , better planning for proper management and wastes `excretion is needed to achieve sustainable development, public health protection and the environmental preservation. Staff Training and their performance monitoring and improving is one of the most important factors of hospital waste management plan success.
M Mehrolhasani , V Yazdi Feyzabadi , T Barfeh Shahrbabak ,
Volume 12, Issue 4 (3-2014)
Abstract
Background: A method of performance assessment is required to improve Productivity and reduce hospital costs . Pabon Lasso diagram is known as a tool for performance assessment. The current study is aimed to assess and compare Kerman province`s hospitals performance by using Pabon Lasso diagram.
Materials & Methods: This descriptive and cross-sectional study was conducted retrospectively between 2008 and 2010. All hospitals of Kerman province in three groups of public, social security and private were selected by census method (N=23). The data were gathered from statistics unit and entered into SPSS 18.0. Three indicators include bed occupancy rate, bed turnover and average of length of stay were calculated and then hospitals` performance were analyzed by Pabon Lasso diagram.
Results: In first two years, seven and eight hospitals out of twenty-three and in third year nine hospitals out of twenty-two located in third zone of the model (desired productivity) respectively. Among all hospitals, regarding number and ownership type, social security hospitals had better performance in 2008. Additionally Public hospitals had better performance than others in 2009 and 2010,.
Conclusion: Public hospitals had better performance.Although studied hospitals` performance experienced growing trend, only one third of the them had desired performance. It can be caused by changing the provided services type from inpatient to outpatient services.It seems that Considering type of ownership and assessing past trend of 3 studied indicators concurrently is necessary for Planning for development of a broader range of inpatient services and diversified medical services based on province`s need.
Habib Ebrahimpour, Hassan Khalili, Mohammad Pourali,
Volume 13, Issue 3 (12-2014)
Abstract
In many countries, different methods and tools for improving the quality of health cares have been used. Among these methods, the NHS clinical governance provided by the NHS British government as a strategy to enhance the quality of clinical cares was introduced in 1998. Clinical governance both responsibilities for maintain the current level of cares and improving the quality of future care are emphasized.
Materials & Methods: The aim of this study was to investigate the relationship between clinical governance and organizational performance of hospitals in Ardabil. The research is an applied one questionnaire is used to collecting data. The population comprises patients, doctors employees and hospitals managers of Ardabil 180 were selected as the sample. To investigate the hypothesis test, correlation and regression analysis were used.
Results: According to data, there is a significant relationship between organizational performance and clinical governance. On the other hand, the results of F test showed meaningful level for the components of %99, so we can use linear regression. Furthermore, the coefficient of all the components of clinical governance has a positive and significant effect on performance. Among the components of clinical governance, clinical audit component has %163 of the minimum amount, and staff management component 908 percent has the most effect on hospital performance.
Conclusion: According to the results, are considered essential patient’s engagement in treatment, the use of information and patients' family’s experiences to provide more services to patients, credit allocation for staff training and staff expertise in the field of employees training.
Mahboubeh Asadi, Seyed Saeed Tabatabaee, Saeed Khayatmoghadam,
Volume 13, Issue 3 (12-2014)
Abstract
Background & objectives: one of new and unique tools for survival of organizations among their competitors having comprehensive knowledge of all the environmental factors affecting the organization, means organizational intelligence, that with its measurement Strengths and weaknesses of the organization are identified and can affect the performance of organization and in this way, they help to organization in the measurement and evaluating progress in achieving its goals.
Materials and Methods: This descriptive analytical study was performed in 12 general hospitals affiliated to Mashhad University of Medical Sciences in 2012. Study samples were 375 employees who were selected through stratified sampling method. The study Tool of data accumulation was Albrecht organizational intelligence standard questionnaire and checklist of hospital performance indicators that was determined by the Ministry of Health. To determine score organizational intelligence was used the five-point Likert scale. Data were analyzed by SPSS v.16 using Statistical tests and Pearson correlation coefficient (P=0/05).
