جستجوی مقالات مرتبط با کلیدواژه « عوامل سازمانی » در نشریات گروه « پزشکی »

Employees are considered internal customers of the organization, and today, employee’s experience has become a prominent topic in the field of human resources. This study aims to model the factors affecting employees’ experience management in Mashhad University of Medical Sciences using fuzzy interpretive structural modeling.

This applied study was descriptive-analytical conducted in 2023. 10 faculty members, managers, and staff of Mashhad University of Medical Sciences were selected using a purposive sampling method. Interpretive Structural Modeling (ISM) questionnaire consisting of a 7x7 matrix was then given to them, and they were asked to find the contextual relationship between the variables based on the pairwise comparison scale. In the analysis section, fuzzy interpretive structural modeling and MICMAC analysis were used to structure and analyze the status of the factors.

7 organized themes (organizational, physical environment, technological, job, managerial, cultural, and individual factors) were identified for employees’ experience in Mashhad University of Medical Sciences. Findings showed that cultural and managerial factors are at the lowest level of the structure and have more influence and less dependence. In other words, these are the most influential factors on employees’ experience. Job, technology, and organizational factors were placed at the second level. In contrast, individual and physical factors were at the highest level of the structure and had less influence and more dependence on other factors.

The findings indicate that Mashhad University of Medical Sciences should focus on strengthening and improving cultural and managerial factors to improve employees’ experience. Additionally, attention to job, technology, and organizational factors, along with addressing individual employee’s needs and providing a favorable physical environment, are essential for employees’ effective experience management at the university. This study, by providing a comprehensive model of factors influencing employees’ experience, assists universities and other organizations in gaining a deeper understanding of this concept and developing effective strategies for its enhancement.

Empathy plays an essential role in improving communication between people and has a positive and constructive nature and causes cooperation and unity within the organization. The purpose of this research was to investigate the effective factors in organizational empathy and its role in organizational citizenship behavior in Tehran military hospitals.

The present study is survey research that was conducted in 2023 in Tehran. The statistical population included all employees and personnel of the hospitals in Tehran, and the sample size estimated 335 which was calculated based on Cochran’s formula. The subjects were selected by stratified random method. Descriptive statistics, t-test and Cronbach’s alpha coefficient were used to analyze the findings.

The resultsof the research showed that organizational factors have a positive and significant effect on organizational citizenship behavior. But environmental factors have no significant effect on organizational citizenship behavior. Also, managerial factors have a positive and significant effect on organizational citizenship behavior, and finally, the results of the fifth hypothesis test showed that ethical factors do not have a significant effect on organizational citizenship behavior.

Occurrence of unusual anti-citizen behaviors such as lack of work, aggression, bullying, stubbornness, and intimidation affect the performance of organizations and interpersonal relationships and the spirit of employee cooperation. Organizational citizenship behavior is an important variable in predicting employee behavior

suicide of soldiers is a type of multi-dimensional behavioral damage that several factors are involved in its occurrence. The present study was conducted with the aim of explaining the structural relationships between mental health and cohesion of family relationships through organizational factors on the tendency of soldiers to commit suicide.

This research is a correlational and descriptive-analytical study. The population includes all the soldiers serving in the Iranian police force in 1400-1401 with a simple random sampling and a multi-stage cluster according to Cochran's formula, with a volume of 1000 people. The data were obtained from Goldberg and Hiller (1979) 28-GHQ mental health questionnaires, Joyner et al.'s (2009), family cohesion (2009) and researcher-made organizational factors questionnaires, and the method of confirmatory factor analysis model for the default model was checked by Spss16 and Amos24.

The proposed model has an acceptable fit. Mental health (P=0.022, B=-0.227) and the cohesion of family relationships (P=0.001, B=-0.157) have a significant inverse relationship with the tendency to commit suicide with the mediation of organizational factors. Mental health variables, family cohesion and organizational factors are simultaneously able to explain 25.3% of the variance of suicide tendency and mental health, and family cohesion is able to explain 16.2% of organizational factors.

mental health and the cohesion of family relationships strengthened through positive organizational factors lead to a correct understanding of service conditions and reduce the tendency to commit suicide among soldiers.

