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 During the COVID-19 pandemic, healthcare workers were at the forefront of combating the disease and were exposed to significant psychological pressures. This study aimed to compare the mental health status of employees in COVID and non-COVID units at Dr. Shariati Hospital affiliated to Tehran University of Medical Sciences, Tehran, Iran.

This descriptive-comparative study was conducted cross-sectionally in 2021. The participants included 232 individuals who were selected using systematic random sampling. The data were collected using a demographic characteristics form and the General Health Questionnaire (GHQ-28). The obtained data were then analyzed utilizing SPSS software (version 24) through descriptive and analytical statistical methods (independent t-test). 

The mean (SD) age of participants was 35.5 (±8.28) years. Based on the GHQ criterion (>23), out of those working at the COVID and non-COVID units, 53.3% and 44.7% of the employees were suspected of experiencing varying degrees of mental health disorders, respectively. The overall mean (SD) score of the GHQ questionnaire for all employees was obtained at 30.67(10.80). Independent t-test results revealed that the employees at the COVID unit demonstrated significantly worse conditions in overall mental health disorder status (t=4.20, P<0.05), anxiety symptoms (t=5.55, P<0.05), and physical symptoms (t=4.09, P<0.05), compared to those in other units.

The research findings indicate a relatively high prevalence of mental health disorders among employees, particularly those working at COVID units. Therefore, identifying individuals at risk and adopting coping strategies, along with providing psychological counseling and support, appears crucial for enhancing employee mental health status.

The value of services in healthcare institutions such as hospitals is created by leveraging the knowledge, skills, and experiences of their healthcare staff. Therefore, knowledge transfer is necessary to empower the employees in the hospital. Since few studies have explored the impact of knowledge transfer on the empowerment of hospital employees, this study aimed to investigate the impact of knowledge transfer and its components on employees' empowerment in Qazvin teaching hospitals.

In this descriptive-analytic and cross-sectional study, 330 teaching hospital staff members of Qazvin University of Medical Sciences were investigated between February 2020 and May 2020. The required data were collected using the Knowledge Transfer Questionnaire (De-Castro, et al., 2008) and the Empowerment Questionnaire (Spreitzer, 1992). The data were analyzed using the correlation method and structural equation analysis (SEM) as well as using SPSS-22 and AMOS software.

There was a direct relationship between the dimensions of knowledge transfer and personnel empowerment (P<0.001), and all examined dimensions were above average. Moreover, the dimensions of knowledge transfer also had a significant impact on personnel empowerment. Regarding the fit of the model, the values of GFI, CFI, and NFI indices were obtained above 0.90. In addition, the RMSEA index was 0.074, which indicated the good fit of the model.

In summary, the staff's empowerment level was enhanced through the knowledge transfer. Therefore, it was recommended that the hospital managers should improve the level of workers' empowerment by implementing effective strategies, such as providing training courses for the employees.

Musculoskeletal disorders are one of the main health problems among health care providers. This study aims to determine Job responsibilities and risk factors for work-related musculoskeletal disorders among the hospital employees of one of the largest hospitals in Zahedan.

This cross-sectional study was conducted on 194 staff in one of the largest hospitals affiliated with Zahedan University of Medical Sciences. Data were collected using a demographic questionnaire and Cornell Musculoskeletal Discomfort Questionnaire. The collected data were analyzed using SPSS v19 and univariate logistic linear modeling, in addition to Kruskal-Wallis and Mann-Whitney U tests.

The highest average pain score was related to the back(21/10±26/19). Neck pain was more prevalent in people over 40 years old(50%). Women were 4.9 times more likely to experience neck pain than men, and the possibility of back pain in individuals older than 40 years was 2.2 times higher than in those younger than 30. Furthermore, participants with more than 20 years of work experience were 5/4 times more likely to develop knee pain than those working for 5 years and less. There was a significant difference between pain scores in different positions among the hospital staff(p=0/003).

The results of the present study demonstrated that the prevalence of musculoskeletal disorders among nurse assistants, women, elderly people and those with more work experience was higher than other employees, and it is necessary to design and implement targeted and specific interventions to reduce these disorders for different groups in hospitals.