Results: we found that there was a significant positive relationship between hospitals’ organizational intelligence and all the performance indicators of the exception of “Bed occupancy ratio”, “Ratio of surgeries to operation beds” (P<0.05), and organizational intelligence had the highest correlation with indicators of Bed Turnover Interval (r = 0.739) and the average length of patient stay (0.691)
Conclusion: it seems that attention and planning to strengthen and increase organizational intelligence can be effective in improving the performance of hospitals.
Ali Jannati, Neda Kabiri, Mohammad Asghari Jafarabadi, Behrooz Pourasghari, Babak Bayaz,
Volume 14, Issue 1 (6-2015)
Abstract
Background: Pay-for-performance (P4P) is a payment model which tries to pay for the measured aspects of performance and encourage health care providers by providing financial incentives in order to achieve pre-defined goals. This research was done to assess the impact of P4P on efficiency of medical laboratory of Imam Reza hoapital in Tabriz in 2013.
Materials & Methods: This interventional research was a before-and-after study. In order to recognize any changes, efficiency indexes of laboratory were measured and compared whole the year. The data were collected manually assessing the related documents. For comparing efficiency before and after intervention, descriptive statistics were used.
Results: Findings showed that costs didn’t differ significantly after the intervention, but revenue was a little increased slightly (14364 to 16874). Laboratory errors were also increased after the intervention. (0 to 17 cases).
Conclusion: Regarding the results of survey , it seems that we can conclude that this bonus payment system can be used in all levels in which care is provided such as primary health care centers, drug stores, diagnostic centers and hospitals through setting pre-defined goals and considering negative point for any staff who makes an error.
Seyed Hesam Seyedin, Mohammad Mohseni, Agha Fatemeh Hossaini, Mehdi Gharasi Manshadi, Heshmatollah Asadi,
Volume 14, Issue 2 (8-2015)
Abstract
Background: hospital is one of the most key institutions in the modern health care system and accountability is the most essential organizational functions. Accountability strengthens the main factors to responsibility regarding functions by pushing them up. This study aimed at assessing the situation analysis of performance accountability in teaching hospitals affiliated to Tehran University of Medical Sciences
Materials and Methods: This descriptive and analytical study performed at 12 teaching hospitals of Tehran University of Medical Sciences in 2013. Data collection performed by performance accountability checklist. Analysis was done by SPSS software version 19 using descriptive and analytical statistics test (Pearson correlation coefficient).
Results: In general, the condition of accountability for hospitals' performance (Mean =1.5 from 2) measured "good"(moderate to high). Strategic planning dimension achieved the highest score (Mean±SD:1.85±0.21) and Stakeholder Participation had the lowest score (Mean±SD: 1.12±0.46). There was a positive significant correlation between all variables (except Motivation) and performance accountability.
Conclusion: Weakness in any part of performance can affect other parts and have negative impact on total hospital performance. Mentioning the current situation of accountability for hospitals' performance and its importance, reinforcing weak dimensions and addressing deficiencies in performance accountability should be consider as managers' top priority.
Sayed Masood Mosavi-Negad, Omid Adeli, Tahere Hariri, Neda Vali-Pour, Zahra Moshkani,
Volume 15, Issue 3 (8-2016)
Abstract
Background: Many hospitals of Iran make use of their therapeutic capacities in order to attract medical tourists and increase revenue and efficiency of their affiliated hospitals. This issue has major benefits for hospital and tourists. This study assessed the potential of medical tourists' attraction in a military hospital in Tehran.
Materials and Methods: This was a descriptive- analytical one which used secondary data to analyze. Data gained from quality improvement and finance offices, recipients of service and health information management units from the first of 2014 to the first semester of 2015. Strategic plan document were used to analyze the opportunities and strengths points.
