جستجوی مقالات مرتبط با کلیدواژه « clinical staff » در نشریات گروه « پزشکی »
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Background
Vaccination is likely to be the final solution to stop the COVID-19 pandemic which has been considered as a global public health emergency. Influenza and coronavirus have previously demonstrated antigenic cross-reactivity.
MethodsThis cross-sectional study was aimed to evaluate the transmission rate and the severity of coronavirus infection among health care workers with history of previous influenza vaccination. Subjects of the study were asked about their demographics, influenza vaccination history prior to pandemic, infection with COVID-19, and the severity indicators of the disease.
ResultsInfluenza vaccination has correlation neither with the prevalence of COVID-19 infection rate nor with the severity of the disease process among those who received flu vaccines and those who were not vaccinated. Vaccinated and unvaccinated subjects were equal in terms of sex, age, and comorbidities.Asthma has not been demonstrated to contribute to the severity of the disease.
ConclusionInfluenza vaccination regardless of the evidence on its antigenic cross reactivity with coronavirus, is not associated with lesser involvement by or any contribution to the severity of the 2019 novel SARS-COV2 disease.
Keywords: Clinical staff, COVID-19, Influenza, SARS-CoV-2, Vaccine} -
IntroductionEvaluating a hospital's patient safety culture (PSC) increases awareness of the various aspects of patient safety. Due to the critical role of PSC, the current study was designed and conducted to assess the level of PSC from the perspective of medical staff.Materials and MethodsA descriptive-analytical study was conducted in one of Tehran's hospitals in 2017. A total of 122 participants were selected as the research population from hospital clinical staff using stratified random sampling. The data collection method was a standard HSOPS questionnaire. The data were analyzed descriptively and analytically using SPSS19 software, including the T-test, analysis of variance, and Friedman test.ResultsThe most studied populations were women (80.33%), and nursing staff (54.92%), the average serving years in hospital was (45/1±42/9).The mean score for PSC was 3.41, significantly higher than the national average. Among the various aspects of PSC, the highest and lowest scores were for "managers' expectations and actions regarding patient safety" and "openness of communication channels," respectively.ConclusionAccording to the findings, the PSC among hospital staff is generally positive and high, which may be a result of the hospital's efforts to establish accreditation standards in the hospital. It is recommended that the hospital management team place a premium on open communication channels, teamwork, organizational learning, information exchange and transmission, communication and error feedback for all medical staff. Additionally, for effective learning, it is recommended to clearly define the process of encouraging and punishing to motivate, continuously assess patient safety status, provide timely feedback on results.Keywords: Clinical staff, Hospital, HSOPS Questionnaire, Patient safety, Patient Safety Culture}
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سابقه و هدف
عفونت های بیمارستانی یکی از چالش های مهم نظام سلامت است که منجر به زیان های اقتصادی، اجتماعی و روانی می شود. از آنجایی که کارکنان بالینی نقش مهمی در کنترل عفونت های بیمارستان دارند، این پژوهش با هدف طراحی یک پرسشنامه برای سنجش آگاهی، نگرش و عملکرد کارکنان بالینی در مواجهه با عفونت های بیمارستانی انجام شد.
مواد و روش هامطالعه حاضر از نوع ترکیبی با رویکرد تاییدی جهت ابزار سازی در سال 1398 انجام شد. گویه های پرسشنامه برای کارکنان بالینی با جستجو در پایگاه های اطلاعاتی SID،Magiran ، PubMed ،Scopus ،Science Direct و Google Scholar استخراج و پرسشنامه اولیه طراحی شد. روایی پرسشنامه با نظر 10 کارشناس متخصص کنترل عفونت های بیمارستانی بررسی شد. برای محاسبه روایی سازه، پرسشنامه در اختیار 180 نفر از کارکنان بالینی شاغل در بیمارستان های شهر تهران قرار گرفت. برای سنجش پایایی از آلفای کرونباخ وآزمون مجدد استفاده شد.
یافته هاشاخص روایی محتوا و نسبت روایی محتوا در سه بخش آگاهی، نگرش و عملکرد در محدوده 8/0 تا 1 به دست آمد. روایی صوری سوالات بین 5/4-1/2بود. در قسمت آگاهی سنجی پرسشنامه، ضریب کادر ریچاردسون برابر با 75/0 و آلفای کرونباخ قسمت های نگرش و عملکرد به ترتیب برابر با 71/0 و 82/0 بود. در بررسی پایایی بیرونی همبستگی پیرسون در حیطه آگاهی 81/0، حیطه نگرش 84/0 و حیطه عملکرد 92/0 محاسبه گردید. نتایج تحلیل سه عاملی تاییدی نشان داد که پرسشنامه از برازش مطلوب برخودار است.
استنتاجپرسشنامه طراحی شده برای کارکنان بالینی روایی وپایایی مناسبی دارد و به عنوان یک پرسشنامه معتبر برای سنجش آگاهی، نگرش و عملکرد پرسنل بالینی پیشنهاد می شود.
کلید واژگان: آگاهی, نگرش, عملکرد, عفونت های ییمارستانی, طراحی و روانسنجی, کارکنان بالینی}Background and purposeHospital infections are one of the major challenges that health systems are faced with, leading to economic, social, and psychological damages. Clinical staff play an important role in controlling nosocomial infections, so, this study was conducted to design a standard questionnaire to assess the knowledge, attitude, and practice of clinical staff about nosocomial infections.
Materials and methodsA mixed method confirmatory study was performed to develop an instrument in Tehran, Iran 2019. The items of the questionnaire were extracted for clinical staff by searching electronic databases, including SID, Magiran, PubMed, Scopus, Science Direct, and Google Scholar. The initial questionnaire was designed and its validity was assessed by 10 experts in hospital infection control. To assess construct validity, the questionnaire was completed by 180 clinical staff working in hospitals in Tehran. Cronbachchr('39')s alpha and retest were used to assess the reliability of the scale.
ResultsThe Content Validity Index and Content Validity Ratio for the questionnaires in three domains of awareness, attitude, and performance ranged 0.8-1. The face validity of the questions ranged 2.1-4.5. In Knowledge about nosocomial infection, Richardsonchr('39')s coefficient was 0.75 and Cronbachchr('39')s alpha of attitude and practice were 0.71 and 0.82, respectively. Pearson correlation coefficient obtained in retest for knowledge, attitude, and performance were 0.91, 0.85, and 0.92, respectively. Three-factor confirmatory analysis showed that the questionnaire has a good fit.
ConclusionThe questionnaire designed for clinical staff has good validity and reliability which is suggested as a valid questionnaire in future researches.
Keywords: knowledge, attitude, practice, nosocomial infections, design, psychometrics, clinical staff} -
BACKGROUND
Providing the high‑quality services in hospitals depends on to minimize conflict between all members within a health team. This study aimed to identify the causes of conflicts experienced by clinical and administrative staff in hospitals.