The job burnout experience in hospital staff reduces their services quality to patients and society in addition to threating the health of themselves. The purpose of this research is to predict job burnout based on the meaning in life and emotion regulation in hospital staff of Zanjan city.

This descriptive-correlation study was conducted in 2022 on 110 employees of one of the hospitals in Zanjan. Data were gathered by Maslesh's job burnout, Grass's emotion regulation, and Steger's meaning in life questionnaires. Statistical analysis of data was done with Pearson's correlation test and stepwise regression.

There is a significant relationship between job burnout, meaning in life and emotion regulation (p<0.01). In addition, the meaning in life is a stronger predictor (with a coefficient of -0.537) for job burnout. This variable alone predicts 28% of the variance of burnout (p<0.001). In the second step of the analysis, the emotion regulation variable increased the prediction power to 32.6% (p<0.001).

According to the findings, the effect of the life meaning on job burnout is more than emotion regulation. This article indicates that the meaning in life is one of the important concepts in job burnout, but in researches, less attention has been paid to it. However, it may be possible to prevent or reduce burnout by taking advantages of the positive consequences of meaning in life (presence or search).

Job performance is the most critical organizational issue determining the survival or dissolution of an organization. Professional ethics are among the major factors promoting job performance. Since professional ethics and job performance contribute greatly to the enhancement of productivity, the present study aimed to assess the relationship between professional ethics and job performance of staff in selected hospitals of Shahid Sadoughi University of Medical Sciences in 2021.

This applied research was conducted based on a descriptive cross-sectional design conducted on 180 employees of selected hospitals in 2022. The subjects were randomly selected and administered the Work Ethic Questionnaire of Gregory, C., Petty, and Job Performance Questionnaire by Patterson. Data were analyzed in SPSS software (version 16) using Kruskal-Wallis and Mann-Whitney tests.

The results pointed to a positive and significant relationship between professional ethics and job performance. The correlation coefficients of "interest in work', "perseverance", "healthy relationships", "collective spirit and participation in work" were reported as 0.355, 0.551, 0.483), and 0.386, respectively. Demographic variables (marriage, education, age, and professional experience) showed a significant relationship with professional ethics, and demographic variables (gender, marriage, age, and work experience) were correlated with job performance.

As evidenced by the findings of this study, the promotion of ethics can increase employees' job performance. Since job performance directly improves organizational productivity, these two variables deserve assiduous attention.

Hospitals have a major impact on the health of people in society; therefore, their activities should be such that they maximize the positive effects of their activities and minimize the negative effects. As the most influential member of the community, they are concerned about the treatment of patients and people in the community and to solve patients' problems in Hospitals try. This means that hospital officials must recognize and accept the social responsibility of their staff. In this regard, it can be said that social responsibility is recognized as one of the most important elements of the philosophy of the existence of organizations so that paying attention to its observance not only has the potential to enhance organizational commitment but also strengthens the satisfaction of stakeholders outside the organization to legitimize the organization. Organizational social responsibility is a sensitive issue and a key factor in the survival of any organization. Organizational health is the permanence and survival of the organization in its environment and adaptation to it and its expansion and promotion and ability to adapt more or organizational health for its survival and an organization that is healthy with destructive external forces to some kind of success. They are empathetic and direct their strength in an effective way towards the main goals of the organization and the long run, show the signs of a healthy organization. Organizational health is affected by many factors that can be effective in achieving the goals of the organization and lead to effectiveness in the organization and ultimately, be effective in the profitability and efficiency of the organization. What is certain is that mental health includes emotions, psychological conditions, and social well-being. Mental health affects a person's way of thinking, emotions, and other aspects of life. This determines how a person can control their stress, manage the issues of others, and choose from a variety of options. Mental health is an important part of all stages of life. There are many factors involved in causing mental health problems, including biological factors such as genetics and brain chemistry, life experiences such as sexual abuse and trauma, and family history. Considering the importance of social responsibility and organizational health and mental health among hospital staff and the lack of research on the study of structural relationships between organizational health and social responsibility of teachers with the mediating role of mental health of hospital staff, the present study to this end, and by answering the question "Is there a relationship between organizational health and social responsibility with the mediating role of mental health of hospital staff?" done.

