فهرست مطالب بهناز کرمانی

Managers as main decision-makers play a crucial role in success or failure of an organization with respect to internal and external issues. Thus, some dimensions and components are necessary to select the qualified managers for the position. In this respect, this study aims to develop a competency model for hospital managers. This descriptive study is conducted in 2016. At the initial stage, studies on competency concept were studies and 46 components are sent to 30 experts of the Delphi panel. The first group of the panel experts consist of expert faculty members in the field of hospital managers’ competency. The second group are hospital managers of Tehran city whom were experienced in the field of health management and hospital. According to the results of the first phase of the Delphi panel, in the second round 36 components are sent to the expert panel.  The components of the third round is re-submitted to the experts without modification. The data is analyzed using SPSS.24. Based on the results, the competency model is developed. The model consists of three individual, technical and interactive dimensions. The individual dimension has seven components, the technical section consists of 25 components and the interactive part has four components. The developed competency model for hospital managers consists of three dimensions. It is recommended to use the model to select suitable hospital managers.

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.
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 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.
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.

The ability to communicate is crucial for the people working in the health system, particularly the nurses. Communication barriers between the medical team disrupt teamwork and resulting in a lower safety and quality of care. The aim of this study was to investigate the correlation between nurse's communication skills and standardized communication.
This is a descriptive study and was conducted in the 2014. The study population was the nursing staff of Hazrat Rasoul Akram Complex. Eligible nurses were selected randomly. Two questionnaires were used to collect information on interpersonal communication skills and the standard situation, background, assessment and recommendation (SBAR) communication tool and demographic data.
Less than 45% of nurses had good communication skills and less than 50% of nurses were used standards communication items. There was a significant correlation between interpersonal skills and communication standards as well as individual skills with situation, background, assessment, and recommendation.
Improvement of communication skills and standardized communication increase coordination between the medical team and providing information about the background and situation of the patient. Moreover, reduction of the likelihood of errors and ignoring information improve the efficiency, reduce dissatisfaction, and provide optimum care.

Lack of resources and efficient use of the available resources are among the challenges facing hospital management. Length of stay is one of the fundamental components of hospital performance. The aim of this study was to determine the relationship between the levels of care for patients and length of stay in hospital.
This was a cross-sectional descriptive study. Scientific information using related library resources, online articles and dissertations was collected and data related to variables, average stay, and need for patient care using nursing report forms and patient cases have been collected from 204 cases in Hazrat Rasool Complex, Tehran, Iran in 2013.
There are significant differences between the average stay in different departments. The level of care needed with an average length of stay had strong and significant correlation. Gender, age, and marital status have no significant effect on the average length of stay.
Although the overall performance of the hospital due to the need for patient care was desirable and appropriate, a great improvement can be achieved by enhancement of the levels of patient care.

Patient centeredness care is the extent of interaction between physicians and patient that requires vision and understanding of the patient as a person in addition to the illness. Since the aim of establishing quality management systems is accountability, transparency, and justice, this study was aimed to assess the impact of quality management system on patient centeredness.
The study population included all patients at infertility care center with a sample size of 384 cases obtained from Morgan method. The confirmed patient centeredness questionnaire-infertility with 45 questions in 8 aspect, access (2 questions), information and explanations (12 questions), communication skills of employees (6 questions), participation in treatment (3 questions), respect for the values and needs (6 questions), duration of treatment (6 questions), qualified staff (6 questions), and organization of care (4 questions) was measured. After the establishment of quality management system, the same questionnaire was applied again.
The results showed that there is no significance difference at any dimension of patient centeredness before and after establishment of quality system management.
The quality management system is not effective on patient-centered treatment and should be used alongside other quality models.

Career success is an evaluating and relational concept between someone's current progress and his/her future ideals of occupation. Researchers have shown personality characteristics are one of the main predictors of success and favorable job performance. Thus, the aim of present study was to determine the relationship between extraversion and introversion personality types and subjective and objective career success among nurses of selected private hospitals in Tehran. This research was a descriptive correlational study in which 230 nurses were selected from five private hospitals in Tehran as the study sample through Cochran sampling technique. Proportional to the number of nurses at each hospital, samples were selected via convenient random sampling. Eysenck Personality Questionnaire, Golparvar and Ghazavi career success scale and personal information form were utilized to collect the data. The collected data wereanalyzed by SPSS-19 software using Pearson correlation coefficient and regression analysis. The results indicated a significant relationship between personality type and subjective and objective career success of the nurses. Further, there was a negatively significant relationship between subjective and objective career success and introversion personality type (sig=0/004, r=-0.391 and sig=0.001, r=-0.415, respectively). However, there was a positively significant relationship between subjective and objective career success and extraversion personality type (sig=0.001, r=0.473 and sig=0.001, r=0.545, respectively). It is essential to take into account the relationship between career success and related factors such as personality in the planning, decisions and technical choices. Besides, favorable environmental factors and effective factors such as knowledge, attitudes and cognitive, emotional and behavioral skills, activity level and the situation of the organization should also be taken into consideration.

