جستجوی مقالات مرتبط با کلیدواژه « کارکنان » در نشریات گروه « پزشکی »

In the last decade, the use of microwave ovens throughout the world, including Iran, has increased significantly. Therefore, it is important to understand the knowledge, attitude, and behavior of microwave oven use among employees of the Eastern Health Center to promote safe and responsible practices in the workplace. Assessing their familiarity and attitudes with microwave ovens, this study aims to identify potential areas for improvement and training. This, in turn, can create a safer and more efficient work environment for all involved.

In this cross-sectional study in 2022, the study population was all employees working in the health center and comprehensive health service centers affiliated with the East of Shahid Beheshti University of Medical Sciences, numbering 162 people. The research tool was a questionnaire adapted from Nadiri's thesis (2015). After collecting the questionnaires, the data was obtained by SPSS 26 software and were analyzed using Pearson's correlation coefficient, multiple regression, independent t-test, and one-way ANOVA.

Although the attitude (36.35±3.579) and the behavior (61.16±6.402) towards using microwave ovens are favorable, there is still room for improvement of knowledge and awareness. Knowledge has a positive and significant effect on behavior (P=0.002, B=0.245) and attitude (P=0.001, B=0.263), which shows that improving knowledge about the safe and responsible use of microwave devices can lead to behavior. and a more favorable attitude among employees. In addition, the attitude has a strong positive and significant effect on behavior (P=0.001, B=0.417), and promoting a positive attitude toward using microwave devices can also lead to more favorable behavior. However, the relatively weak effect of awareness on attitude indicates that other factors may also play a role in determining the attitude toward using microwave devices.

These findings highlight the importance of educational and awareness campaigns to promote the safe and responsible use of microwave devices among healthcare workers.

Human capital is the most vital strategic element and the most basic way to improve the performance and efficiency of an organization. Concerning the importance of human resources, it is obvious that in order to achieve the goals of the health system, human resources must have a favorable sense of belonging and commitment in addition to skills and expertise. Based on this, the current study aimed at providing a structural model for predicting professional commitment based on the components of self-leadership among the employees of a medical science university.

  The current applied research utilized a descriptive-correlational design. The statistical population of the employees of Tabriz University of Medical Sciences (northwest of Iran) was 976. Of this amount, 276 individuals were estimated as the statistical sample based on Cochran's formula and were randomly selected. Data were collected randomly through a questionnaire. In this study, structural equation modeling based on PLS3 software was used to test the hypotheses.

  The results indicated that the components of self-leadership-visualization of successful performance, personal goal setting, self-rewarding, evaluation of beliefs and assumptions, personal observation, focusing on natural rewards, and self-guidance had a positive effect on professional commitment among the employees of Tabriz University of Medical Sciences. What is more, the components of self-leadership positively predicted professional commitment.

  Strengthening the components of self-leadership among employees will lead to the improvement of their morale, job satisfaction, and professional commitment, and in general, a better manifestation of lofty goals and a significant increase in the performance of the organization.

As a crisis, the Covid-19 disease affected all aspects of people's lives, especially the occupational aspect.  Bank employees were more under pressure due to the type of service they provided to the public. The aim of this study was to analyze the challenges affecting the job efficiency of some of the Bank Melli Iran personnel during the Covid-19 pandemic.

This was a qualitative research project with a phenomenological approach. The research population was the employees of Melli Bank branches in the 10th district of Mashhad City, Iran in 2021, from among whom a sample of 10 people was selected by purposeful sampling, the sampling process continuing until saturation. Data were collected through semi-structured interviews and analyzed using the inductive thematic analysis method.

Data analysis showed 12 sub-themes, 3 main themes including challenges at the individual, interpersonal and organizational levels, and a core theme.

The findings of this study show that the Bank employees’ concept of the Corona pandemic can affect their work efficiency.  These findings can be used for planning to solve the problems and challenges of this group of people after the Corona pandemic.

Acceptance of Health, Safety, and Environment (HSE) rules plays a crucial role in determining the performance of employees in HSE-related areas at the workplace. This study aimed to design a questionnaire to investigate influential factors on acceptance of HSE rules among employees.

The face validity of the survey was assessed by ten individuals from the target population, while content validity was evaluated by ten HSE experts using both quantitative and qualitative methods. The impact scores were calculated for the quantitative assessment of face validity, and the Content Validity Ratio (CVR) and Content Validity Index (CVI) values were used to assess content validity. Construct validity was determined through Exploratory Factor Analysis (EFA) and Confirmatory Factor Analysis (CFA) involving 506 participants. The reliability of the survey was evaluated using Cronbach’s alpha and the Intraclass Correlation Coefficient (ICC).