METHODSA cross‑sectional study was carried out in 2018. The sample included 320 clinical and administrative staff from six hospitals affiliated to Ardabil University of Medical Sciences that were selected using two‑step clustering sampling method. Data collection was accomplished by self‑administered questionnaires. Descriptive statistics, t‑test, and ANOVA were used for data analysis.
RESULTSTotal conflict score revealed that clinical staff had higher levels of perceived conflict than administrative staff. In terms of organizational position, the study results showed a significant difference in the reported conflict between nurse groups and other groups (physicians and paramedical, administrative, financial, and logistic staff). The most important causes of conflict in the viewpoint of clinical staff were organizational and job characteristics (3.54 ± 1.28), poor management (3.51 ± 1.12), and inefficient communication system (3.42 ± 1.33). For administrative staff, on the other hand, poor management (3.18 ± 1.33), inefficient communication system (3.17 ± 1.36), and attitudes and perceptions (3.06 ± 1.41) were shown to be paramount factors.
CONCLUSIONClinical and administrative staff of hospitals are like parts of a train track. The irrational relationship between them will result in distortion and lower quality of services. Therefore, effective strategies to decrease staffs’ experience of conflict need to be developed. This might create a healthier and more productive work environment which positively affects the care quality
Keywords: Administrative staff, clinical staff, conflict causes, conflict management, hospital} -
IntroductionThe present study aimed to determine the validityand usefulness of scales and training programs for clinical staff toevaluate nerve signs as an initial response to stroke. We developeda stroke workshop, using the analysis, design, development,implementation, and evaluation (ADDIE) model method based oninstructional systems design theory.MethodsThe workshop aimed to improve the basic first aidskills of clinical staff for stroke. The participants (n=46) wererandomly assigned to conventional Cincinnati Pre-hospital StrokeScale (CPSS) or modified CPSS groups (simple randomization).Short-term case simulation was conducted immediately after thetraining as well as 6 months later to evaluate the nurses’ skills.We conducted evaluations, using an instructional frameworkthroughout the ADDIE process. We used the Kirkpatrick modelto evaluate the educational effect of up to level 3 in this study.The Wilcoxon signed-rank test was used to analyze differencesbetween the pre-test and post-test groups.ResultsThe evaluation of the new clinical staff stroke emergencytraining program, either using the conventional CPSS or themodified CPSS, showed that the participants were highly satisfiedand exhibited improved knowledge and skills (conventional CPSS:3.05±0.73 vs 3.64±0.59, P=0.012 and modified CPSS: 2.95±0.97 vs3.61±0.49, P=0.111, before training vs after training, respectively).On the other hand, it was difficult for the participants to evaluateneurologic conditions using the modified CPSS compared withthe conventional CPSS.ConclusionThese results demonstrated that stroke care trainingis effective in reaction, learning, and behavior. The modifiedCPSS could be useful as with the conventional CPSS. In future,evaluation of neurological conditions should be improved.Keywords: Workshop, Stroke, Clinical staff, Behavior}
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مقدمه
طلاق عاطفی یک مشکل پنهان در زندگی بسیاری از زوج ها می باشد که می تواند عملکرد افراد را تحت تاثیر قرار دهد. این مطالعه با هدف بررسی ارتباط بین طلاق عاطفی و تعارض کار-خانواده در پرسنل بالینی دانشگاه علوم پزشکی رفسنجان انجام شده است.
مواد و روش هادر این پژوهش توصیفی، جامعه مورد مطالعه پرسنل بالینی دانشگاه علوم پزشکی رفسنجان بودند. با استفاده از روش نمونه گیری تصادفی طبقه بندی شده 300 نفر در سال 1394 انتخاب گردیدند. ابزار جمع آوری اطلاعات پرسشنامه های اطلاعات دموگرافیک، طلاق عاطفی و تعارض شغلی بود. بعد از جمع آوری اطلاعات، داده ها با استفاده از آزمون های t مستقل و ضریب همبستگی پیرسون تجزیه و تحلیل شدند.
یافته هااز بین 300 نفر شرکت کننده 68 نفر (7/22%) مرد بودند. از نظر میزان طلاق عاطفی 3/58% افراد در گروه ضعیف، 25% متوسط و 7/16% در گروه بالا قرار داشتند. بین طلاق عاطفی و تعارض کار-خانواده رابطه معنی دار مثبت به دست آمد (001/0=p). در بین متغیرهای دموگرافیک همکار بودن زوجین، وضعیت مالی، نسبت فامیلی، رضایت زناشویی و نوع ازدواج با طلاق عاطفی و تعارض کار-خانواده رابطه معنی داری داشتند (001/0=p).
نتیجه گیریبراساس یافته های مطالعه حاضر، بین تعارض کار-خانواده و طلاق عاطفی در پرسنل بالینی علوم پزشکی ارتباط مثبت وجود دارد.
کلید واژگان: طلاق عاطفی, تعارض کار-خانواده, پرسنل بالینی, رفسنجان}IntroductionEmotional divorce is a hidden problem in life of many couples that can adversely affect their performance. This study aimed at investigating the relationship between emotional divorce and work-family conflict in the clinical staff of Rafsanjan University of Medical Sciences.
Materials and MethodsThis study employed a descriptive-correlational research design. The research population included all medical staff working in Rafsanjan University of Medical Sciences in 205. A total number of 300 medical staff was as the respondents in the research sample using stratified random sampling. The required data were collected using a demographic data questionnaire, emotional divorce questionnaire, and work-family conflict questionnaire. The collected data were entered into SPSS software (version 21) and were analyzed by using independent samples t-test and the Pearson correlation coefficient at the significance level of 0.05 (p<0.05).
ResultsThe findings of this study showed that among the 300 participants, 68 (22.7%) were males and 232 (77/3%) were females. The analysis of the respondents’ emotional divorce scored showed that 58.3% of the respondents were classified in the poor group, 25% in the moderate group, and 16.7% were in the top group. Besides, work-family conflict was found to have a significant relationship with emotional divorce (p=0.001). The results of the study concerning the demographic variables indicated that the couples working as colleagues, financial status, family relations, sexual satisfaction, and the type of marriage were significantly correlated with emotional divorce and work-family conflict (p=0.001).
ConclusionAccording to results of this study, it can be concluded that clinical staff are at risk of developing emotional divorce. Also, there was a significant relationship between emotional divorce and work-family conflict.