Results: The mean of studied hospital performance indicators like bed occupancy rate, length of stay, Bed turnover, rate of admissions to bed, mortality and bedsores rates, nosocomial infections, medication error, patients' rights and patient satisfaction were 4.68 , 3.3, 5.1 , 6.6 , 5.2, 1, 69, 9.74 , 70 percent respectively. The strengths points of the studied hospital were diverse expertise, updated equipment and minimum waiting time.
Conclusion: Because of skilled man power, physical resources and especially modern equipment, the hospital does not need huge investment in medical tourists' attraction. This issue will increase admission, productivity and satisfaction of clients and staff.
Dr Azadeh Sayarifard, Dr Farid Abolhasani, Dr Laleh Ghadirian, Maryam Nazari, Dr Fatemeh Rajabi, Dr Leila Haghjou, Leila Mounesan,
Volume 15, Issue 4 (1-2017)
Abstract
Background: Reward system program is an investment tools in order to improve quality of services. Accordingly, this study was conducted aimed to identify the challenges of the reward system and the solutions for improving that based on the views of stakeholders in Tehran University of Medical Sciences hospitals.
Materials and Methods: This directional content analysis qualitative study was performed in Tehran University of Medical Sciences during 2014and 2015 using content analysis method. Targeted sampling was done and in-depth semi structured and face to face interviews were performed with a wide variety of experts and professionals including managers, faculties and hospital staffs. After word by word transcripting and extracting codes (meaningful phrases), these codes was reviewed again in
order to achieve subcategories. Based on subcategories, information was classified to assossiated categories. For validity and reliability checking, stakeholders and faculties member check and peer debriefing were used.Results: Eventually, a total of 29 interviews were held. The comments were classified within 6 main categories, 19 subcategories and 1100 codes. The main categories included existing arrangements in hospitals in order to improve staff motivation; reward system challenges; derived opportunities from rewarding experiences; rewarding systematic actions; types of appropriate rewards and making
infrastructure for better rewarding system implementation.
Conclusion: Regarding multiple aspects of a reward system which could have an effective role in increasing staff motivation or a contradictory effect when it is inefficient, implementation of an effective reward system in hospitals by designing an appropriate model based on identified key factors in this study, is recommended.
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.
Dr Mohammad Arab, Seyed Masood Mousavi, Dr Aidin Arian Khesal, Dr Ali Akbarisari,
Volume 16, Issue 1 (4-2017)
Abstract
Background: in order to quality improvement, accreditation standards implemented with focus on the clinical and non clinical services. A nationwide intervention such as hospital accreditation can affect on measures related to the provision of high quality services. Indeed, such devices can be considered as effective tools in macroeconomic health sector policymaking. The main objective of current study was to investigate the effect of accreditation system on the key performance indicators of hospitals affiliated to Tehran University of Medical Sciences.
Materials and Methods: The study was a semi-experimental and descriptive-analytical one which conducted longitudinal using an Interrupted Time Series Analysis approach. Data related to the key performance indicators including average long of stay, Caesarean percent, turnover rate, patient satisfaction percent, bed occupancy rate, self-ordered discharge from emergency room and net death rate) was accumulated through multiple visits to the hospitals during 2012-2014. STATA software was used for data analysis.
Results: The study results revealed that based on implementation of accreditation model, the average stay of patients in the hospitals cesarean section rate and turn-over intervals decreased, while the percentage of patient satisfaction and bed occupancy average increased. Moreover, self-ordered discharge from emergency room and average of net death rate indicator showed no change.
Conclusion In general, it can be concluded that the health system partially has achieved a part of their objectives means key performance indicators promotion as a result of hospital accreditation implementation in hospitals affiliated to Tehran University of Medical Sciences. In order to assess more accurate investigation and understanding the nature of the system effectiveness, analysis of different aspects of hospitals performance indicators and the nature of their changes in longer period seems to be helpful.