The present study is applied in terms of purpose and descriptive-correlational research in terms of method. The statistical population of the study included all employees of Imam Khomeini Hospital in Sari who were active in 1397-1397. The number of statistical population according to the inquiry from the recruitment unit of Imam Khomeini Hospital in Sari was equal to 180 people. The sample size was selected through 123 people through Krejcie Morgan table by simple random sampling method. Hui and Feldman (1996) Organizational Health Questionnaire was used to assess organizational health. In this study, the Carroll (1991) Social Responsibility Questionnaire was used to assess social responsibility. The General Health Questionnaire (GHQ) was developed in 1972 by David Goldberg to identify mental disorders in various centers and settings. Descriptive statistics (frequency, frequency percentage, graph) and inferential statistics (Kolmogorov-Smirnov test, Pearson correlation test and structural equation modeling) were used to analyze the data. SPSS and Smart PLS software were also used for data analysis.

According to the results, there is a direct and significant relationship between organizational health and social responsibility of hospital staff; That is, with increasing organizational health, social responsibility increases, and vice versa. There is also a direct and significant relationship between organizational health and mental health of hospital staff; That is, with increasing organizational health, academic optimism increases, and vice versa. There is also a direct and significant relationship between mental health and social responsibility of hospital staff; That is, with increasing mental health, social responsibility increases, and vice versa. Also, the coefficient of the effect of total organizational health on social responsibility is 0.660, which shows that the mediating role of mental health in the relationship between organizational health and social responsibility is significant, so it can be concluded that the variable mental health has a mediating effect on the relationship between organizational health and social responsibility.

The results showed that there is a relationship between organizational health and social responsibility with the mediating role of the mental health of hospital staff. This finding is consistent with the results of Hosseini et al. (2014), Moradi et al. (2012), and Dollars (2018). Examination of the results of research on social responsibility shows that organizations and companies in the country have not yet adequately acted in the field of responsibility and scattered work in this regard. It has been done that social responsibility in different dimensions is affected by factors such as management style, cultural values, organizational commitment, and organizational culture. The concept of mental health is one of the central and important issues of positive psychology, which has emerged in recent decades in the field of psychology as a result of changing values in beliefs and tries to present the presence of the component with scientific methods and perspectives. Make positive aspects more colorful and impressive in various aspects of human life. Organizational social responsibility is a sensitive issue and a key factor in the survival of any organization. Leading organizations, as accountable organizations, to be transparent and accountable to their stakeholders for their performance must express their commitments to social responsibility through their values and ensure that these commitments are met throughout. The organization will be run and thus social responsibility will have mutual benefits for them so that both the organization benefits from its more ethical and coherent approach and the society and the parties. Stakeholders will also have a better view of the organization's performance and strengths. In general, it can be concluded that there is a relationship between organizational health and social responsibility with the mediating role of mental health of hospital staff and according to the relationship between organizational health, social responsibility, the mental health of hospital staff Practical ways to use these components as much as possible should be examined.

At the time of disease outbreaks, hospital staff's mental health may be affected. The purpose of this study was to evaluate and compare the level of health anxiety of employees in the corona referral hospital and non-referral hospital of coronavirus disease 2019 (COVID-19).

This cross-sectional study was performed on staff working in Khorshid and Chamran hospitals in Isfahan City, Iran, during the year 2020. 380 participants were selected by a simple random sampling method. Health Anxiety Inventory-18 (HAI-18) anxiety questionnaire was used to measure health anxiety in addition to questions related to demographic characteristics of the employees. The short form of this questionnaire has 18 questions and assesses health-related concerns, emotions or bodily changes, and the dire consequences of contracting a disease.

The mean anxiety score was statistically higher in women staff than men, in those with underlying disease than staff without it, in non-physician staff than physicians, and in hospital admitting patients with COVID-19 than non-accepting one.

During COVID-19 pandemic, the mean anxiety score was higher among women staff, non- physician staff, and staff of hospitals admitting patients with COVID-19.

