Nowadays, hospitals are considered as one of the most important service industries in which nurses play a vital role. Indeed, the patient's safety will be treated and the hospital credibility will be lost, if the hospital nurses do not carry out their tasks properly. In this paper, an integration of Fuzzy Decision Making Trial and Evaluation (FDEMATEL), Fuzzy Hierarchy Process Analysis (FAHP), and Fuzzy VIKOR (FVIKOR) is proposed to select the best hospital nurses of a year regarding to some qualitative and quantitative criteria. Firstly, FDEMATEL method is used to identify the most important criteria of the problem and then FAHP approach is utilized to determine the weight importance of the criteria. Finally, prioritizing of the hospital nurses is done by FVIKOR method and the proposed method is implemented in a real-world case study of one of the most prominent hospitals in the north of Iran, for the first time. The results illustrate that the proposed method is very functional and effective in both selecting and ranking the hospital nurses process.

The main purpose of this study was to explore the status of occupational stress among hospital nurses in Isfahan, Iran. It also aimed to examine the relationship between nurses’ occupational stress and their intention to leave the hospital. The study employed a cross-sectional research design. A validated questionnaire was used to collect data from 296 nurses. Respondents were asked to rate the intensity of 30 common occupational stressors using a five-point scale. A third of hospital nurses rated their occupational stress high. The major sources of stress were inadequate pay, inequality at work, too much work, staff shortage, lack of promotion, job insecurity and lack of management support. More than 35% of nurses stated that they are considering leaving the hospital, if they could find another job opportunity. Occupational stress was positively associated with nurses’ turnover intentions. Hospital managers should develop and apply appropriate policies and strategies to reduce occupational stress and consequently nurses’ turnover intention.

Work-related stressors are common in nursing and cause fatigue and low work performance. Focus group discussion was used to reveal the opinions of nurses about stressors and stress-reduction measures. A series of eight group discussions with participation of 56 nurses was held. Inadequate drugs and facilities, not standardized equipments, uncomfortable hospital environment, fair of transmission of infectious diseases, not accessibility of doctors and unfriendly atmosphere were reported as common stressors. Some group emphasized a need for counseling and classroom-based educations to cope with job stressors standard facilities, good professional working relationships and adequate support services by hospital nursing offices and Nursing Association were mentioned as effective measures for stress reduction in the hospital setting. In conclusion, stressor are common in nursing environment and organized stress management programs for hospital nurses is encouraged.

Nursing tacit knowledge is a knowledge that is produced inside the mind of nurses and not saved in any databases. The main challenge of nursing knowledge management is transferring tacit knowledge inside the mind of nurses to the others – especially scholars and researchers. This study evaluates personal, organizational, and technological factors affecting the tacit knowledge transfer among nursing experts. It also assesses the most important ways of tacit knowledge transfer among hospital nurses. This study applied survey method. The population was all nursing experts of Bushehr governmental hospitals nurses which were 480 and finally 215 nurses were selected as the sample. Data collection tool included a researcher-made questionnaire. Descriptive and analytical statistics tests were used. It was revealed that the most important way of tacit knowledge transfer among nursing experts was participating in continuing educational courses. Findings indicated that the most important personal factor affecting tacit knowledge transfer was job security; most important organizational factor was rewards system; and most important technological factor was independent physical environment and educational technologies.

Nursing occupation is considered as a major source of stress which leads to anxiety, depression and procrastination. In this regard, the hospital environment is one of the factors that influence the tension. The present study aims to compare the anxiety, depression and procrastination among nurses of general and psychiatric hospitals of Shiraz city.
The research method is descriptive-comparative approach. The population consists of all nurses of the psychiatric and general hospitals in Shiraz city. The research sample consisted of 126 nurses (63 from psychiatric hospitals and 63 from general hospitals) who are selected using accessible sampling method. Data collection instruments consisted of “General Health Questionnaires” and “Tuckman Procrastination Scale” (TPS) that their validity and reliability are determined in previous study. Data is analyzed by SPSS.19.
There is no significant difference in depression and anxiety between general and psychiatric hospitals’ nurses (P = 0.418), however, the value of procrastination in general hospitals’ nurses is significantly higher than the one of psychiatric hospitals’ nurses (P Both groups of nurses have equal anxiety and depression. Therefore, training course in this regard, to increase quality of care is recommended.

Quantum organizations are referred where stakeholders know how to access the infinite potential of the quantum field. Viewing healthcare organizations from perspective of quantum theory suggest new approaches into management techniques for effective and efficient delivery of healthcare services. This research is aimed to determine the quantum skills, quantum leadership characteristics and functions of Tehran University of Medical Sciences hospitals’ nursing administrators. A cross-sectional, descriptive and analytical study was conducted among 25 nursing administrators of Tehran University of Medical Sciences (TUMS) hospitals, Tehran, Iran. The research tool for data collection was a self-constructed questionnaire that measured the quantum skills, quantum leadership characteristics and functions of TUMS hospitals’ nursing administrators. The validity of questionnaire was confirmed by 5 management science experts and its reliability was performed by using test-retest method yielded a Cronbach’s alpha coefficient of 0.90. Data were collected and analyzed by SPSS software and t-test statistical methods. The results of this research showed that all respondents had desired quantum skills (75.71±5.98), quantum leadership characteristics (82.01±6.77), and quantum leadership functions (78.57±6.28) and total quantum leadership (78.76±4.50). Also, passing management training courses of the respondents was significantly correlated with their quantum leadership. Iranian healthcare organizations require quantum leadership that provides an important resource to advance Iranian nursing leadership to the organizational excellence. We hope Iranian hospitals’ nursing leaders who have quantum skills potentially, present a highly developed sense of self and the ability to improve nursing care outcomes in these hospitals.