Context:

 The intention to quit is a step before the actual leaving the job. The complex conditions of treating covid 19 patients, nurses physical pressures and mental tensions during the covid-19 pandemic, encourage them to quit their jobs. The present study was conducted to determine the factors related to the willingness of nurses to quit during the covid-19 pandemic in the hospitals of Isfahan city.

416 nurses working in the hospitals of Isfahan participated in this cross-sectional descriptive-analytical research in the form of quota sampling and systematic random stratification. The data collection tool was a researcher-made questionnaire with high validity and reliability (0.95) that measured the intention to quit of nurses during the covid-19 pandemic in 4 dimensions of individual, occupational, organizational and transorganizational factors. SPSS version 25 software was used for data analysis.

Findings :

The average score of nurses' willingness to leave during the corona pandemic in Isfahan hospitals was 2.98 out of 5. The average of Transorganizational factors (3.30) was higher than the average of organizational factors (3.05) in driving the intention to leave of nurses. A relation was seen between demographic information such as; received compensation, secondary job and total income and intention to quit.

During the covid-19 pandemic, several factors lead to the quit in the group of nurses. Since the willingness to leave the job in public hospitals is higher than in private hospitals, managers of these organizations should pay more attention to evaluating factors, determining their impact and making effective decisions.

Apart from the economic costs associated with high accident rates, the occurrence of major work-related injuries may also have a serious impact on the internal and external credibility of the organization and its activities and services/products. It seems that the cause of an accident cannot be simply related to a specific action performed by an individual, but rather due to the interaction of different individual and organizational conditions. The purpose of this study was to investigate the effect of individual and organizational factors on the improvement of health, safety, and environmental (HSE) behaviors of the executive staff of Tehran Municipality. The statistical population of this study was executive staff, including 137 staff and municipal services in Tehran Municipality with a number of about 1000 people.

The data collection tool in this study was a researcher-made questionnaire based on the research literature. To investigate the effect of individual and organizational factors on improving employee behavior, the structural equation technique was used using Smart-Pls software.

The results showed that individual factors (attitude towards behavior, awareness, knowledge, and perceived risk) and organizational factors (management commitment, HSE atmosphere, HSE culture, and effective communication) are effective in improving the behavior of the Tehran Municipality executive staff. As a result.

It is necessary for employees to learn the steps of the behavioral safety process and its strategy, and on the other hand, the organization should provide a platform for the whole system to participate in the safety process.

The current research was conducted with the aim of identifying and testing the organizational components explaining the realization of the statement of the second step of the revolution in Iran's education system through the exploratory mixed model research method.

The statistical community in the qualitative part, academic experts (members of the faculty of public administration and education in higher education centers), organizational experts (high and middle managers of the education system) and specialists related to the research topic, and in the quantitative part public school managers There were 1044 students in 518 girls' schools, 505 boys' schools and 21 mixed schools in Mazandaran Province. In the qualitative part of the targeted non-random sampling method, 20 people were selected as a statistical sample, and in the quantitative part, with the multi-stage relative cluster sampling method based on Cochran's formula, 281 people were selected as a statistical sample. The data were analyzed in the qualitative part through the implementation of the Delphi technique with a semi-structured and structured checklist in four rounds in the SPSS software, and in the quantitative part through structural equation modeling with the tool of a 96-item researcher-made questionnaire in the AMOS software. . In the qualitative part to determine the validity, the content of the expert assessment checklist was approved by five academic and organizational experts in terms of comprehensibility and expressiveness, and the reliability was calculated and confirmed as 0.81 using the retest method. In the quantitative stage, the validity of the questionnaire in three ways: form, content (range of CVR and CVI for items between 0.6 and 1.0 and 0.8 and 0.1 respectively) and construct (convergent validity between 0.604 and 0.924 and divergent) was confirmed. Reliability was also estimated by three methods of determining factor loadings of items (more than 0.4), Cronbach's alpha (0.738 to 0.953) and composite reliability (0.772 to 0.970).

Qualitative findings showed that the model of organizational factors for the realization of the statement of the second step of the revolution in education has seven dimensions (science and research, spirituality and ethics, economy, justice and fight against corruption, independence and freedom, national honor, foreign relations and demarcation with the enemy and lifestyle) and 24 components.

The results of the quantitative part showed that all dimensions and components of the research model were confirmed.