All items in the survey showed satisfactory levels of impact score (>1.5), CVR (>0.69), and CVI (>0.79). The mean values for the Impact score, CVI, CVR, and S-CVI-UA were 4.26, 0.963, 0.944, and 0.62, respectively. The survey and its dimensions demonstrated strong reliability, as indicated by Cronbach’s alpha and ICC values exceeding 0.70. Additionally, EFA successfully identified the structure of the questionnaire, and CFA confirmed its goodness of fit.

The Persian version of the questionnaire demonstrated satisfactory validity and reliability. This instrument can be effectively used to assess the factors that influence the acceptance of HSE rules among employees in various workplace settings.

A healthy organization is a place which is productive, capable, and efficient enough to deal with the competitive world. The quality of work life is important, not only to improve life at working environment but also the life outside work place; there the present study examines the relationship between organizational happiness and work life in teaching hospitals in Yazd city in 2023.

This cross-sectional study was conducted in the form of a multi-stage random sampling on 215 people and among the personnel of teaching hospitals in Yazd city. Data collection tool included two standard questionnaires regarding an organizational happiness and the quality of work life. Data were analyzed using descriptive statistics and independent t-student test, one-way ANOVA and Pearson's correlation coefficient test with SPSS 26 software.

The findings indicated that there was no significant relationship between organizational happiness and any of the demographic variables. In addition, only the education variable (p = 0.011) had a significant relationship with the quality of life variable. Pearson's correlation test also showed that there was a positive and significant relationship between all the components of organizational happiness and the quality of work life.

According to the results of this study, it is necessary for managers and officials to consider organizational happiness and its important components in organizations by adopting appropriate strategies and providing necessary conditions for its promotion.

Employees are critical assets of an organization, and it is necessary to investigate and identify factors affecting their performance and productivity. This study aimed to determine the relationship between job stress and job productivity in university settings.

This cross-sectional study included 124 employees of Ahvaz Jundishapur University of Medical Sciences (AJUMS) based on Cochran's formula. Data collection instruments included the standard occupational stress questionnaire of the England Institute (HSE) and Echio’s productivity questionnaire. The validity and reliability of the instruments have been confirmed. Statistical analyses were performed using SPSS 22 software.

The mean score of job stress and job performance was 119.75 (±17.49) and 103.3 (±21.47), respectively, and their level was estimated as average. Findings indicated a significant negative correlation between job stress and performance (r = -0.59, P<0.001). In addition, three variables, including employee position, management support, and change were identified as the main predictors of employee productivity based on linear regression. There was a significant relationship between some demographic variables (age, gender, and education level) and occupational stress.

According to our results, there was a significant negative correlation between occupational stress and staff productivity. These findings can be generalized to university administrative personnel. Three occupational stress components, including management support, change, and employee position, were identified as main predictors of productivity. Therefore, in order to improve productivity, managers need to consider more independence and support for personnel, as well as reduce the changes’ rate.

Crises are a test to measure resilience because they affect societies suddenly and unpredictably. One of these crises is the Covid-19 pandemic, which is unprecedented in the last hundred years. In the face of crises, the medical staff are in the direct line of facing the crisis, so the concept of resilience, which means facing potential risks and crises, is important. The present study was conducted with the aim of reviewing the studies conducted on the resilience of the treatment staff.

The present study was conducted by field survey method in December to October 2022. To find the studies and scientific sources of the present study, the databases of PubMed, ProQuest, Cochran library and Google and Google Scholar search engines were searched.

18 studies investigated the resilience of health system employees in the face of covid-19 in the period of 2019 to October 2011. Most studies were published in 1400. 95% of the articles were of the original research type and 5% of the review type. Among the original research articles, only one of the articles was designed as a quasi-intervention and 94.4% of the articles were descriptive-analytical and quantitative-sectional. The number of 14 studies specifically focused on nurses, two studies on the resilience of doctors and pediatric and emergency assistants, and two studies on the level of resilience in health system employees and hospital personnel.

The use of skill-oriented trainings in order to improve the resilience of the medical staff can be a guide in reducing job burnout and efficiently dealing with future crises.

The improvement of every administration and health system has always received assiduous attention. One of the processes that every system should pay attention to is empowerment. Therefore, the present study aimed to determine the empowerment components of employees working in the Ilam Welfare Organization.