Keywords: emotional divorce, Work–Family Conflict, Clinical staff, Rafsanjan} -
BackgroundPerforming cardio pulmonary resuscitation at hospitals by clinic staffs requires skills, knowledge, precision, and speed for obtaining proper results. The main purpose of the present study was to identify mistakes and errors that occur during cardio pulmonary resuscitation by clinic staffs.MethodsThe present study was observational and was performed between years 2014 and 2016, in a way that the researchers, as presenting the resuscitation code, observed patients, who had Cardiac arrest, and recorded all actions performed by the clinical staff. The sampling method of the study was convenient sampling and was performed for 48 cases of CPR. Collected data were analyzed without mentioning the patients’ and hospitals’ name.ResultsMost common and important errors or mistakes made during CPR included treating monitors instead of patients, problems in identifying proper equipment, ignoring clinical symptoms of the disease, such as Agonal Gasp, deciding to terminate the CPR, improper placement of the staffs’ palm for circulation, and increasing the speed and number of times for circulating. Over hyperventilation, inability in patients ventilation with bag valve mask, wasting time in difficult vein puncture, delay in circulation, inability in realizing actions priority during CPR, broken and out of service equipment, forgetting to check the pulse, rhythm and shock discharge without shock indication, lack of attention to device sync bottom status, device discharge without informing others, and over use and excessive fluid therapy.ConclusionsThe obtained results from the present study indicate that level and quality of presenting clinical care in the emergency section in studied hospitals was not at a desirable and acceptable level and indicates lack of proper education and training for clinical staffs and physicians. Educational needs assessment and optimizing human resource, and proper investment are key factors in developing clinical care and can increase efficiency and reduce casualties.Keywords: Cardio Pulmonary Resuscitation, Clinical Staff, Errors, Mistakes, Education}
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Background and aimsHospital staff are the main personnel of healthcare who play an important role in improving the health of the society. Quality of working life can affect job performance in clinical staff. This study aimed to examine the relationship between quality of work life and job performance in clinical staff working at Kosar hospital, Qazvin.MethodsThis cross-sectional study was conducted (during July to October 2016) on 163 clinical staff working at Kosar hospital of Qazvin, after obtaining the consent from the authorities. Data were collected using three questionnaires: demographic characteristics, Walton quality of work life, and Paterson’s job performance questionnaires. Subjects were selected using census methods. The obtained data were analyzed using SPSS software, version 23 and Stata software, version 11. Statistical testes which were applied for the analysis include Pearson correlation and multiple linear regression (MLR). Level of significant was considered at P < 0.05.ResultsNo significant correlation was found between the quality of work life and job performance in clinical staff (P = 0.715, r = 0.029). The results of linear regression model showed that work experience (β = 3.67, P = 0.04), type of employment (β = 11.3, P < 0.001), and shift work (β = 60.49, P < 0.001) can significantly predict occupational performance in clinical staff. In addition, shift work (β = 32.27, P < 0.001) can be regarded as a significant predictor of work life quality in clinical staff.ConclusionThe present study could not support the relationship between quality of work life and job performance; however, the results revealed that some demographic and organizational factors were related to quality of work life and job performance.Keywords: Quality of working life, Job performance, Clinical staff}
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BackgroundPerforming cardio pulmonary resuscitation at hospitals by clinic staffs requires skills, knowledge, precision, and speed for obtaining proper results. The main purpose of the present study was to identify mistakes and errors that occur during cardio pulmonary resuscitation by clinic staffs.MethodsThe present study was observational and was performed between years 2014 and 2016, in a way that the researchers, as presenting the resuscitation code, observed patients, who had Cardiac arrest, and recorded all actions performed by the clinical staff. The sampling method of the study was convenient sampling and was performed for 48 cases of CPR. Collected data were analyzed without mentioning the patients and hospitals name.ResultsMost common and important errors or mistakes made during CPR included treating monitors instead of patients, problems in identifying proper equipment, ignoring clinical symptoms of the disease, such as Agonal Gasp, deciding to terminate the CPR, improper placement of the staffs palm for circulation, and increasing the speed and number of times for circulating. Over hyperventilation, inability in patients ventilation with bag valve mask, wasting time in difficult vein puncture, delay in circulation, inability in realizing actions priority during CPR, broken and out of service equipment, forgetting to check the pulse, rhythm and shock discharge without shock indication, lack of attention to device sync bottom status, device discharge without informing others, and over use and excessive fluid therapy.ConclusionsThe obtained results from the present study indicate that level and quality of presenting clinical care in the emergency section in studied hospitals was not at a desirable and acceptable level and indicates lack of proper education and training for clinical staffs and physicians. Educational needs assessment and optimizing human resource, and proper investment are key factors in developing clinical care and can increase efficiency and reduce casualties.Keywords: Cardio Pulmonary Resuscitation, Clinical Staff, Errors, Mistakes, Education}
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Background andPurposePrivacy is one of the most important humanitarian principles, respecting of which is regarded obligatory in the health care and nursing organizations. This study aimed to investigate the effect of nursing staff training on respecting the patient privacy in the emergency department.MethodsThis interventional study was conducted on 400 patients referring to the emergency departments of the Imam Khomeini and Shariati hospitals using a pretest-posttest design with inequivalent control group. For the purpose of the study, the patients of the Imam Khomeini and Shariati hospitals were assigned into the intervention (n=200) and control (n=200) groups, respectively. The data were collected using the privacy baseline questionnaire, which was filled out by the patients in both intervention and control groups. After the implementation of a virtual learning course about respecting patient privacy for 90 clinical staff working in the emergency department of the Imam Khomeini Hospital, the privacy questionnaire was again completed by the patients in both groups. The data were analyzed using descriptive statistics and independent t-test in the SPSS software version 19.ResultsAccording to the results, there was no statistically significant difference between the two groups in terms of the age, gender, education level, and other demographic information. Furthermore, the two groups were similar regarding the mean scores of patient privacy prior to the intervention. However, after online education, the intervention group showed a significant increase in the mean score of patient privacy as compared to the control group (PConclusionThe findings of the present study revealed that nursing staff virtual training could improve the patient privacy. Therefore, this measure can be applied in the emergency departments as an important step to holistic nursing care.Keywords: Clinical staff, Education, Emergency department, Privacy}