The need to design and establish an integrated knowledge management system is one of the strategic issues of the social security organization. The present research was conducted with the aim of developing a model of Internal organizational factors effective on tacit knowledge management of social security organization with the Grounded Theory approach.

The current study is of a qualitative type that was conducted with the Grounded Theory method. The statistical population of this research included managers at the high, middle, and operational levels of the vice-chancellor of management and human resources and the subordinate offices of this vice-chancellor in the headquarters of the Social Security Organization in 1401. The sampling method was purposive & snowball. Using the principle of theoretical saturation, the number of samples reached 18 semi-structured interviews. In the present study, to measure the validity of the findings, content validity was used and to measure the reliability of the findings, the method of reviewing the interview texts by the interviewees and the method of two coders was used. Data analysis was done with open, axial, and selective triple coding using MaxQDA .12 software.

57 open codes, 5 central codes including organizational strategy, information technology governance, organizational structure, organizational culture, and learning organization, 18 selective codes including knowledge sharing, external environment, innovation, foresight, analytical, reactive, personal abilities, mental patterns, shared vision and ideals, team learning, systems thinking, complexity, formality, centralization and decentralization, acquisition, planning, monitoring, and support were identified.

The components of causal conditions include knowledge sharing, external environment, and innovation, context including formality and complexity, intervention conditions including acquisition, planning, monitoring, and support, phenomena including concentration and lack of concentration, strategies including foresight, analysis, and reaction, and consequences. It included the ability of personal abilities, mental patterns, shared vision and ideals, team learning, and systems thinking. It is suggested that the officials of the social security organization provide a suitable platform for the management of tacit knowledge in the social security organization by considering the designed model.

Empowerment has been mostly considered a human resource strategy in recent decades, endeavoring to promote the effectiveness, productivity, and satisfaction of managers. Given the pivotal role of higher education authorities in adopting the rapid transformations in the global landscape, updating their knowledge and skills seems to be indispensable. This study endeavors to develop a professional empowerment model, specifically customized to needs of higher education authorities.

The present research is applied in terms of its purpose and qualitative grounded theory in terms of its implementation method. It was conducted using Strauss and Corbin's approach. A purposeful sampling method was adopted, and 10 educational directors from universities of medical sciences and Islamic Azad universities were selected as a sample from the population through the snowball technique based on the principle of theoretical saturation. To determine the validity and reliability of the data, the review of the participants and the review of non-participating experts were used.

The findings during the three stages of open, central and selective coding indicate 12 main categories and 50 sub-categories, which in this study in the framework of the paradigm model are as follows: causal factors (organizational and individual factors), the central phenomenon, background factors (insightful leadership, talent management and organizational performance management), intervening factors (organizational and individual limitations, and managerial factors), strategies (educational transformation and empowerment of managers) and consequences (excellence and self-management).

The formulation of a professional empowerment framework for higher education managers across various organizational levels holds immense potential to significantly contribute to the advancement and development of higher education managers nationwide. By embracing this framework, higher education institutions and higher education managers can effectively navigate the complexities of the modern educational landscape and achieve their educational and research goals with greater efficiency and resource optimization.

Patient participation is among the essential factors in providing high-quality and safe services in health care centers and a primary concernfor health system managers and policymakers.

The scientific model of this research was based on qualitative interviews with hospital experts (faculty members of universities), and the sampling method was both purposive and snowball. A total of 16 qualitative interviews were conducted with the hospital experts,and the grounded theory technique was adopted to identify the components of patient participation in improving the patient safety culture. The necessity of each component extracted fromthe patient participation model was examined. The research data were analyzed using the coding method in three stages: open, axial, and selective.

The results revealed100 unreplicated nodes (codes) extracted based on the conceptual similarities of the composition and 58 common codes.Based on the researchers’ intuition and understanding of the subject, the main components and sub-components of organizational factors (giving a sense of control and responsibility, heavy tasks and the number of manpower, management and leadership, and response to errors), environmental and perceptual factors (safety communication, patient empowerment, teamwork, and evaluation), and treatment decision-making (patient’s characteristics, patient’s collaboration, and raising awareness) were categorized as tree nodes.

According to the results of this study, Patient participation is an important issue in healthcare systems. Patients can play an important role in improving immunity by actively participating in health care. Patient participation is effective in improving the quality and safety of care.