This applied research was conducted based on a qualitative approach and ground theory method in 2022-2023. The statistical population included professors and experts in the field of employee empowerment. Sampling was performed using the available and snowball method, and theoretical saturation was achieved with 15 cases. The interviewees of the research were 15 professors and experts in the field of employee empowerment who had the most experience in the research topic, and the data analysis was performed manually.

Based on the findings, 12 components and 24 subcomponents were identified in the field of empowerment of welfare organization employees, including individual skills, group skills and management (causal conditions), ethics, communication (contextual conditions), knowledge and improvement of the work environment (intervening conditions), managerial ability., moral ability, communication ability (strategies), promotion of service to employees, and the use of employees' potential capacities (consequences).

Paying attention to skills and management at the individual and group level creates the possibility of employee empowerment in the welfare system. Necessary attention to knowledge and environment on the one hand and management and communication guidelines on the other hand provide the necessary platform and conditions for the growth of employees. The welfare organization will benefit from the effective result of empowerment when it uses its employees and their potential capacities.

Breast cancer is one of the most common malignancies and leading cause of death among women worldwide. Increase awareness, change the attitude and practice of women on breast cancer screening are effective way to reduce mortality due to early detection and treatment of breast cancer. The aim of this study was to evaluate the effect of education on breast cancer screening by using WhatsApp platform among the staff of the Islamic Azad University of Hamadan.

A quasi-experimental study was conducted among 236 staffs in Islamic Azad University, Hamedan. Participants were randomized to either intervention group (118 staffs) or control group (118 staffs). One month’s education via wats up was delivered to the intervention group. The outcomes measures were assessed at baseline and three months after intervention. Chi-square and independent samples t-test were conducted in the course of the data analysis.

the results of this study showed; there were significant improvement in knowledge (p=0.02), attitude (p=0.01), BSE practice (p=0.00), CBE practice (p=0.004) and mammography practice (p=0.03) after intervention. There were not significant changes in control group before and after intervention.

Implementing educational intervention based on WATS up messenger can improve knowledge, attitude and breast cancer screening among participants. A public health education program is essential to improve breast cancer prevention among different group of people in community.

The present study was conducted aiming to assess the effect of fear caused by COVID-19 on health-promoting lifestyle through the mediation role of anxiety.

This was a cross-sectional study on a sample of employees of government organizations in Ahvaz, Iran in 2021. The required data were collected using a multi-part questionnaire including demographic information, health-promoting lifestyle assessment questionnaire, fear of the corona virus questionnaire, and the anxiety scale for the corona virus. Data were analyzed using path analysis and bootstrap test was used to check the mediating role of variables.

In total 384 employees were entered into the study. The mean age of participants was 40.74 ± 6.07 years ranging from 24 to 60. The results showed that there was a positive and significant correlation between the fear of COVID-19 and Covid-19 anxiety (P<0.01). There was a negative and significant correlation between health-promoting lifestyle and both fear and anxiety caused by Corona (P<0.01). Based on the findings the fear caused by Corona and the health-promoting lifestyle had a statistically significant relationship directly and through the anxiety of the Corona disease (P<0.001).

The findings suggest that Corona anxiety mediates the relationship between fear of corona and health-promoting lifestyle. In general, with the increase in the fear of corona, the anxiety of corona disease increases and as a result, the health-promoting lifestyle decreases.

job stress is defined as the accumulation of stressful factors in job-related situations, which most people agree is stressful, and it can be the direct factor in the intention to leave the job. The present study investigates the effectiveness of virtual reality exposure therapy and compares its effectiveness with mindfulness-based stress reduction based on mindfulness on the components of job stress employees with job stress.

The research design was a semi-experimental pre and post-test with a control group and a follow-up phase. The statistical population included all employees with job stress in a private company in Isfahan City in 2022, and the research sample included 45 employees who were randomly divided into three groups of 15: virtual reality therapy, mindfulness-based stress reduction therapy, and Controls were replaced. The people of the two intervention groups participated in the intervention sessions; The first experimental group underwent eight 20-minute weekly sessions of virtual reality therapy, and the second experimental group underwent eight weekly 45-minute sessions based on the Kabat-Zin training package (1990 and 2013), but for the control group no interventions were performed. The participants responded to the occupational stress questionnaire of the Health and Safety Institute of England Steinmetz (HSE) (1990) in three stages. The research data were analyzed with analysis of covariance and Bonferroni's post hoc test and using SPSS23 statistical software at two descriptive and inferential levels.