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مقدمهتعهد سازمانی، رضایتمندی شغلی و هوش فرهنگی از عوامل مهم در فعالیت پرستاران می باشند که ارتقای آنان، موجب افزایش بهره وری سازمان و ارتقای کیفیت خدمات مراقبت خواهد شد. این مطالعه با هدف بررسی نقش هوش فرهنگی و رضایتمندی در پیش بینی تعهد سازمانی کادر درمانی بیمارستان انجام شد.روش بررسیپژوهش حاضر، مطالعه ای توصیفی- تحلیلی بود که بر روی 214 نفر از پرستاران بیمارستان منتخب که به روش نمونه گیری تصادفی انتخاب شده بودند، انجام شد. ابزار گردآوری داده ها شامل سه پرسشنامه هوش فرهنگی (20 سوال)، تعهد سازمانی (9 سوال) و رضایتمندی شغلی (3 سوال) بود. تحلیل داده ها با استفاده از آزمون های آماری تحلیلی نظیر ضریب همبستگی پیرسون و رگرسیون انجام شد. داده ها در نرم افزار آماری SPSS نسخه 20 وارد و تحلیل شدند.یافته ها83/2% پرستاران موردبررسی زن و سابقه کاری 68/2% پرستاران، زیر ده سال بود. بین هوش فرهنگی و رضایتمندی شغلی با تعهد سازمانی، رابطه آماری معناداری وجود داشت (0/05 >P). نتایج نشان داد که هوش فرهنگی و رضایتمندی شغلی می توانند 36% از واریانس تعهد سازمانی را پیش بینی نمایند.بحث و نتیجه گیریبا توجه به نتایج مطالعه، لازم می باشد به این مسئله در برنامه ریزی های آموزشی و مدیریتی جهت ارتقای کیفیت خدمات درمانی و افزایش رضایتمندی پرسنل و بیماران توجه شود.کلید واژگان: هوش فرهنگی, رضایتمندی شغلی, تعهد سازمانی, پرستاران}Background and ObjectivesOrganizational commitment, cultural intelligence and job satisfaction are important factors in nursing profession. Improvement of these factors leads to the improvement of organizational productivity and the quality of health care services. The aim of this research was to investigate the role of cultural intelligence and job satisfaction in predicting organizational commitment among hospital staff.MethodsThis descriptive- analytical study was performed on 214 nurses in a selected hospital. Subjects were selected through randomized sampling. Data collection tools were Organizational Commitment Questionnaire (9 Questions), Cultural Intelligence Questionnaire (20 Questions), and Job Satisfaction Questionnaire (3 Questions). Data were analyzed through SPSS20 and using descriptive and inferential statistics (Pearson correlation coefficient and regression analysis).ResultsFrom all, 83.2% of the nurses were female and 68.2% of them had less than 1o years work experience. Cultural intelligence and job satisfaction showed significant relationship with organizational commitment (PConclusionAccording to the results of the study, it is necessary to pay attention to this issue in educational and management planning to improve the quality of health care services and increase the satisfaction of staff and patients.Keywords: Cultural Intelligence, Job Satisfaction, Organizational Commitment, Clinical staff}
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زمینه و هدفکیفیت زندگی کاری و سلامت روان از جمله متغیرهای مهم اثرگذار بر عملکرد افراد در سازمان هاست. هدف این مطالعه بررسی ارتباط بین کیفیت زندگی کاری و سلامت روان کارکنان بالینی بیمارستان های منتخب آموزشی یزد بود.
روش پژوهش: پژوهش حاضر، مطالعه ای تحلیلی است که به صورت مقطعی در سال های 1395-1394 در 3 بیمارستان یزد انجام شد. در مجموع، تعداد 350 نفر از پرسنل بالینی بیمارستان های مورد مطالعه در پژوهش شرکت کردند. نمونه گیری به صورت طبقه ای- تصادفی انجام شد. داده ها با استفاده از پرسشنامه های کیفیت زندگی کاری والتون (1973) و سلامت روان گلدبرگ و هیلر (1979) جمع آوری و توسط نرم افزارهای AMUS و SPSS 22 تحلیل شد.یافته هاکیفیت زندگی کاری با ضریب رگرسیونی 0/14 - بر سلامت روان اثر می گذارد. در میان مولفه های آشکار سلامت روان و کیفیت زندگی کاری، به ترتیب اعتقاد به لزوم حاکمیت قانون با ضریب 1/90 و علائم افسردگی با ضریب 1/37، بیشترین تاثیر و ناسازگاری جسمی با ضریب 1/00 و کار معتبر و سودمند اجتماعی با ضریب 0/04، کمترین تاثیر را در اندازه گیری سلامت روان و کیفیت زندگی کاری دارند.نتیجه گیریبر اساس یافته های پژوهش، اصلاح کیفیت زندگی کاری می تواند منجر به سلامت روان بهتر شده و از این طریق عملکرد کارکنان را بهبود دهد.کلید واژگان: بیمارستان, کارکنان بالینی, کیفیت زندگی کاری, سلامت روان}BackgroundQuality of working life and mental health is one of the important factors affecting organization's performance. The aim of this study was to investigate the relationship between the quality of working life and mental health in clinical staffs of the selected educational hospitals of Yazd.MethodsThis cross-sectional and analytical study was carried out from 2015 to 2016 in 3 hospitals of Yazd. In total, 350 clinical staffs of these hospitals participated in the study. Stratified random sampling was performed. Data were then collected through Walton's quality of working life questionnaires (1973) as well as Goldberg and Hiller's mental health questionnaire (1979), SPSS 22 software and AMUS were further applied to analyze data.ResultsQuality of working life affects mental health with regression coefficient of- 0.14. Among the obvious components of mental health and quality of working life, belief in the rule of law with a coefficient of 1.90 and depression symptoms by a coefficient of 1.37 had respectively the greatest impact in calculation of mental health and quality of working life. However, physical incompatibility with coefficient of 1.00 and valid beneficial social work with a coefficient of 0.04 had the lowest effects, respectively.ConclusionAccording to the study, modification of working life quality can lead to better mental health and improve clinical staff performance.Keywords: Clinical Staff, Quality of Working Life, Mental Health, Hospital} -
مقدمهتغییرات سازمانی و اجتماعی، سازمان ها را نیز به تکاپوی تطبیق با محیط وا داشته است. در این میان وجود رهبری معنوی و درگیری شغلی برای ایجاد این تغییرات از اهمیت ویژه ای برخوردار است. این پژوهش به بررسی رابطه رهبری معنوی و درگیری شغلی کارکنان بیمارستان های منتخب دانشگاه علوم پزشکی شهید صدوقی یزد پرداخت.روش بررسیاین پژوهش، مطالعه ای توصیفی- تحلیلی بود که بر روی 236 نفر از کارکنان اداری و بالینی در بیمارستان های آموزشی منتخب دانشگاه علوم پزشکی شهید صدوقی یزد که با روش نمونه گیری طبقه ای- تصادفی انتخاب شدند، انجام شد. ابزار گردآوری داده ها، پرسشنامه های استاندارد رهبری معنوی و درگیری شغلی بود. داده ها با استفاده از نرم افزار SPSS نسخه 17 و از طریق آزمون های آماری توصیفی نظیر میانگین و انحراف معیار و آزمون های آماری استنباطی نظیر آزمون تی تست، من ویتنی، آنوا و کروسکال-والیس تحلیل شدند.یافته هامیانگین امتیاز رهبری معنوی در بیمارستان الف 2/51 و در بیمارستان ب 2/55 بود. همچنین میانگین نمره درگیری شغلی در دو بیمارستان الف و ب 2/55 بود که هر دو متغیر در هر دو بیمارستان در حد متوسطی قرار داشتند. بین رهبری معنوی و درگیری شغلی ارتباط مستقیم وجود داشت (0/00=P) به این معنی که ارتقای رهبری معنوی منجر به افزایش درگیری شغلی کارکنان می گردید.بحث و نتیجه گیریمسئولان سازمان های درگیر در امر سلامت، باید ضمن توجه به جنبه های مختلف رهبری معنوی، احساس امنیت شغلی را در کارکنان تقویت کنند تا با استفاده از حمایت های اجتماعی، زمینه بهبود تعهد به کار و درگیری شغلی بیشتر در کارکنان را فراهم نمایند.