Parental participation in decision-making for neonates with life-threatening conditions is morally and ethically approved. The health care team in the neonatal intensive care units is not prepared to involve parents in these decisions. Identifying factors affecting parental participation in decision-making can lead to removing the barriers and improving parents’ participation. The present study aimed to identify organizational factors influencing parents’ participation in decision-making for neonates with life-threatening conditions.

This study is part of a comprehensive project based on Corbin and Straus’s approach to grounded theory (GT) methodology (Corbin & Strauss, 2015) explored the process of parental participation in DM for neonates with LTC. Participants included 23 people (10 parents, 10 healthcare providers, 1 official in the Neonatal Health Office of the Ministry of Health and Medical Education, 1 professor of Jurisprudence and Principles of Islamic Law, and 1 insurance agent). The study field included level III neonatal intensive care units of 4 teaching hospitals. Data were collected using in-depth, semi-structured interviews and observation and simultaneously were analyzed through constant comparison utilizing the approach of Corbin and Strauss, 2015. The core category and the related categories reflecting contextual and structural factors, parents’ strategies, and the outcome of the adopted strategies were identified. The contextual and structural classification reflected various factors affecting parents’ participation in DM. Since it was impossible to publish all findings in one article, the current study focused on the organizational factors influencing parents’ participation in DM.

Organizational factors affecting the process of parental participation in decision-making consisted of 5 main categories, including 1) power imbalances, 2) ethics committees’ deficiencies, 3) hospital regulations deficiencies, 4) resource constraints, and 5) ongoing hospitalization, the only choice. 

Organizational factors play an important role in parental participation in decision-making. Providing parents of neonates with life-threatening conditions with accommodation and, developing instructions to encourage the presence of parents in the hospital, creating rules for selecting NICU nurses is necessary. Employing an interdisciplinary team of psychologists, social workers, and trained individuals to provide parents with spiritual care is recommended. Appointing hospital ethics committees to investigate cases of critically ill infants and employing experienced and knowledgeable ethicians about the end-of-life issues in these committees are also recommended. </div>

Safety performance is among the most critical challenges of organizations, especially those with hard and hazardous jobs. The current research aims to investigate the effects of cultural and organizational factors on the safety behaviors of electricians of Electricity Distribution Company in Guilan province.

Considering the research method, this research is a descriptive- correlational one, and regarding the objective, it is an applied study. The statistical population of the research includes electricians of an electricity distribution companies in Guilan province 212 out of them were selected using the random sampling method as the sample elements. The data gathering tool is a questionnaire that after confirmation of its validity and reliability was distributed among respondents. Next, the collected data were used to test the hypotheses using structural equation modeling and applying AMOS 8.54 software. The applied test for dealing with regression relationships is the T-test.

The results of data analysis show that all of the direct relationships in the research model are meaningful. In addition, management commitment has the highest effect on personnel safety behavior by the mediating role of safety supervision. The blame culture has the highest effect on personnel safety behavior by the mediating role of safety reporting. In addition, coordinated relationships have the highest effect on personnel safety behavior by the mediating role of team collaboration. Rcoefficient of the model also shows that the model’s variables could explain 43% of personnel’s safety behavior.

Coordinated relationships have the highest indirect effect on electricians’ safety behavior by the mediating role of team collaboration, so empowering team collaboration more than other variables will lead to an increase in safety behaviors.

Knowledge management and employee engagement are the key factors for organizations to achieve competitive advantage, increase productivity and improve performance. The purpose of this study was to identify the relation of effective factors on employee engagement and healthcare knowledge management in the organization. 

This research was applied in terms of systematic review and was done by meta-analysis-quantitative method. The statistical population included external research. Data collection tools are researcher-made checklist and EBL critical appraisal checklist (Glynn). For this purpose, comprehensive meta-analysis software version 2.0 was used. 

Findings showed that at 95% confidence level, employee engagement has a significant relation on healthcare knowledge management and was able to explain 37% of knowledge management. Leadership (0.349), Reward (0.616), Organizational Culture (0.655), Job Satisfaction (0.674), Innovation (0.493), productivity (0.411), organizational performance (0.775) and organizational learning (0.548) are factors that was affecting employee engagement and healthcare knowledge management. The results of heterogeneity tests showed that the studies were heterogeneous and therefore the random effect size was used. The funnel diagram shows high standard error and high bias. In other words, the distribution of research was not normal and random. 

