جستجوی مقالات مرتبط با کلیدواژه "چرخش شغلی" در نشریات گروه "پزشکی"

Currently, there are no clear or complete guidelines for the distribution and dispatch of physicians. Therefore, it is necessary and inevitable to implement a mobile job program for physicians. This program will be applicable to all physicians by considering a set of effective factors. This research has surveyed the effective factors in the mobility of physicians’ service plan.
A deep interview was held out with physicians working in the armed forces. The viewpoints of 100 of them were gathered by a semi-Delphi method. Based on this, a questionnaire was prepared and, after fitting the results with expert's choice, in order to determine the factors affecting the mobility of physicians, the questionnaire was sent by email to them and their feedbacks were studied.
A total of 54 factors were used for grading scale analysis. Among the 54 factors, 9 factors were identified by experts as the most important factors affecting the physician's mobility.
Due to the factors involved, the relevant centers can provide the physicians’ mobility instructions. It is suggested that this study be conducted by investigating the influence of job rotation on geographical and environmental factors and individual tendencies and talents.

Scientist knows job rotation as a helping tool for attaining variety competencies، extended nurses'' vision and a technique for decreasing job burnout. While، it is accompanied to many problems at the glance، that''s why it shows in-effective in action. The purpose of this study was to explore the experiences of clinical nurses about job rotation techniques in teaching hospitals in Golestan provenience. This qualitative study was content analysis that it explored the experiences of nurses about rotating in different units in the teaching hospitals; for achieving the aim of study، by purposive sampling (15) clinician nurses selected and semi-structured interviews were done. All of interviews were recorded، transcribed and analyzed by constant comparison analysis in conventional of content analysis method. The main theme emerged was «challenges of job rotation». The participants were experienced the current job rotation system as «translate a simple nurse to multi-dimensional nurse» and vice versa; «change a qualified nurse to novice nurse». Participants experienced job rotation as a factor for professional growth، but also their conceptions in its methods of implementation was in-effective. In order to results suggest to nurse managers decide for implementation job rotation strategies were carefully. Also، they would be used effective communication ways that nurses'' conception about their aims of rotation are the same and nurses have not conflict with them about their decisions about it.

Job burnout is one of the syndromes which is known by emotional exhaustion, depersonalization, and deterioration of job performance. Due to the negative impact this syndrome on patients, employees, and organization in healthcare settings this issue has drawn attention of many researchers to itself during recent years. Despite the large number of publications in this area however, limited attention has been paid to the factors influencing job burnout. The goal of the present study was to determine the level of job burnout and impacts of job rotation on nurses burnout in Ayatollah Kashani hospital, Tehran.

In order to do this research a historical cohort study was done to determine degree of job burnout among nurses with and without job rotation in Ayatollah Kashani Hospital in Tehran. The number for nurses with job rotation was (n=59) and without job rotation (n=29). Data was collected via a self-report ques tionnaire. Maslach Burnout Inventory (MBI) was used to assess the job burnout of the subjects.

The overall findings revealed that nurses had low level of emotional exhaustion, low level of depersonalization and middle level of declining in personal accomplishment. No significant difference was observed between the job burnout of the tow group of nurses - with and without rotation. In comparing the level of job burnout among the nurses of different wards (i.e. between wards comparison) the findings revealed that nurses of the emergency ward, had higher rate of depersonalization (P=0.012).

The nurses burnout showed to be at the medium level with respect to the personal accomplishment subscale, which seems to require a managerial intervention in this hospital. Apparently job rotation as it is done currently has no significant impact on the nurses’ job burnout in Ayatollah Kashani hospital and these researchers suggest that other alternative approaches to be consider to be used to improve personal accomplishment and to decrease job burnout among the investigated nurses.