کلید واژگان: درگیری شغلی, رهبری معنوی, بیمارستان های آموزشی, کارکنان اداری, کارکنان بالینی}IntroductionOrganizational and social changes have made organizations to adapt to the environment. Spiritual leadership and job involvement have significant role in these changes. The aim of this study was to investigate the relationship between spiritual leadership and employee involvement in the selected teaching hospitals affiliated with Shahid Sadoughi University of Medical Sciences, Yazd.MethodsThis descriptive-analytical study was conducted on 236 administrative and clinical staff who were selected using stratified random sampling in selected teaching hospitals affiliated with Shahid Sadoughi University of Medical Sciences, Yazd. Data were collected using valid and reliable questionnaires consisting of spiritual leadership and job involvement. Data were analyzed using descriptive statistics (mean and standard deviation) and inferential statistics (t-test, Mann-Whitney test, ANOVA, and Kruskal-Wallis test) by SPSS 17.ResultsThe average score of spiritual leadership in hospital A and B were 2.51 and 2.55, respectively. The average scores of job involvement in the hospitals was 2.55. The level of variables in both hospitals were intermediate. There was a direct relationship between spiritual leadership and job involvement (P=0.00); in other words, improvement of the spiritual leadership level increased employee involvement.ConclusionManagers of the organizations involved in healthcare in addition to focusing on various aspects of spiritual leadership, should strengthen the sense of job security in employees in order to improve employees work commitment and job involvement.Keywords: Job Involvement, Spiritual Leadership, Teaching Hospitals, Administrative Staff, Clinical Staff}
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IntroductionEstablishment of patient safety culture is the first step in the improvement of patient safety. As such, assessment of patient safety culture in hospitals is of paramount importance. Patient safety culture is an inherent component of organizational culture, so that the study of organizational culture is required in developing patient safety. This study aimed to evaluate patient safety culture among the clinical staff of a hospital in Jakarta, Indonesia and identify organizational culture profile.Materials And MethodsThis cross-sectional, descriptive, qualitative study was conducted in a hospital in Jakarta, Indonesia in 2014. Sample population consisted of nurses, midwives, physicians, pediatricians, obstetrics and gynecology specialists, laboratory personnel, and pharmacy staff (n=152). Data were collected using the Hospital Survey on Patient Safety Culture developed by the Agency for Healthcare Research and Quality (AHRQ) and Organizational Culture Assessment Instrument (OCAI).ResultsTeamwork within units was the strongest dimension of patient safety culture (91.7%), while staffing and non-punitive response to error were the weakest dimensions (22.7%). Moreover, clan culture was the most dominant type of organizational culture in the studied hospital. This culture serves as a guide for the changes in the healthcare organization, especially in the development of patient safety culture.ConclusionAccording to the results of this study, healthcare providers were positively inclined toward the patient safety culture within the organization. As such, the action plan was designed through consensus decision-making and deemed effective in articulating patient safety in the vision and mission of the organization.Keywords: Clan culture, Clinical staff, Hospital, Organizational culture, Patient safety culture}
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مقدمهدو حیطه ی بسیار مهم زندگی، شغل و خانواده می باشند. رضایت زناشویی به عنوان شاخصی از کیفیت روابط بین زوجین، تنها زمانی حاصل می شود که بین وضع فعلی فرد در رابطه ی زناشویی خویش با وضعیت مورد انتظارش، سازگاری و تطابق وجود داشته باشد. تعارض کار خانواده به عنوان ناسازگاری بین نقش های کاری و خانوادگی توصیف می شود. این نوع تعارض ، در - مورد کارکنان بالینی بیمارستان ها که دارای کار شیفتی هستند پر رنگ تر است. این مطالعه با هدف بررسی ارتباط بین تعارض کار خانواده و رضایت زناشویی در کارکنان بالینی بیمارستان ها انجام گرفت.
روش پژوهش:در این مطالعه کلیه کارکنان بالینیمتاهل بیمارستان های دانشگاه علوم پزشکی زابل به روش سر شماری انتخاب شدند. جهت بررسی نمونه ها از فرم کوتاه شده پرسشنامه رضایت زناشویی Enrich و پرسشنامه تعارض کار- خانواده Carlson استفاده گردید. پرسشنامه ها پس از تکمیل، جمع آوری و داده ها توسط نرم افزار SPSS نسخه 18 با سطح معنی داری (5/0P<) تجزیه و تحلیل شدند.یافته هایافته ها نشان داد که بین رضایت زناشویی و تعارض کار- خانواده کارکنان ارتباط منفی معنی داری وجود دارد (11/0-=r ، 03/0=P). در واقع هرچه تعارض بین کار و خانواده افزایش یابد، رضایت زناشویی کم می شود. همچنین نتایج نشان دادند که کارکنان بالینی با میانگین رضایت زناشویی 83/166، دارای رضایت متوسط و از لحاظ تعارض کار- خانواده نیز با میانگین 31/3، تعارض متوسطی را تجربه می کنند.نتیجه گیرییافته های نشان داد که با افزایش میزان تعارضات نقشی در وظایف شغلی و خانوادگی، رضایت زناشویی کاهش می یابد. می توان با کاربرد نتایج حاصله توسط سیاست گذاران و مدیران گام هایی در جهت کاهش تنش های شغلی و افزایش مهارت های زندگی کارکنان بالینی برداشت.کلید واژگان: رضایت زناشویی, تعارض کار, خانواده, کارکنان بالینی}BackgroundTwo important areas of life are job and family. Marital satisfaction as an indicator of the quality of the relationships between couples¡ can be achieved only when there is compatibility between the current status of the individual in marital relationship with the expected status. Work-family conflict described as incompatibility between work and family roles. This type of conflict is stronger for clinical staff with shift work in hospitals. Therefore¡ this study aimed to investigate the relationship between work - family conflict and marital satisfaction among clinical staff in hospitals.Materials And MethodsThe samples of this study were all clinical staff in hospitals of Zabol University of Medical Sciences¡ who were selected by census method. To examine samples¡ Enrich marital satisfaction questionnaire and Carlson work-family conflict questionnaire were used. Once the questionnaires completed¡ they collected and data were analyzed using SPSS 18 with a significant level (PResultsThe findings showed that there is a significant negative correlation among marital satisfaction and work-family conflict of employees (P = 0.03¡ r = 0.11). In fact¡ marital satisfaction decreases when the conflict between work and family increased. Also¡ the results showed that the clinical staff with an average of 166/83 marital satisfaction have middle satisfaction and who with an average of 3/31 work-family conflict experience middle conflict.ConclusionsThe results showed that marital satisfaction decreases with the increasing of job and family conflicts. The results can be used by policymakers and managers to take steps to reduce job stress and enhance the life skills of clinical staffKeywords: Marital Satisfaction, Work, Family Conflict, Clinical Staff} -
مقدمهتعهد سازمانی «یک ویژگی مهم شغلی و سازمانی است که بیانگر میزان وفاداری افراد به سازمان می باشد. نیروی انسانی متعهد به سازمان باعث افزایش چشم گیر عملکرد سازمان و تجلی بهتر افراد سازمانی می شود. توسعه خدمات بهداشتی درمانی علاوه بر برخورداری از کادر درمانی مجرب و توانمند مستلزم وجود نیروهایی متعهد و وفادار به سازمان نیز می باشد. هدف اصلی این پژوهش مقایسه تعهد سازمانی پرسنل بالینی و غیربالینی شاغل در بیمارستان های دانشگاه علوم پزشکی تهران و عوامل موثر بر آن در سال 1393 می باشد.