Managers can increase the level of engagement and management of organizational knowledge by focusing on the identified factors and its implementation in the organization and increase the level of desire and participation of employees in knowledge management processes.

The aim of this study was to identify the factors affecting the self-development of faculty members of Islamic Azad University of Mazandaran, Gilan, and Golestan provinces. The study used an exploratory mixed-methods (quantitative-qualitative) approach in which the quantitative phase was a descriptive survey and the qualitative phase was based on grounded theory. The statistical population included all 2789 faculty members of Islamic Azad University of Mazandaran, Gilan, and Golestan provinces who are engaged in job duties in 2019. Stratified random sampling method was used, proportional to the volume of each of the three provinces. Data collection tools were standard self-development questionnaires, Scherer et al.'s Self-Efficacy Questionnaire, Emer's Professional Commitment Questionnaire, Shuffle et al.’s Job Career Questionnaire, Niehoff & Morman’s Organizational Justice Questionnaire, Allen and Meyer’s Organizational Commitment Questionnaire, and the Group Learning Questionnaire. Descriptive and inferential statistical methods were used in SPSS statistical software to analyze the research data. According to our results, factors affecting self-development of faculty members of Islamic Azad University of Mazandaran, Gilan and Golestan provinces include: individual factors (self-efficacy, job conflict, job motivation, professional commitment, need for success, responsibility, psychological empowerment, job resilience, self-actualization, economic/social status, cultural capital), organizational factors (organizational culture, organizational support, organizational justice, organizational commitment) and group factors (group learning).

Employee`s loyalty is an important factor in achieving organizational goals and increasing the productivity of human resources in the organization. With this approach, the present study was conducted with the aim of developing a comprehensive model for nurses' loyalty during the Covid19 pandemic period in Golestan Hospital, Ahvaz.

The present study is a developmental-applied one in terms of purpose and the research method is (quantitative-qualitative) of data-based type. In the qualitative part, experts of human resource management and skilled nurseswith at least 15 years of experience and a master's degree by a non-random purposive method and in the quantitative part method of research was descriptive which were selected 215 people among the nursesof Golestan Hospital in Ahvaz based on Cochran'sformula by simple random method. Results of the interview using data-based method (Eshtruss Korbin 1998) and MaxQuda software and in the quantitative part with the structural equation model were analyzed.EthicalConsiderations:About the objectives of the research and the confidentiality of information were explained to the participants and their satisfaction wasobtained in written form.

The results showed that the causation factors which affect the loyalty of nurses during the covid19 pandemicperiod should be sought in the organizational factor. According to the fulfilled steps of open and pivotal and selective coding of the data, nurses' loyalty in this study can be considered as behavioral and attitudinal dimensions. According to the resultsof the open (43 concepts) and pivotal (7 categories) and selective coding stage, it can be said that causal conditions including (organizational factors, contextual conditions including job-related factors) and interferential factors (job motivation and extra-organizational) were identified. Also, the use of strategies such as reward and job motivation can be considered in building nurses' loyalty during the covid19 outbreak. Also results of quantitative part showed that the provided model has a suitable fitness.

According to the results of this study, it is necessary for managers to master a set of skills and technologies to be able to gain a proper understanding of the situation and needs of their employees. Also, in order to reduce managers'misunderstanding of employees, human resources training courses should be organized with the aim of improving the relationship between managers and employees and managers should have a better and more realistic understanding of the situation of employees.

The aim of this study was to identify the factors affecting individual development in knowledge-based companies. The research method used was exploratory. The research population included human resources of selected knowledge-based companies of Pardis Technology Park and 980 network deputies of Telecommunication Company, of whom 276 were selected using Cochran's formula. In order to collect the data in the qualitative phase, a semi-structured interview was used while the quantitative phase involved a researcher-made questionnaire on the factors affecting individual development with a reliability of α = 0.92. The results of the qualitative phase led to the identification of four general factors affecting individual development, including individual factors, organizational factors, management factors, and environmental factors. By examining the ratios of the chi-square to the degree of freedom x2 / df), the goodness of fit index (GFI), the incremental fitness index (IFI), the root mean square error of approximation (RMSEA), the normalized fitness index (NFI) and the adaptive goodness of fit index (AGFI), structural equation modeling showed that the model of factors influencing individual development has a relatively good fit with the data; therefore, the identified factors in this model were confirmed.