The rapid spread of covid-19 and its unknownness has caused public fear and concern and it has affected almost all important economic, political and social aspects of the country.The aim of this study was to determine the relationship between anxiety caused by coronavirus pandemic and psychological well-being of hospital staff.

This descriptive cross-sectional study was conducted in May 2016. For this purpose, a sample of 200 men and women related to the medical staff in hospitals of Birjand was selected by available sampling method. Moreover, the standard questions of Reef (2002) Psychological Welfare Questionnaire including 54 questions and Coronary Anxiety Scale (CDAS) in the Iranian sample that contained 18 questions were answered by participants. Statistical analyzes were performed using SPSS software.

The results showed that there was no significant relationship between psychological well-being and anxiety at the level of 0.5. Examining the relationship between psychological well-being and corona virus anxiety in different sections, the results showed that the relationship between psychological well-being and corona virus anxiety in health workers was R = 0.98 (P = 0.002) and 96% of health workers’ anxiety changes were due to psychological well-being changes. Furthermore, 98% of the changes in pharmacy staff anxiety were due to changes in their psychological well-being (R = 0.988 and P = 0.12). There was no significant relationship between psychological well-being and corona virus anxiety among male and female employees and the mean of psychological well-being was significantly different between men and women.

Based on the findings, the relationship between psychological well-being and anxiety status was not significant at the 0.5 level. Although there was no significant relationship between corona virus anxiety and psychological well-being, this issue is significant in some areas such as health and pharmacy staff. Additionally, this relationship should not be ignored but it should be acknowledged and considered by the relevant authorities.

Communication skills are important tools in providing health services. To providing the adequate services, effective communication between staff and clients is essential. The aim of this study was to evaluate the effect of educational intervention on communication skills of medical imaging staff of Najmieh Hospital in Tehran.

This quasi-experimental intervention study was performed in 2019 in Tehran. All staff of Najmia hospital imaging department (19 people) were enrolled. At first, the level of employeeschr('39') communication skills was measured by self-assessment using the standard Queen Dam communication skills questionnaire. In the next stage, the subjects were trained in communication.   After performing the educational intervention, a secondary test was performed again using a questionnaire. The Kolmogorov-Smirnov test was used to compare the mean scores of the questionnaire before and after the educational intervention by paired t-method. The results were analyzed by SPSS software.

The mean score of communication skills before the educational intervention was 111.2 and after that were 21.5. Also, the mean scores of the five components of communication skills increased after the educational intervention compared to before that. There was a significant difference between employeeschr('39') communication skills scores before and after the educational intervention (p<0.05).

The results showed that educational intervention has led to improve employeeschr('39') communication skills.

In previous studies, the relationship between ethical leadership as the most important factor in the survival and success of organizations, with job meaningfulness, group learning behaviour and organizational identity, with the mediating role of justice has not been studied much. Therefore, the present study aims to investigate the causal effect of ethical leadership on job meaningfulness, group learning behaviour and organizational identity in the presence of the mediating variable of justice.

This is a descriptive-correlation research. The samples included 186 staff members of Imam Reza Hospital in Urmia who were selected by stratified random sampling method. The data were collected through the questionnaires of ethical leadership, justice, job meaningfulness, group learning behaviour and organizational identity. Consequently, the data were analysed employing LISREL 18.8 software using structural equation modellin.

 In this study, ethical concerns such as explaining the research objectives, providing informed consent form, voluntary participation and ensuring the confidentiality of information were taken into consideration.

The findings indicate that the role of justice in mediating the relationship between ethical leadership and group learning behaviour, job meaningfulness and organizational identity in the structural equation model has been confirmed. In addition, there has been a significant relationship between ethical leadership and justice (coefficient=0.53). Job meaningfulness has had a positive impact on justice as well (coefficient=0.36). Furthermore, justice has had a significant positive impact on group learning behaviour (coefficient=0.82), job meaningfulness (coefficient=0.43) and organizational identity (coefficient=0.60).