روش پژوهش: این تحقیق یک مطالعه توصیفی - تحلیلی از نوع مقطعی و کاربردی است که در طول سال 93 در بیمارستان های دانشگاه علوم پزشکی تهران انجام شده است. واحدهای پژوهش 150نفر پرسنل بالینی (افرادی هستند که مستقیما بر بالین بیمار حضور داشته) دیپلم و بالاتر و 150 نفر پرسنل غیر بالینی (افرادی هستند که خدمات غیر بالینی و اداری را انجام می دهند و بطور مستقیم بر بالین بیمار حضور ندارند) دیپلم و بالاتر (جمعا 300 نفر) شاغل در بیمارستان های منتخب دانشگاه علوم پزشکی تهران می باشند که به شیوه تصادفی انتخاب و ابزار جمع آوری اطلاعات که شامل دو پرسشنامه اطلاعات فردی و تعهد سازمانی می یر و آلن بود را به صورت خود گزارشی تکمیل نمودند. پرسشنامه تعهد سازمانی می یر و آلن پرسشنامه ای استاندارد و شامل 24 سوال در سه بعد تعهد عاطفی (سوال 1 تا 8)، تعهد مستمر (سوال 9 تا 16) و تعهد هنجاری یا تکلیفی (سوال 17 تا 24) می باشد. برای تجزیه و تحلیل داده ها علاوه بر آمار نوصیفی ازضریب همبستگی اسپیرمن،آزمون فیشر و آزمون خی استفاده شد.یافته هانتایج نشان داد که میانگین تعهد سازمانی در کلیه پرسنل بیمارستان های منتخب بالاست اما در پرسنل بالینی بطور معنی داری از پرسنل غیر بالینی بالاتر است -6 /105، P<0/001) (t=. هم چنین میانگین کلیه ابعاد تعهد سازمانی (بعد عاطفی، بعد مستمر و بعد تکلیفی) در پرسنل بالینی بطور معنی داری از پرسنل غیربالینی بالاتر است (001 /0P <).نتیجه گیریکلیه ابعاد تعهد سازمانی (بعد عاطفی، بعد مستمر و بعد تکلیفی) در گروه بالینی با میزان تحصیلات و سابقه کار ارتباط دارد اما تنها تعهد تکلیفی با وضعیت تاهل، میزان تحصیلات و سابقه کار ارتباط معنی دار نشان می دهد. در گروه غیر بالینی تعهد مستمر با نوع استخدام، تعهد تکلیفی با جنس و تعهد سازمانی با نوع شغل ارتباط معنی دار دارد. کلیه ابعاد تعهد سازمانی در هر دو گروه بالینی و غیر بالینی با رضایت از سرپرست ارتباط معنی داری را نشان می دهد.
کلید واژگان: تعهد سازمانی, پرسنل بالینی, پرسنل غیر بالینی, بیمارستان}IntroductionOrganizational commitment is an important organizational and occupational attitude that shows personnel loyalty to their organization. Committed human resources improve organization performance and better expression of organization goals. In addition to having trained medical staff, development of health services require existence of loyal staff.MethodsIn this cross-sectional study,150clinical staff and 150 non-clinical staff whit high school diploma and above from selected hospital of Tehran University of Medical Sciences were selected using random sampling. Data were collected using a two part questionnaire(1-demographic 2-organizational commitment).. Organizational Commitment Questionnaire Meyer and Alan is a standard questionnaire includes 24 questions on three dimensions of affective commitment (questions 1 - 8), continuance commitment (questions 9 - 16) and organizational commitment (questions 17 - 24). Descriptive statistics. Fisher exact test, chi square test and spearman correlation test were used to analyze data.ResultsOrganizational commitment of all staff was in high level. Organizational Commitment in clinical staff was significantly higher than the non-clinical staff. (p<0/05) All dimensions of organizational commitment (affective, continuous, and normative) in clinical staff were significantly higher than the non-clinical staff too. (p<0/05)ConclusionIn clinical staff, affective commitment, continuance commitment and organizational commitment to education and work experience were significant relationship, But normative commitment to marital status, level of education and experience were significant significant relationship. In clinical staff continuance commitment to the recruitment, normative to gender and job type significantly associated with organizational commitment. All dimensions of organizational commitment in both clinical and non-clinical staff supervisor significantly associated.Keywords: Organizational commitment, Clinical staff, Non, clinical staff, Hospital} -
Background And ObjectivesDuring crisis, hospitals have great responsibility in saving life and protect health of the damaged individuals. Fulfilling this responsibility relies on preparedness of hospital staff, particularly the clinicians to face the relevant challenges. Given the lack of adequate information on the topic from Iran, the present study aimed to explore the technical crisis preparedness of healthcare staff in a sample Iranian hospital.MethodsA cross-sectional study was conducted. A sample of 265 clinicians were randomly selected from among clinicians of a hospital in Tehran (Iran Capital), based on Cochran's formula. Data were collected using a researcher-made inventory containing 28 multiple-choice questions related to the technical preparedness and three questions related to the attitudes of respondent towards relevant training programs. Data were summarized using descriptive statistical methods and analyzed by Mann-Whitney and Kruskal-Wallis tests.