The aim of this study was to compare the cardiopulmonary resuscitation (CPR) knowledge of hospital nurses and emergency medical personnel in Kermanshah, Iran.
This descriptive cross‑sectional study was conducted on 330 hospital nurses and 159 emergency medical personnel working in educational hospitals and emergency medical centers in Kermanshah. Data were collected using a validated and reliable (r = 0.74) researcher‑made questionnaire consisting of a demographic characteristics questionnaire and the 2010 CPR knowledge questionnaire.
Based on the most recent CPR guidelines, the knowledge of 19.5%, 78.6%, and 1.9% of the emergency medical staff was excellent, good, and moderate, respectively. None of the participants had poor knowledge. In addition, the knowledge of 20.2%, 65.4%, 14%, and 0.4% of the nurses in this study was excellent, good, moderate, and poor, respectively. There was no significant difference in CPR knowledge between hospital nurses and emergency medical staff. Moreover, no significant association was found between CPR knowledge and gender, age, work experience, field of study, previous occupation, and advanced resuscitation courses. However, CPR knowledge of individuals with training in basic CPR courses was higher than participants without training in these courses (P Based on the findings of this study, CPR knowledge among Iranian nurses and emergency medical personnel was in an acceptable range. Nevertheless, it is strongly recommended that nurses and emergency staff receive training according to the most recent CPR guidelines.

Nurses are the biggest component of the health care system in the world and their job satisfaction and clinical competence affect performance and success of the organization. This study aimed to determine and compare the clinical competence and job satisfaction of nurses in both academic and non-academic hospitals in Bushehr in 2015.
In this cross-sectional study, 257 nurses were studied in two hospitals of Bushehr city selected by census method. Data was collected by using valid and reliable Nurse Clinical Competence and Job Satisfaction Inventory questionnaires. Data analyzed by using SPSS- 21, and descriptive statistics, t-test, and ANOVA and Pearson correlation coefficient. Statistical significance was set at P Findings showed that there were no significant diffrences between academic hospital nurse's job satisfaction with 126.96±29.34 and non-academic hospital with 128.31±23.26. Also, there were a significant diffrences between total score of nurse's clinical competence in academic hospital 62.18±18.09 and in non-academic hospital 67.78±17.64. There were a significant and direct association between the clinical competence and job satisfaction of nurses in both hospitals (p≤0.05).
Although nurses clinical competence and job satisfaction in both hospitals were assessed at desirable level but both criteria were higher in non-university hospital nurses. It is nessessary that Nurse Manager’s of academic hospitals should pay attention to assessment and improvement of nurse clinical competence and job satisfaction

Healthcare workers suffer from work-related or occupational stress. This can lead to severe distress, burnout or physical illness, and finally to decrease quality of work life and services provision. Nurses must be aware of retential stressors, because they add to the cumulative effect of other stressful events. Holmes and Rahe both found a relationship between life change unit as stressors and health changes. This research reported here aims to measure the life change units as stressors among Iranian Hospitals Nurses by LCU rating. A cross - sectional, descriptive and analytical study was conducted among 389 nurses working in 15 teaching hospitals in Tehran, Iran. The respondents were asked to select each of 54 events that cause stress ranked in order of their life change units developed by Holmes and Rahe as stress scale. Before beginning the main study, the reliability and coincidental validity was performed. All data were analyzed using SPSS for windows version 18, t-test, Anova statistical methods. Approximately, half of the nurses associated major mortgage, foreclosure of mortgage or loan. More than 50% of the Iranian nurses had 150-300 and more than 300 LCU rating which had the chance to expose to extremely serious risk to health.Iranian hospitals nurses suffer from stress that caused by Life Change Units organizational factors such as change in the financial state, change in the work environment and major mortgage. We recommend to Iranian nursing policy-makers to choose strategies to help nurse's cope effectively with workplace stressors. Nursing managers and / or nursing management should develop strategies to address and improve the quality of working conditions for nurses in the hospitals. Providing educational and career prospects can contribute to decrease nurse's occupational stress level, the maintaining their work ability.

Introduction and Nurses’ intention to leave is one of the key nursing managerial issues. There are many factors affecting the turnover of the nurses, such as occupational stress and quality of work life (QWL). The aim of this study was to investigate the relationship between job stress, QWL, and turnover intention among the hospital nurses.
This descriptive, correlational study was conducted on 274 nurses of public and private hospitals in Guilan province, Iran, in 2016. The study population was selected through stratified random sampling technique. The data were collected using the Eliot’s job stress (1994), Walton’s QWL (1973), and Kim’s intention to leave (2007) questionnaires. Data analysis was carried out using descriptive statistics, independent sample t-test, and Pearson correlation coefficients in SPSS, version 22.
According to the results, hospital nurses had moderate levels of occupational stress, QWL, and intention to leave. The level of occupational stress and intention to leave were significantly higher among the nurses of private hospitals than among those working in public hospitals (P As the findings indicated, intention to leave showed a significance relationship with occupational stress and QWL. In order to retain qualified and skillful workforce, the hospital managers should apply appropriate policies and strategies to improve QWL and reduce occupational stress.