The results showed that the mediating variable of justice has a significant role in explaining the influence of ethical leadership on job meaningfulness, group learning behaviour and organizational identity among the hospital staff. Therefore, we suggest that the organisation adopt appropriate strategies in selecting managers and improving their ethical leadership dimension.

 

Cite this article as: Vakili T, Hasani M, Ghasemzade A, Ebn Abbasi Z. Investigating the Causal Effect of Ethical Leadership on Job Meaningfulness, Group Learning Behavior and Organizational Identity by Examining the Mediating Role of Justice. Faslnamah-i akhlaq-i pizishki. 2021; 15(46): e28.

The sudden emergence of coronavirus disease 2019 (COVID-19) may lead to anxiety due to this disease among hospital staff. Therefore, the present study aimed to investigate the anxiety caused by COVID-19 and its relationship with burnout among hospital staff.

This descriptive cross-sectional study was carried out on the staff of a hospital located in Zahedan, Iran, in May 2020. The subjects (n=353) were entered into the study using the census sampling method and inclusion criteria and completed a three-part questionnaire containing demographic and occupational information, Corona Disease Anxiety Scale, and Maslach Burnout Inventory. The collected data were analyzed in Stata software (version 14).

Based on the results, more than half of the samples were females. Most cases were married and within the age range of 20-30 years. The prevalence of severe anxiety was reported to be 11.9% and 23.2%, 7.4%, and 57.5% of the subjects showed job burnout respectively in the components of emotional exhaustion, depersonalization, and personal inadequacy. It was also revealed that there was a significant relationship between anxiety caused by COVID-19 and burnout.

It was found that there was a significant relationship between corona-caused anxiety and job burnout. According to the high prevalence of such disorders, it is suggested that more attention be paid to hospital staff due to their special role in the treatment of Covid-19.

Since people spend a lot of time indoors, assessment of Sick Building Syndrome (SBS)is the first step to improve working and living conditions in closed environments. This study wasconducted to evaluate the SBS symptoms among staff in Razi Hospital of Chalous, to identify the affecting environmental parameters on these symptoms and to provide solutions to reduce the symptoms of SBS.

This descriptive-analytical study was conductedrandomly among 72 out of 240 hospital’s staff. Questionnaire MM040EA was used to collect demographic data, SBS symptoms and affecting environmental factors. Statistical analysis was carried out using Pearson’s Chi-squared test and Fisherchr('39')s exact test in Excel software.

60% of people showed moderate to severe SBS symptoms. Fatigue, headache, and sneezing were the most common symptoms among staff, with 85%, 75%, and 63%, respectively. Significant correlation was observed between SBS symptoms and room temperature fluctuations (p <0.001), low ambient temperature (p = 0.037), unpleasant odor (p = 0.043) and gender (p = 0.011) with significance level of α=0.05.

Investigating the influence of work environmental related factors on the general symptoms of SBS as well as on fatigue, headache and sneezing symptoms showed room temperature fluctuation and unpleasant odor as the most important driving factors. These symptoms were mainly due to the improper air conditioning system operation at the hospital to control the temperature. Therefore, it is expected that the prevalence of SBS among staff can be reduced significantly by improving the ventilation system performance, especially in winter.

Musculoskeletal disorders are the most common occupational injuries among healthcare workers currently. The aim of the present research was to evaluation the prevalence of musculoskeletal disorders among the medical staff of selected hospitals of Shahid Beheshti University of Medical Sciences in 2018.

This cross-sectional study was performed on 80 medical staff of selected hospitals with 11.2 ± 7.87 years of work experience. The Prevalence of musculoskeletal disorders was assessed by Body Map Questionnaire and ergonomic assessment of posture status using REBA methods. The study was conducted with the necessary permissions and informed consent of the participants and confidentiality of the information obtained. Data was analyzed by SPSS software version 25.

The most prevalence of musculoskeletal disorders in different organs were waist (71.25%) and knee (68.75%). The results of the REBA evaluation showed, the final risk scores of 50% with the medium level, 28.75% with the high level and 7.5% with the very high level. There was a significant direct relationship between REBA score and pain intensity in the neck and knee areas.