Findings: The respondents expressed a moderate self-assessment of their technical crisis preparedness. Females, the age group of 51-60 years, work experience group of 21-30 years, married participants showed a significantly higher level of technical preparedness, compared with other respective groups (PConclusionsOur result highlights the significance of assigning crisis management to the adequately experienced individuals. Training programs and maneuvers should be constantly held to provide clinicians the opportunity to enhance their crisis preparedness. Specific organizational arrangements are required to be made to encourage staff take the advantages of training opportunities and help them overcome the relevant barriers.Keywords: Crisis preparedness, Clinical staff, Hospital administration, Crisis management} -
مقدمهارتقاء سلامت اداری در سازمان های بهداشتی و درمانی یکی از اولویت های تحول اداری می باشد. مطالعه حاضر با هدف تعیین میزان سلامت اداری بیمارستان های آموزشی و استفاده از نتایج آن جهت ارتقای سلامت اداری انجام شد.روش بررسیاین مطالعه توصیفی-تحلیلی به صورت مقطعی در سال 1393 در یازده بیمارستان آموزشی شهر اصفهان انجام گرفت. 555 نفر از کارکنان بالینی و غیربالینی با استفاده از روش نمونه گیری طبقه ای ساده انتخاب و پرسشنامه را تکمیل نمودند. ابزار گردآوری داده ها پرسشنامه محقق ساخته بود که روایی و پایایی آن آزمون شد. پرسشنامه در دو بخش طراحی گردید که بخش اول شامل 9 سوال در مورد مشخصات دموگرافیکی افراد مورد مطالعه و بخش دوم شامل 24 سوال مربوط به سلامت اداری بود که امتیازبندی سوالات با استفاده از مقیاس 5 گزینه ای لیکرت صورت گرفت. داده های جمع آوری شده از 391 پرسشنامه تکمیل شده، با استفاده از نرم افزار آماری SPSS نسخه 16 و آزمون های مقایسه میانگین پارامتریک t و آنالیز واریانس تحلیل گردید.یافته هابیش از نیمی از افراد مورد مطالعه زن (53/56%) و بقیه مرد بودند، (47/76%) افراد مورد مطالعه متاهل بودند. میانگین امتیاز سلامت اداری از دیدگاه کارکنان در بیمارستان های مورد مطالعه 11/2 (کمتر از متوسط) به دست آمد. مهم ترین عوامل تهدیدکننده سلامت اداری تعلق خاطر نداشتن کارکنان به بیمارستان (00/1)، عدم ارائه گزارش تخلف (00/1) و دست کاری و افشای اطلاعات و مدارک (19/1) شناسایی شدند. زنان، افراد کمتر از 25 سال، کارکنان دارای مدرک دکترای حرفه ای و کارکنان مجرد نمره بالاتری به سلامت اداری دادند.بحث و نتیجه گیریبا توجه به لزوم ارتقای سطح سلامت اداری، اتخاذ تدابیری برای افزایش تعلق خاطر کارکنان به بیمارستان، برقراری سیستم پاسخگویی و گزارش دهی کارآمد و آگاه سازی در مورد اهمیت اطلاعات صحیح و انتقال آن ها جهت افزایش میزان سلامت اداری توصیه می شود.
کلید واژگان: سلامت اداری, کارکنان بالینی, کارکنان غیربالینی, بیمارستان آموزشی, شهر اصفهان}IntroductionThe administrative health improvement is one of the administrative reform's priorities in our health care organizations, Being aware of the current status of administrative health is necessary to propose the strategies of administrative health improvement. This study aimed to determine the administration health status of teaching hospitals and contribute to improve the it.MethodThis cross-sectional and analytical-descriptive study was conducted in 11 teaching hospitals of Isfahan city in 2014. 555 of clinical and non-clinical staff were selected using simple stratified sampling method and completed the questionnaire. The data collection tool was a researcher-made questionnaire the validity and reliability of which were tested. The questionnaire was designed in two parts. The first part included 9 close ended questions about demographic information, and the second part contained 24 close ended questions related to the administrative health status with 5-item Likert scale. Collected data of 391 completed questionnaires were analyzed using SPSS software (version 16), t¬-test, and Analysis of Variance.ResultsMore than half of respondents were female (56.53%) and the rest were male. Over 76/47% of participants were married. The mean score of administrative health from the view of employees was 2.11 (less than average). The most important threatening factors of the administrative health were lack of sense of commitment of employees (1.00), the lack of effective violations reporting (1.00), and information manipulating and disclosing. Females, younger than 25, MD degree and single respondents viewed the administrative health status better than others.ConclusionRegarding the necessity of administrative health improvement, taking actions such as strategies to increase the employee's commitment, the establishment of an efficient comprehensive system of accountability and reporting, and informing about the importance of valid information and broadcasting them are recommended to reach better administrative health status.Keywords: Administrative Health, Clinical Staff, Non Clinical Staff, Teaching Hospital, Isfahan City} -
مقدمهحفظ حریم از نیازهای اساسی بشر و از جمله مفاهیم بسیار مهم در پرستاری، مراقبت و درمان است که از آن به عنوان یک حق اساسی یاد می شود. احترام به محرمانه ماندن اطلاعات بیمار اصل اساسی اخلاقی و عمل اثربخش طبی و مراقبتی است. حفظ حریم اطلاعاتی بیمار یک مشکل جدی در بخش های شلوغ مثل بخش اورژانس است. با توجه به این که آموزش کارکنان بالینی از جمله اقداماتی است که می تواند بر میزان رعایت حریم اطلاعاتی بیماران تاثیر مثبت برجای گذارد. مطالعه حاضر با هدف تعیین تاثیر آموزش به کارکنان پرستاری بر میزان رعایت حریم اطلاعاتی بیماران بستری در بخش اورژانس صورت گرفته است.روشپژوهش حاضر یک مطالعه مداخله ای قبل و بعد با گروه کنترل نامعادل است که 200 بیمار از بخش اورژانس بیمارستان امام خمینی در گروه آزمون و 200 بیمار از بخش اورژانس بیمارستان شریعتی در گروه کنترل با روش نمونه گیری در دسترس قرار گرفتند. قبل از شروع مطالعه ابتدا پرسشنامه حریم اطلاعاتی، توسط بیماران دو گروه آزمون و کنترل تکمیل گردید. سپس برای 90 نفر از کارکنان بالینی شاغل در بخش اورژانس بیمارستان امام خمینی (گروه آزمون) آموزش مجازی حریم اطلاعاتی بیمار از طریق سامانه آموزش مجازی کارکنان دانشگاه (آکادمی) ارائه گردید. در نهایت مجددا پرسشنامه حریم اطلاعاتی توسط بیماران دو گروه آزمون و کنترل تکمیل گردید و اطلاعات مورد آنالیز قرار گرفت. با ایجاد معیارهای ورود و خروج یکسان در هر دو گروه، قبل و بعد از مداخله، سعی شد نمونه ها تا حد امکان یکسان شوند. ابزار گردآوری شامل پرسشنامه ویژگی های دموگرافیک و پرسشنامه حریم اطلاعاتی بود که قبل از مداخله و یک ماه بعد از آن اندازه گیری شد. سپس داده ها با استفاده از نرم افزار SPSS v.19 و آزمون های آماری توصیفی و t مستقل مورد تجزیه و تحلیل قرار گرفت.یافته هاتفاوت آماری معنا داری بین سن، جنس، سطح تحصیلات و سایر اطلاعات دموگرافیک وجود نداشت و دو گروه در شروع مطالعه از نظر میانگین نمره حریم فیزیکی بیمار همگن بودند، ولی آنالیز داده ها پس از اتمام مطالعه نشان داد آموزش مجازی حریم بیماران به ترتیب سبب افزایش معنا داری در میانگین نمره حریم اطلاعاتی (p0/010) بیماران گروه آزمون شده است.نتیجه گیرییافته ها نشان داد آموزش کارکنان پرستاری با روش مجازی می تواند سبب بهبود حریم اطلاعاتی بیماران بستری در بخش اورژانس شود که می تواند گامی مهم در راستای مراقبت پرستاری کل نگر باشد.
