فرشید نصرالله بیگی

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.

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.

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).

Job burnout can be significantly reduced with the improvement of human resources management functions.

Human resources are of paramount importance in the success of any organization. In the health care system, nurses play a great role in the delivery of high-quality care. In this regard, in the process of providing high-quality and efficient healthcare delivery, justice perception of performance appraisal system and organizational citizenship behavior (JPPAS & OCB) are strong tools for performance management. The aim of this study was to determine the association between JPPAS & OCB among nurses in Tehran University of Medical Sciences hospitals in Tehran, Iran.

This was a cross-sectional study with a sample size of 346 nurses working in Tehran University of Medical Sciences hospitals. Data were collected using two questionnaires, namely, the JPPAS & OCB and a general demographic questionnaire. SPSS 24.0 for windows was used for statistical analysis of the data.

Analysis of the data showed that justice perception of performance appraisal system (2.70) and organizational citizenship behavior (2.66) are at a moderate level. Based on the correlation analysis, a significant positive association was found between performance appraisal and organizational citizenship behavior. In the final analysis it was shown that performance appraisal could predict organizational citizenship behavior (30.9% of the variance).

Justice perception of performance appraisal system can positively influence loyalty, job satisfaction and employees’ commitment, as well as create organizational confidence, enhance productivity and improve participation.

Changes in the health care system and society along with increase in the power of technology have imposed a mounting pressure on policymakers, healthcare providers, and the health care system to develop electronic medical record systems. Therefore, the aim of this study was to analyze the strengths, weaknesses, opportunities, and threats (SWOT) of implemented electronic health record systems from the perspective of hospital managers of Tehran University of Medical Sciences, Iran, in 2015.
This was a cross-sectional, descriptive, and analytical study. The study population included all managers of hospitals affiliated to Tehran University of Medical Sciences. The research instrument was a questionnaire which gathered information on internal factors (strengths and weaknesses) and external factors (opportunities and threats) of electronic health record systems. Data analysis was performed using descriptive statistics and SWOT analysis.
The most important strength of electronic records was quick and timely access to information (weight rating: 0.147) and the most important weakness was lack of equipment and hardware necessary for the implementation of electronic health records (weight score: 0.094). Moreover, the sharing of information between health service providers and better management of information (weight score: 0.121) were reported as the most important opportunities, and lack of strategic planning in the field of electronic health records (weight score: 0.127) as the most important threat for these record systems.
Politicians and investors in healthcare can use the strategies presented in this research to improve and accelerate the implementation of electronic health records in Iran. Furthermore, drawing a strategic plan, designing standards for security, privacy, and sharing of information, and increasing resources and financing are the steps that can be taken to better implement electronic health records.