The results of covariance analysis and Bonferroni's post hoc test indicated that both intervention methods equally and effectively reduced occupational stress in the fields of role, communication, support of colleagues, changes in employees, and the effect of both interventions remained stable over time (P<0.01). Although both methods of intervention reduced the pressure and job stress of employees, and the components of stress include support, control, and demand from officials, and its effect remained constant over time, virtual reality treatment was more effective in both stages (P>0.05).

The results showed that virtual reality courses and stress reduction based on mindfulness can reduce the tensions and job stress of personnel and employees of organizations.

Considering the dimensions of organizational bullying and the context of its creation in the emergency department of the hospital, the decrease in the quality of patient care and the increase in dissatisfaction with the services received and the limited research studies in this area, the research was conducted in the emergency department of a hospital of Yazd University of Medical Sciences.

To carry out this descriptive-analytical research, the interpretive structural modeling method was used. The experts included 30 doctors, nurses, and nurses who were either working in the emergency department of a Yazd University of Medical Sciences hospital or had experience of service in this department. From the extraction of these factors, they were returned to them for scoring, and the effects of these factors were measured from their point of view, and the final analysis was done by MATLAB software.

The results show that the greatest effect in reducing bullying is related to "adequate training for personnel to communicate" and "proper and courteous treatment in the face of clients" (with influence power of 5) and the least effect is related to "creating a suitable comfortable environment". and "Perform appropriate triage" (with penetration power of 1).

Considering the destructive effects of bullying, creating appropriate mechanisms to reduce this phenomenon shown in this research and using the factors identified by the people involved in bullying can prevent this phenomenon, which occurs frequently in the emergency room of the hospital.

Corona disease (COVID-19) is an infectious disease that spread rapidly in the world and became a pandemic only a few months after the official announcement of the first reports. The purpose of this study is to determine the influencing factors on employees' compliance with health issues based on the health belief model.

This descriptive analytical (cross-sectional) study was conducted on 65 employees of Khorasan-Razavi Regional Water Company in 2019. Information was collected using an online questionnaire and the data was analyzed using SPSS software.

Examining the relationship between demographic qualitative variables and knowledge, attitude and behavior constructs showed that the average score of knowledge, attitude and behavior did not differ significantly in any of the gender, educational and occupational groups (p-value<0.05). There was a positive and significant relationship between the variables of awareness and attitude (p-value=0.009) and awareness and behavior (p-value=0.02). Other variables did not show a significant relationship with each other (p-value<0.05). Also, the results showed that the structure of awareness had a statistically significant effect on the behavior of the people studied (p-value=0.01). In general, the level of knowledge and attitude of employees in preventing corona virus is at a favorable level.

The results of this study show that providing the necessary facilities, including the standardization of the work environment, the provision of transportation services, masks and disinfectants will play an effective role in reducing the cases of corona.

The level of health literacy and occupational well-being of health system employees who are in charge of education and health of society is important. This study endeavoored to determine the relationship between health literacy and occupational well-being of the employees in the Abadan University of Medical Sciences in 1401.

This cross-sectional-analytical and correlational study was conducted among 185 employees of Abadan University of Medical Sciences who were selected through cluster random sampling method. Data collection tools were demographic information, health literacy and occupational well-being. questionnaires. The collected data were analyzed through Pearson's descriptive.

The average health literacy score of the participants was 64.9% (adequate) and 18.9% (excellent). In the survey of obtaining information among the employees, the major source of obtaining health information was on the Internet and questions from doctors and healthcare workers (61.1%), followed by radio and television (16.8%), booklets, pamphlets, and educational brochures, and advertisement (9.7%). In terms of occupational well-being, most of the research units were 64.3% (in average level), 28.6% (in very good level) and only 7% (in poor level). The findings showed that the level of health literacy can be affected by individuals' work area and the relationship between health literacy and occupational well-being was not significant (P-value>0.05). The investigation on the relationship between occupational well-being and health literacy dimensions showed that occupational well-being has a significant and direct relationship only with the dimension of reading skill (P-value=0.03).

Occupational well-being had no significant relationship with individuals' health literacy. It seems that other variables that were not investigated in this study can play a greater role in this field. Considering the position of health system trustees, these findings can be used by policy makers in planning and developing health literacy and occupational well-being of employees.

Empowerment allows health managers to make a conscious choice to improve the quality of care. On the other hand, one of the factors that may affect psychological aspects of employees and decrease job participation of employees is imposter syndrome. The main goal of this research was to determine the effect of imposter syndrome on job involvement with the mediating role of structural empowerment of employees.