One of the most important indicators of work life is the quality of work life that indicates to what extent individuals are able to meet their important personal needs (such as the need for independence) while working in an organization. This concept has been of interest to researchers and human scientists in recent years. Quality of work life includes opportunities to solve problems that are mutually beneficial to the employee and the organization and are based on collaboration in management, which can be improved to gradually change the pattern of interaction between people in the organization. Also, proper employee management can be used as a competitive advantage. In addition to affecting many job attitudes, such as job satisfaction, organizational commitment, and job attachment, work life quality affects individualschr('39') personal, family, and social lives. Accordingly, the present study aims to design and development model for improving the quality of work life of faculty members. The definitions of quality of work life emphasize health promotion, well-being, job security, job satisfaction, competence enhancement, and work-life balance. Studies on the quality of work life indicate the importance of this concept by managers, and advocates of quality of work life are looking for new systems to help employees balance their work life and personal lives.

The present study is descriptive in nature, applied in terms of its objective, and cross-sectional in terms of time. The statistical population of the study includes all full-time faculty members of Islamic Azad University of Behbahan and Khatam Al-Anbia University of Behbahan (N = 195), who were active in the second semester of the academic year of 2018-2019. Sample size is calculated by Cochran formula (n = 129), selected by simple random sampling. A researcher-made questionnaire is used for data collection. In this regard, factors affecting the quality of work life of faculty members are specified through a comprehensive study of articles on the quality of work life as well as the opinion of experts in the field of quality of life and used as the basis of the conceptual model. Considering the literature and the views of experts on factors affecting the promotion of quality of work life, a comprehensive understanding of the factors affecting the quality of work life of professors is obtained. In the first step, 143 components are identified. After sorting these factors in terms of thematic similarity, more comprehensive components are selected and minor components are removed. In the next step, the questionnaire is given to 5 academic experts and management experts. After receiving comments, some questions are corrected, merged, or removed. Finally, 57 influential components are identified and categorized into four categories of individual, organizational, managerial, and occupational factors. In the qualitative section, 5 experts are interviewed to ensure face validity. In this regard, the level of difficulty, appropriateness, and relevance of the items to the main purpose and transparency of the meanings of the components are assessed. To determine the face validity coefficient, a 5-point Likert scale is used for each of the 57 items of the tool and the questionnaire is distributed among 15 professors. The item impact factor is calculated, which indicate that all questions are scored above 1.5. In the quantitative section of the content validity, the index of content validity is used. Three criteria of "relevance, clarity and simplicity" in a five-point Likert scale are assessed by experts. All items scored above 0.80. The reliability of the questionnaire is calculated by Cronbachchr('39')s alpha test. The total reliability coefficient of the questionnaire is 0.72. It is 0.73 for personal factors, 0.71 for organizational factors, 0.75 for management factors, and 0.76 for occupational factors.

The most important factors affecting the quality of work life of the professors are occupational factors, organizational factors, management factors and individual factors. According to participants, occupational factors affecting the quality of work life of faculty members are workplace mental health (ranked 1), occupational income (ranked 2), occupational security (ranked 3), workplace health and safety (ranked 4), proportion of teaching courses with expertise (ranked 5), required facilities and equipment (ranked 6), professional growth (ranked 7), job independence (ranked 8), teaching (workload) (ranked 9), lack of ambiguity in doing tasks (ranked 10), base (job position) (ranked 11), importance and meaning of work (ranked 12), role clarity (ranked 13), attention to research and innovation (ranked 14), increasing job capabilities and abilities (ranked 15), sharing experiences among colleagues (ranked 16), and job diversity (ranked 17). Organizational factors affecting the quality of work life of faculty members are organizational justice (ranked 1), fair payment and benefits system (ranked 2), on time promotion (ranked 3), intra-organizational communication (ranked 4), clarity of organizational laws and regulations (ranked 5), university development and growth (ranked 6), organizational discipline (ranked 7), interaction and collaboration of professors together (ranked 8), performance evaluation system (ranked 9), payment and benefit stability (ranked 10), organizational trust (ranked 11), organizational facilities (ranked 12), organizational image (ranked 13), flexible organizational structure (ranked 14), and innovative organizational environment (ranked 15). Management factors affecting the quality of work life of faculty members include fair interaction with professors (ranked 1), respect for expertise and professional attitude towards professors (ranked 2), appropriate feedback to professors (ranked 3), peer support of professors (ranked 4) , continuous relationship of managers with professors (ranked 5), integrity of managerschr('39') behavior with professors (ranked 6), delegation of authority to professors (ranked 7), staff participation in decision making (ranked 8), attention to problems and timely resolution (ranked 9), transparent expectation of professors (ranked 10), using professors’ viewpoints in developing organizational goals and policies (ranked 11), supportive supervision (ranked 12), applying system management (ranked 13), and flexibility in decision making (ranked 14). Individual factors affecting the quality of work life include job motivation (ranked 1), adjustment ability (ranked 2), expertise and experience (ranked 3), communication skills (ranked 4), hope and optimism (ranked 5), patience (ranked  6), positive attitude to job (ranked 7), decision making power (ranked 8), self-awareness (ranked 9), self-control (ranked 10), and personal creativity (ranked 11).