The results showed that the prevalence of musculoskeletal disorders was relatively high in the waist and knees, with high and medium ergonomic risk levels. Therefore, correcting workstations through ergonomic interventions, raising the level of knowledge of staff about the risk factors of musculoskeletal disorders and proper working methods are essential for these people.

Safety and health of employees is one of the top priorities of human resource managers in every organization. In the meantime, hospital staffs are exposed to various occupational hazards, including different types of infections, stressors, allergen materials, and so on. Therefore, the need for a health care and monitoring plan is one of the most important management programs. The present study was performed with the purpose of designing a staff health management process in hospitals.

This qualitative study was carried out as a grounded theory study by purposeful sampling among the experts of healthcare management, occupational health, and HSE group in Tohid Hospital in Bushehr province. Data were collercted using in-depth interview questions. The number of participants with theoretical saturation of interview data was considered 15 subjects, but for sure, 20 interviews were performed. The duration of each interview was 40 to 50 minutes. The validation was performed using reliability, portability, reliability, and verifiability methods. The data were analyzed using Straus Corbin method.

In this study, 135 primary codes and 6 main categories, including interfering factors, causal factors, pivotal phenomenon, performance strategies, contextual requirements, and functional outcomes, were extracted. The components of employee health consisted of rules and requirements management, management of environmental hazards identification, accident management, employees’ safety management, and preventive measures.

The proposed model can be used as a tool for the hospital staff health management. Management of the hospital staff health requires a coherent and efficient plan, which must be continuously and consistently implemented, controlled, and monitored to lead to improvement and effectiveness of the quality of staff health.

The success and failure of an organization depends on the employees’ job performance. From the social point of view, each person's best desire for organizations is to have employees who do their job well. Good performance will increase the productivity of the organization, which will also directly improve the services of organizations and promote the development of the national economy. This research was a cross-sectional, descriptive-correlation study in which Structural Equation Modeling Analysis was utilized with the help of SmartPlus software. Considering the fact that in this research, three standard 5-point Likert scale questionnaires were used for collecting the data in the field, this survey is a survey. The statistical sample of this study consisted of 341 personnel employed in Ahwaz city hospitals in 2017. These samples were classified using random sampling method and Cochran formula was used to analyze the data. The results of this study showed that there was a direct and meaningful relationship with the value of 0.395 at 1% error level between original leadership and job performance among statistical samples of this research. Furthermore, the results of the effect of the mediation of psychological empowerment on the relationship between authentic leadership and job performance, and between psychological empowerment and job performance was found to be 53% at the error level of 1% in the statistical population of this study. The authentic leadership feature enhances the psychological empowerment of the staff, ensuring the basic needs and satisfaction of the employees, and the greater utilization of human capital. Concerns about the achievement of organizational goals and values for hospital staff, coupled with the genuineness of leadership, will enable them to enjoy their job and to showcase their self-esteem, which eventually will promote job performance and productivity of the organization.

Organizational citizenship behavior is considered as a worker's attitude and passion as a driver for work in service organizations. One of the factors affecting the creation and promotion of transcendental behaviors, such as organizational citizenship behavior and job Engagement for service organizations, are ethical leadership styles in the organizations that pay attention to structure and staff in terms of their capability. The purpose of this study was to investigate the relationship between Authentic leadership, psychological empowerment and positive behaviors (organizational citizenship behavior and career aspirations) in the emergency department staff of Rasht city health centers. The present study is a descriptive - survey study. The statistical population of the research is the employees of the emergency department of Rasht educational centers, consisting of 408 people. They were selected by cluster random sampling of 198 people based on Cochran formula. Data gathering tool was the standard questionnaire of Authentic Leadership of Valumva (2008), Organizational Citizenship Behavior, Poodsakof (2000), Baker's Job Exercise (2009) and Psychological Empowerment of Conger and Kanungo (1998). Data were collected using Structural Equation Analysis (SEM) and analyzed by LISREL 8.50 software. The results showed that there is a positive and significant relationship between Authentic leadership, psychological empowerment, organizational citizenship behavior and job Engagement. A correlation was also found between Authentic leadership and psychological empowerment (0.41), psychological empowerment and organizational citizenship behavior (0.85), psychological empowerment and job Engagement(0.53). Given the relationship between authentic leadership, psychological empowerment, organizational citizenship behavior and job Engagement, and considering the positive role of reversible behaviors in the emergency department of Rasht city health centers, it seems advisable to promote the Authentic leadership perspectives that are subcategories of Ethical leadership and are of great importance.
Conflict of interest: non declared