کلید واژگان: حریم اطلاعاتی, آموزش کارکنان بالینی, بخش اورژانس}Effect of nursing staff regarding the privacy of information on patients in the emergency departmentIntroductionPrivacy the basic human needs of the most important concepts in nursing and health care is a fundamental right which is mentioned. Respect patient confidentiality the basic principle of ethical and effective medical practice and care. Privacy information is a very serious problem in crowded areas such as the emergency department. Since that training of clinical staff such as proceedings which can have a positive impact on the information patient's privacy. This study aimed to determine the effect of education on nursing staff regarding the privacy of information on patients in the emergency department has been done.MethodThis is a before-after intervention study with a control group inequalities. 400 patients in the emergency department hospitals of Tehran University of Medical Sciences were selected by convenience sampling method. Before starting the study, two groups of patients and control questionnaire Information Privacy Policy arrangement was measured. The clinical staff virtual learning intervention group patients were given information privacy. Then again, information privacy and control patients in both groups were measured and analyzed.ResultsNo significant differences in age, sex, education and other demographic information was found between the two groups at baseline in mean scores were similar physical boundaries After the data analysis showed that the patient's privacy virtual training significantly increased the mean scores Information Privacy patients have been tested.ConclusionResults showed that virtual methods can be improved by training nurses in emergency department patients admitted to information privacy.Keywords: Information privacy, education, clinical staff, emergency department} -
دیدگاه کارکنان آموزشی و بالینی در دانشگاه علوم پزشکی شیراز نسبت به موانع اجرای مراقبت مبتنی بر شواهدزمینه و هدفبه طور طبیعی انتظار می رود که خدمات نظام سلامت مبتنی بر شواهد، روش ها و تصمیم گیری های علمی باشد، اما برخی از محققان فاصله تئوری و عمل را از مشکلات پرستاری ایران دانسته اند. از این رو این مطالعه با هدف تعیین دیدگاه کارکنان آموزشی و بالینی نسبت به موانع اجرای مراقبت مبتنی بر شواهد در پرستاری انجام شد.مواد و روش هااین مطالعه از نوع توصیفی- مقطعی است که بر روی 110 نفر از کارکنان آموزشی(40 نفر) و بالینی(70نفر) بخش های مختلف بیمارستان نمازی و اعضای هیئت دانشگاه علوم پزشکی شیراز که با روش نمونه گیری تصادفی ساده انتخاب شدند، انجام شد. ابزار گردآوری اطلاعات پرسشنامه دموگرافیک و پرسشنامه محقق ساخته بررسی موانع اجرای مراقبت مبتنی بر شواهد بود. ازآزمون های آماری توصیفی واستنباطی استفاده شد.یافته هااز دیدگاه کارکنان بالینی، کافی نبودن تعداد پرسنل برای به کارگیری مراقبت مبتنی بر شواهد با 1/87% و عدم آگاهی مدیران پرستاری نسبت به ضرورت مراقبت پرستاری مبتنی بر شواهد با 8/85%. و از دیدگاه کارکنان آموزشی کافی نبودن تعداد کارکنان با5/82٪ و نداشتن افراد آموزش دیده برای چگونگی به کارگیری یافته های تحقیقی در امر مراقبت مبتنی بر شواهد با5/77% را مهمترین مانع می دانستند.نتیجه گیریعدم آگاهی مدیران، نداشتن افراد آموزش دیده و کمبود پرسنل، از دیدگاه کارکنان آموزشی و بالینی مهمترین موانع بودند. بنابراین پیشنهاد می گردد ازطریق برگزاری کارگاه های آموزشی، کنفرانس ها و سمینارها و ایجاد تعامل با مراکز اجراکننده مراقبت مبتنی برشواهد واستفاده ازتجارت زندگی شده آنها با توجه به امکانات موجود اهمیت بیشتری داده شود.
کلید واژگان: عملکرد پرستاری, عملکرد مبتنی بر شواهد, مدیریت پرستاری, کارکنان آموزشی, کارکنان بالینی}Background And AimsNaturally, it is expected that health system services be evidence-based, methods and scientific decision making. There has been a wide gap between the practice-based nursing and research-based nursing evidence in Iran. Therefore, this study is an endeavor to investigate barriers to implement evidence-based care among educational and clinical StaffMaterials and MethodsThis descriptive cross-sectional study was conducted upon 40 (academic Staff) and 70(clinical staff) in different ward of Namazi Hospital and Academic Staff of Shiraz University of Medical Science who were selected by simple random sampling method. Instrument used for study was demographic questionnaire and questionnaire barriers of lack of implementation Evidence -based care. Data were analyzed using SPSS.ResultsFrom the viewpoints of clinical staff, lack of enough human resources with 87.1%, lack of sufficient awareness about the necessity of evidence-based with 85.5% and From the viewpoints of academic staff lack of enough human resources with 82.5% and lack of trained people how to use research finding in evidence-based care with 77.5% was mentioned as an important obstacleConclusionLack of clinical staff, lack of enough human resources and lack of sufficient awareness was mentioned as an important obstacle, Therefore it is recommended to pay more attention to this subject through holding educational workshops and meetings, and to have more interaction and cooperation with centers which implement evidence-based care and make use of their life experiences according to existing facilities.Keywords: Clinical staff, Educational staff, Evidence, based practice, Nursing management, Nursing practice}
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