Designing a model for enhancing the quality of work life of faculty members, and examining and prioritizing the effective individual, organizational, managerial, and occupational factors can guide authorities to improve the quality of work life and organizational health. According to the results, it can be said that the quality of work life of faculty members is one of the most important and effective concepts in higher education organizations and has an interactive nature in the organization, so that organizational policies can positively or negatively affect the quality of work life. According to the participants, job motivation is the first and foremost individual factor affecting the quality of work life of faculty members. Motivation plays a pivotal role in the field of management, both practically and theoretically. Organizational researchers consider it as a cornerstone in developing useful theories about effective management activities, such as the quality of work life. In line with the results, university officials are suggested to develop variables related to professorschr('39') job motivation, such as respect, participation in decision making, attention to needs, and trust. Organizational justice is ranked first among organizational factors influencing the quality of professorschr('39') work life. In fact, when employees feel that they are working in an organization that does not respect the principles of justice; they are exposed to perceptual and emotional pressures. Therefore, university officials are suggested to consider promoting fair behaviors as a management strategy and more or less promote fair behaviors in the university. Identifying factors that reduce perceptions of organizational justice behaviors among faculty members is one of the main tasks of university managers. In addition, it is suggested to increase the quality of work life by taking into account the sensitivity and complexity of the work and the level of expertise of faculty members, assigning responsibilities based on the level of capability of individuals, and reduce workforce stress by dividing the desired workload, and provide opportunities for growth by evaluating staff performance in terms of expertise, experience, and education. Respondents consider fair interaction to be the first management factors that influence the quality of work life of faculty members. Fair behavior is something that employees are sensitive to and expect its realization when they invest their capabilities in the organization. Therefore, fair dealing with faculty members plays an essential role in promoting and providing mental health and their perception of quality of work life. Also, given that workplace mental health is ranked first in occupational factors and that advocates for quality of work life are looking for new systems to help employees balance their work and personal lives, academic managers need to help their faculty members achieve a quality work life by creating a relaxed and stress-free environment for faculty members. Obviously, promoting the quality of work life of professors requires understanding its concept, functions and benefits by senior management of the university, considering all factors affecting it, and the desire to improve the quality of work life in order to enjoy its valuable benefits for the university.

Average length of stay (ALOS) is an indirect indicator of resource consumption and a measure of efficiency in hospitals. Therefore, managing the effective organizational aspects can provide opportunities for increasing revenues, reducing costs, improving patient clinical outcomes and quality of care, and increasing profitability. This study aimed to identify organizational factors affecting the ALOS. This was a systematic review using the PRISMA protocol to search literatures in international (PubMed, Google Scholar, Science Direct) and national (SID, Magiran, and MedLib) databases. According to the PICOS strategy, all published papers were retrieved in English and Persian languages until October 2017 using different combinations of keywords such as length of stay, stay length, stay lengths, hospital stay، hospital stays, organizational factors and the Persian equivalent keywords. Final selected papers were critically appraised with the CASP and PRISMA checklist. Finally, factors affecting ALOS were presented in comparative tables. A total of 127 publications were retrieved in the initial step. After screening, 12 full text publications were carefully reviewed. The most important organizational factors affecting the patient's ALOS were the ratio of nurse: patient, training of the physicians and nurses, the patient's discharge process, the presence of a physician in department, the number of para-clinical requests, inter-departmental coordination, time of the first treatment in the ward after admission, visit times, and admission days. These factors were categorized into four groups of process, service, organizational, and human resource factors. Process and management factors are considered the controllable variables of hospital management, therefore senior managers and decision makers in hospitals can focus on these factors to conduct policy interventions in order to improve productivity and the quality of services.