This was a descriptive-analytical study conducted cross-sectionally in 2021. The statistical population of the present study included all employees (1300) working in Isfahan University of Medical Sciences. The sample size was estimated to be 297 people through Cochran method and stratified random sampling method. Data collection tools included the standard imposter questionnaires of Klans and Ames (1987), Shafli et al.'s job involvement questionnaire (2006), and Maleki et al.'s structural empowerment questionnaire (2012). Face validity was confirmed by professors and experts, convergent validity with a mean variance of greater than 0.5, and divergent validity was confirmed using Fornell and Larker methods. Also, the reliability of the instrument was confirmed with the Cronbach's alpha of greater than 0.7. Data analysis was done with descriptive and inferential statistical tests using structural equation method and SPSS 22 and PLS 3 statistical software.

Based on the analysis of research variables, imposter syndrome had a negative and significant effect (P < 0.001) on job involvement and structural empowerment of employees with path coefficients of - 0.349 and - 0.856, respectively. There was a positive and significant correlation (P < 0.001) between structural empowerment of employees' job involvement and a path coefficient of 0.452. Finally, self-destructive syndrome with the mediating role of structural empowerment had a significant and negative effect (P < 0.001) on job involvement of employees with a path coefficient of - 0.386.

Structural empowerment is associated with higher work efficiency and engagement among employees. Accordingly, structural empowerment may increase work engagement by stimulating employees' intrinsic and extrinsic motivation. But the presence of employees with imposter syndrome leads to the opposite effect.

One of the major problems of employees is lack of activity. This study was conducted with the aim of development model of physical activity in the employees of medical sciences universities based on the Grounded Theory.

The current qualitative research was conducted using the Grounded Theory. The research community, knowledgeable people in the field of research included managers and officials of medical sciences universities, university lecturers, experts and sports science experts. The number of samples using the principle of theoretical saturation was 18, which were selected using the purposeful snowball sampling method. Data collection was done by semi-structured interviews. 4 criteria including credibility, generalizability, reliability and verifiability were used to measure the validity of the findings. The intra-subject agreement method was used to measure reliability, which was equal to 0.85. Data analysis was done with open, axial and selective triple coding and with MAXQDA software.

 6 selected components under the title of components (causal conditions, context, intervening conditions, phenomena, strategies and consequences), 33 core codes and 61 open codes were identified.

Causal condition components include 8 core codes, context components include 8 core codes, intervening condition components include 3 core codes, phenomenon component include 1 core code, strategies components include 7 core codes and consequences components include 6 core codes. It is suggested to use the results in the presented model to develop physical activity among employees.

The purpose of the present study was to identify the lived experiences of procrastination employees of Islamic Azad University in order to identify the components of procrastination.

which was carried out with qualitative phenomenological method, the statistical sample of procrastination employees by implementing Takman's procrastination questionnaire (1991) and using multi-stage cluster random sampling method and based on the size of the statistical population of 35,000 employees per year (98-99) according to the table of Karjesi and Morgan (1970), 384 people were estimated, and based on the data analysis, 25 qualified people were identified as the unit of analysis in the qualitative section, based on the principle of theoretical saturation, with 15 people who had a structured interview. It was not found half deep. To measure the validity of the data, two methods of review of participants and review of non-participating experts were used in the research. The method of data analysis in the qualitative part was the 7-step Claysey method. In order to confirm the reliability of the qualitative findings, a scale with a 3-option spectrum was used to measure the content validity ratio (Lavache coefficient estimation) and in order to ensure the reliability of the qualitative findings, the Holstein reliability coefficient was estimated at 0.97. The revealed findings were 179 key terms. 292 secondary concepts (first category), 32 secondary concepts (second category) and 3 main concepts (dimensions) were extracted (primary concepts).

The findings showed that the factors of employee procrastination consist of 3 main dimensions including the organizational dimension (with 14 components), the individual dimension (with 15 components) and the social dimension (with 3 components).

The reason for the problem of procrastination should be widely investigated and rooted in order to identify its effective factors.

Present study was carried out evaluating the level of job satisfaction and related factors among female staffs of Mashhad University of Medical Sciences

A cross-sectional study was conducted in 2019. The job descriptive index (JDI) questionnaire was used. Some questions about demographic and work properties were also added at the beginning of the questionnaire.