Mohammadreza Tavakkoli, Dr. Saeed Karimi, Dr. Marzieh Javadi, Dr. Alireza Jabbaria,
Volume 16, Issue 1 (4-2017)
Abstract
Background: In year 1995, new system administration plan of hospitals (fee for service) was notified. This scheme was implemented in hospitals for 20 years. In the early September 2104, new guidelines of performance-based fee for service plan with the aim of deficiencies in the previous plan was reviewed and implemented in hospitals in Isfahan. This study aimed at investigating reform strategies to improve monitoring performance and infrastructure implementation development of the new scheme of fee guidelines in 2014.
Materials and Methods: This study was a qualitative one based of phenomenology. Depth interviews were used to collect data. Eleven individuals assessed including top and middle managers and professors of Isfahan University of Medical Sciences using content analysis method.
Results: In this study, eight main themes and ten sub-themes extracted including appropriate policy making, health management reform in health system, cultural building in monitoring, proper planning, physicians' motivation, infrastructure improvement, improving training, informatics and constructive interactions between senior managers and hospitals' directors.
Conclusion: With the aim of rationalizing the health system, new instructions and fee for service plan should be considered well to tackle weak points. It seems that coping with these weak spots in new fee for service plan, has feasibility to provide more satisfaction among physicians and staff. To achieve main goal of the project which defined as patients and staff satisfaction, using new reform strategies to facilitate plan implementation, continuing observation and stronger mentoring recommended.
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.
Ayub Faizy, Ehsan Azimpoor, Dr Taghi Zavvar,
Volume 16, Issue 3 (11-2017)
Abstract
Background: This study aimed to determine the role of core self-evaluation and job autonomy on nurses' job performance in Sanandaj public hospitals.
Materials and Methods: This study was a descriptive and correlational one. The study population consisted of the nurses who work in Sanandaj city public hospitals, selected 213 people using stratified random sampling in 2016. In order to data gathering, Paterson job performance scale (1990), Judje et al. core self-evaluation scale (2003) and Gunster job autonomy (1989) were used. Pearson correlation coefficient, regression analysis and multivariate variance analysis (MANOVA) were performed to data analysis.
Results: Study results revealed that mean score and SD of core self-evaluation, job autonomy and job performance were 43.84 ± 5.52, 42.65 ± 10.26 and 52.81 ± 5.85 respectively. So that, mean of core self-evaluation and job performance were desirable and job autonomy was at the intermediate level. Also, there was a significant association between core self-evaluation and nurses' performance which this variable was able to predict 15% of job performance variance. While, there was no significant association between job autonomy and nurses' job performance. Also, the study results revealed that there was a significant difference between core self-evaluation and job performance among male and female nurses.
Conclusion: Based on study results, core self-evaluation has a significant association with job performance which can predict it among nurses.
Dr Ali Reza Ghaleei, Dr Behnaz Mohajeran, Ali Abbass Miraghaie,
Volume 17, Issue 1 (5-2018)
Abstract
Background: This study aimed at investigating the structural relationship between intellectual capital, psychological empowerment, and organizational learning with staff performance of Tehran University of Medical Sciences in the form of a causal model.
Materials and Methods: The research method was correlational type. Data gathering was performed using four major scales including Benitez intellectual capital, Spreitzer Psychological empowerment, Neefe organizational learning, and Hersey & Goldsmith performance. A sample 450 of persons was selected using stratified method to test hypothesis and fitness of the proposed model. Data analysis performed using SPSS version 24 and Smart PLS software.
Results: Data analysis indicated that measurement model, structural model and total model were fit. Intellectual capital, psychological empowerment, organizational learning had impact directly on performance 0.22, 0.30 and 0.45, respectively and the intellectual capital and psychological empowerment have indirectly impact on performance 0.27 and 0.26 respectively.
Conclusion: Intellectual capital, psychological empowerment, and organizational learning have impact on performance directly. Also, Intellectual capital and psychological empowerment have impact on performance indirectly. Regarding to study finding, tailored programs and processes to promote Intellectual capital, psychological empowerment, and organizational learning status recommended.