 Making an egregious mistake in every stage of drug prescription and distribution is definitely possible/ because the nurse of a shift can give more than 50 drugs to the patient.  This study aimed to investigate the factors affecting on drug mistakes from the viewpoint of nurses employed in selected military hospitals in Tehran in 2016.
Material and  The present study was a descriptive analytical and temporal cross-sectional one performed in 2016; 256 nurses of eight selected military hospitals in Tehran participated in this study. The study was classified into three sections including demographic data, types of drug mistakes, factors affecting on drug mistakes based on the 5-level Likert scale. To test the hypotheses, Pearson’s correlation coefficient and one-way variance analysis were used and the results were analyzed using SPSS 22.  The results showed a significant relationship between the «drug prescriptions (version) » in emerging drugs mistakes and the mean of shifts per month (r2 = 0. 13, P = 0. 03). Also, there was a significant difference between the recruited groups in terms of the frequency of drug mistakes (P = 0. 01, f = 4. 43).
Discussion and  Hospital managers should make appropriate decisions on boosting nurses’ knowledge of medical errors to take useful steps for improving the safety of patients and staff.

In the third millennium, human resources are the most valuable asset of the organization. So the empowerment of human resources is one of the most important organizational measures and has unique role in success of the organization to achieve its goals and improve the effectiveness and efficiency of human resources. The aim of this study was to examine the factors influencing the development of mental abilities in employees.
In this practical, descriptive and correlational study; out of 440 staff employed in the headquarters of the Ardabil university of medical sciences in 2015, 205 subjects were selected using multi-stage random sampling method (stratified, cluster and random). Data were collected using empowerment questionnaire and survey of factors affecting psychological empowerment questionnaire. Data were analyzed by statistical tests such as Pearson correlation and multiple regression.
Results analysis showed that all three studied variables (individual factors, group factors, and organizational factors) play important role in explaining the dependent variable (psychological empowerment). These three variables correlate with the dependent variable at R=0.51. There is also a significant difference in degree of these factors. Organizational factors (β=0.248) had the highest and individual factors (β=0.195) had the lowest effect on psychological empowerment.
In general, although various aspects of Spritzer's model, as the basis for this study, was approved by the relevant tests, but the importance and priority of these characteristics in the pattern of psychological empowerment of human resources in Ardabil medical university headquarter was different and depended on its conditions. So one can improve psychological empowerment of human resources through increasing staffs confidence, facilitating their participation in achieving organizational goals, clarify roles and duties and providing necessary information.

The development of intellectual capital is a strategy that has important effects on behavior and performance of universities. The purpose of this study was to identify the factors affecting the development of intellectual capital among faculty members of region 5 medical universities in Iran.
This quantitative descriptive study was conducted in Iran’s region 5 in 2014-15 academic year. Research population included all assistant professors and higher degree faculty members in Iran’s region 5 including medical universities of Fars, Bushehr, Hormozgan and Kohgiluyeh and Boyer-Ahmad Provinces. Krejcie and Morgan table was used to calculate the sample size and 260 subjects were selected through ratio sampling. Data collection tool was a researcher-made questionnaire whose face and content validity were confirmed by 10 education and management experts and its reliability was calculated at 0.88 (Cronbach’s alpha). The data were analyzed by means of structural equation analysis in Amos Software.
A total of 240 participants responded to the questionnaire. In terms of organizational factors, perceived organizational support (factor loading of 0.83) and in terms of human factors, professionalism (factor loading of 0.68) had the greatest impact on development of intellectual capital among region 5 faculty members.
Since perceived organizational support and professionalism have the greatest impact on development of intellectual capital among region 5 faculty members, increased organization support and focus on professionalism are suggested for improving the intellectual capital of universities