Significant accomplishments of companies with minimum resources and failure in organizations with valuable resources show the crucial role of spiritual and intellectual factors in organizational performance. The organizational culture affects every aspect of individual attitudes and behaviors. The aim of this study was to investigate the relationship between organizational culture and the involvement of employees, as an important variable incentive, in the Khatam Alanbia Hospital in Tehran.
A cross-sectional study was conducted among 1645 staffs of Khatam Alanbia Hospital, Tehran in 2014. The sample was determined by the Cochran formula, 312 cases.
Our data revealed a strong corporate culture and a high job involvement in this hospital. A significant relationship between job involvement and different organizational cultural factors (except the dominant features) was observed.
The individual, organizational and environmental variables affect the rate of success and job involvement of employee. Improving of job involvement leads to a higher efficiency, and through the identification of relevant factors, such as organizational culture and cultural values, facilitates achievement of the organizational goals. Managers should try to create a good atmosphere and strengthening the organizational culture to improve the performance of the organization.

Today, the complex organizations and institutions may not survive without a precise planning as well as selecting the appropriate approach, which requires accurate knowledge about the situation of the organization. Functional analysis enables these organizations to implement the strategies which strengthen the internal strengths and reduce or eliminate the internal barriers and weaknesses. In order to promote the hospital activities, this study was aimed to analyze the internal environment of Khatam Alanbia Hospital based on Weisbord's model for organizational diagnosis.
This cross-sectional and descriptive–practical research has been performed in Khatam Alanbia Hospital in Tehran on 2014. The data were compiled from the standard organizational diagnosis questionnaire and Weisbord's six-dimensional model. The investigation was conducted on 312 out of 1645 staff of Khatam Alanbia Hospital. Data analysis was performed by SPSS, version 19, descriptive statistics and one tailed t-test.
The results showed that there was a positive significant relation between different dimensions. Between the all internal dimensions, rewarding had the highest score and organizational purposes had the lowest score.
Regarding the magnitude and complexity, no organization is like a hospital. Therefore, conducting periodically investigation in order to have a better understanding of the organization, to make appropriate decisions, and to improve the performance and efficiency of the hospital is recommended. Without an appropriate overview, it is impossible to adopt effective decisions.

Organizational commitment is an important factor in personnel's behavior and organizations output and efficiency. Committed personnel feel themselves dependent to the organization and find their goals as the organization goals. Thus, they will make their effort to achieve the organizational goals and will identify themselves with those goals and will affiliate themselves to their organization. Commitment to one’s organization is of great importance in hospital personnel since hospital staff have a critical place in saving patients’ lives. This study aims at determining the relationship between job -related and personal characteristics and organizational commitment in the personnel of educational hospitals of Hamedan University of medical sciences. This is a cross-sectional study and its samples were chosen from the managers and staff of the mentioned hospitals. 137questionaries were completed and the data was analyzed with descriptive and analytic statistics. The results showed that there is a meaningful relationship between sex, age, record of service, duty branch, level of activity and organizational commitment, Also, Salary, education, type of recruitment, marriage and shift, do not indicate any meaningful relationship. The Organizational commitment in men is more than women and it is increased with age and their history of hospital work. The managers have more organizational commitment than other staff and the medical staff have the least commitment. Commitment in senior managers is more than other managers and personnel as well. Based on the results, the level of organizational commitment can change with the factors of gender, age, record of service, field and level of activity.

Committed human forces to an organization besides reducing absences, delays and displacements, causes a great rise in the operation of the organization, mental freshness of the staffs and manifesting both organizational admirable targets and personal goals. Lack of commitment or a low-level one leads to negative results for the person and organization such as lapses from duty, absence excisions', unwillingness to stay in organization, deduction in the trust of the clients and decrease in income. Therefore, organizational commitment in the staff of a hospital who pace in creating a product named "protection, returning and qualifying human health" appears to be of great importance. It is the goal of the ongoing research to study the relationship between the organizational climate and the organizational commitment of the staff and the managers which leads to distinction between organizations. This survey is based on a cross-sectional method. The community of the research has been the whole managers and the staffs of teaching Hospitals of Hamedan University of medical science (Ekbatan, Besat, Farshchian and Mobasher Kashani).The samples were calculated in accordance with the coincidentally sampling formula of 137 individuals. Time scope of the research has been February up to June of 2008. The data is analyzed upon the tests of moment correlation coefficient of Pierson, t test, chi square test, regression and ANOVA test. Organizational climate has a positive and meaningful effect on organizational commitment of the staffs and managers. Among the compilations of organizational climate, group spirit, intimacy, engagement, consideration and thrust has positive effect and hindrance and production emphasis has negative impact on organizational commitment. All dimensions of the organizational commitment (affective, continuous and normative) also have positive and meaningful relation with organizational commitment. Also among personal characteristics gender, age, record of service, level and field of activity are of important relation on organizational commitment. Based on the results of the ongoing research, improvement on the organizational climate causes a rise in the commitment of the staffs and managers to the organization and also can lead to protecting the abilities and continual competing advantages.