Totally 1106 participants with an average age of 39.62±7.56 years were enrolled. The average work experience and working hours per week were 13.45±7.38 years and 41.19±10.67 hours, respectively. Regarding the level of education, bachelor's and master's were the most common with 817 participants (73.9%) and employees were the most frequent staffs (723 participant, 65.4%).  About 890 participants (80.5%) had an income between 30 and 60 million Rials. One hundred sixty five participants (14.91%) worked in the night shift and 598 participants (54.1%) were working in the official departments. The average score of JDI questionnaire was 212.21±45.05. Job satisfaction was higher in clinical faculty members, participants aged more than 45 years, participants with more than 20 years of work experience, participants working in the official departments, participants who did not work in night shifts, and participants with an income of more than 90 million Rials.

The highest level of job satisfaction was reported by clinical science faculty members. Age, work experience, higher income and faculty rank directly and having night shift, work in medical wards and more hours of work per week inversely affect the score of Job satisfaction.

Background and Object:

 One of the effective ways to involve and participate people in health behaviors, including physical activity behavior, is providing health messages. The purpose of this study is to Comparing gain- and loss-framed message on the level of physical activity of women employees of universities and higher education institutions in Ahvaz city.

In this three-group intervention study, 105 female employees of universities and higher education institutions in Ahvaz city were randomly selected into three groups: recipients of gain -framed message, recipients of Loss-framed message and control groups were divided. The data collection tool in this study was the demographic information questionnaire and the International Physical Activity Questionnaire (IPAQ). Information was collected from the three groups in 3 times, pre interventional stage, immediately and 2 months after the intervention. The collected data were analyzed by using SPSS 26 software.

The age average of the Participants was 38.4 ± 5.3 years. Before the intervention, mean scores for physical activity was5436.66±3950.05 in the gain-framed message group, in the loss-framed messages group was 5583.91±3922.25. Two months after the education, mean scores for physical activity in both the loss-framed messages and gain-framed messages groups showed a significant increase compared to the control group (P=0.004). Two months after the education, physical activity score in the gain-framed messages group was 8338.63±4395.07, in the loss-framed messages group was 6415.10±3909. It was also shown that this increase in the mean score of physical activity in gain message group is significantly more than the Loss message group (P=0.04).

The results of this study showed that, designing and implementing educational programs based on message framing can improve and promote physical activity behavior in female employees.

Background & Aims :

Risk management in academic research, courses, and degrees is crucial in universities. However, there is no evidence for risk management in most aspects of university management. This study was conducted to determine the risk management Evaluation from the Staff's Perspective of Iran University Medical Sciences In 2021.

Materials & Methods:

 This is a descriptive cross-sectional study. The research samples were 224 staff of the Iran University of Medical Sciences selected by the available sampling method. The data collection tool was a risk management questionnaire. Risk management was classified into six dimensions. The first dimension is related to the level of employees' knowledge of risk management. The second dimension of risk management status. The third dimension includes policies and procedures. The fourth dimension is related to training status. The fifth dimension was the position of risk management, and finally, the sixth one was monitoring, analysis, evaluation, and risk control. In total, the questionnaire was examined in 45 questions on a 5-point Likert scale and was classified into three levels: poor (score less than 3), moderate (score 3 to 4), and good (score more than 4). The data were analyzed using SPSS software, version 26. The numerical indices of minimum, maximum, Mean±SD for the quantitative variables of the research were used. Friedman test was used to examine the relationship between domains and independent t-test, and analysis of variance and Pearson correlation coefficient was used to investigate the relationship between individual variables and risk management.

Results:

The results showed that most employees (59.4%) were women and the majority (48.7%) were 45-36 years old. The majority of employees (72.8%) were married. Most of the participants (54.4%) worked in administrative headquarters. More than half of the employees (53.1%) had a university degree at the undergraduate level, and only 12.5% of them had completed risk management courses. The results showed that the total score of risk management was 2.44±0/82. The Friedman test result showed a statistically significant relationship between employees' knowledge of risk management and all areas of risk management (p = 0.00). Statistical tests showed that risk management had a statistically significant relationship with the variables of gender (P = 0.02), risk management (P<0.001), and education (P=0.02). The mean score was higher in men than women, and also in employees who had passed the risk management course was higher than other employees. Two-to-two Tukey comparison also showed that the average score obtained by employees with master's degree education was significantly higher than an associate degree (P=0.03). At other levels, this difference was insignificant.

The results showed that, generally, from the perspective of the Iran University of Medical Sciences staff, risk management at this university is poor. In this regard, the development of educational programs, the adoption of policies and procedures, and the establishment of monitoring programs to implement risk management should be seriously pursued at the university.