There are some tensions in occupational activities that are caused by harsh conditions and occupational violence is considered one of these tensions. Workplace violence is a global problem. Healthcare workers are globally exposed to the workplace violence more than any other workers. The aim of this study was to investigate the relationship between some individual and job variables with exposure to occupational violence among health care workers in the hospitals in Yazd province, Iran.
Material and This cross-sectional, descriptive-analytical study was conducted in eight educational hospitals in Yazd province, Iran. Research population (600 participants) consisted of all healthcare personnel employed in hospitals affiliated to the Shahid Sadoughi University of Medical Sciences in Yazd and were selected by stratified sampling. The Negative Act Questionnaire-Revised (NAQ-R) was used to investigate occupational violence and data analysis was performed using multiple logistic regression tests.
The average score of occupational violence was 19.3. Among individual factors, gender (male) and educational level (MSc degree), and among job factors, shift work (morning shift) and type of work environment (genecology and pediatrics wards) had significant relationships with the incidence of violence among the employees.
The importance of these findings is in planning and deployment of intervention measures using educational training with regard to the ways of preventing violence, decreasing the coworkers’ aggression, dealing with and increasing awareness about personal and civilian rights in order to reduce the phenomenon of violence among employees.

The work-related musculoskeletal injuries are important factors to hurt staff health. Many people suffer from work-related impairment and disability that create high costs for both employees and employers. There are various reasons to obvious musculoskeletal pains and psychological factors can be one of them. The main purpose of present study was to investigate the relationship between psychological factors and musculoskeletal pains with respect to demographical variables in hospital staff.
This descriptive –analytical study consisted 264 out of 800 total population of staff who were randomly selected. 1.Demographical, 2.stress, 3.cognitive abilities and 4.Music questionnaires were used for data collection. The reliability and validity of questionnaires were fit with research purpose. Descriptive and inferential statistics (t and F tests) were employed for data analysis.
There were significant differences between staff cognitive abilities and job stress with respect to their musculoskeletal pains in back and neck but there were not found significant differences between staff cognitive abilities with their shoulders pain. There were significant differences between staff job stress and demographical variables (gender(P=0.01), marital status(P=0.05) and education(P=0.02)) and there were not found significant differences with their cognitive abilities.
Discussion and In general, it can be concluded that some employees such as nurses suffer from job stress and musculoskeletal pains who have cognitive abilities in the level of average and lower. Conversely, those people who have flexible thinking ability can utilize alternative explanation, reconstruct frame of their thoughts positively and accept challenging situations or stressful events. They are more resilience in comparison with people who are not flexible.their shoulders pain. There were significant differences between staff job stress and demographical variables (gender, marital status and education) and there were not found significant differences with their cognitive abilities.
In general, it can be concluded that some employees such as nurses suffer from job stress and musculoskeletal pains who have cognitive abilities in the level of average and lower. Conversely, those people who have flexible thinking ability can utilize alternative explanation, reconstruct frame of their thoughts positively and accept challenging situations or stressful events. They are more resilience in comparison with people who are not flexible.

Occupational musculoskeletal injuries are among the greatest problems of staff occupational health. Job stress is one of the important causes of musculoskeletal disorders. The purpose of this study was to investigate the relationship between rate and sources of job stress with low back, shoulder, and neck pains in the staff of one hospital in Tehran city.
This research was conducted as a descriptive-analytical study on 264 individuals (out of 700 individuals) of the staff of one hospital in Tehran city (2014). The samples were selected randomly. To collect the data, personal-occupational information, rate and sources of job stress, and Music questionnaires, were used, which had appropriate reliability and validity. Data analysis was performed using t-test.
In this study, the mean occupational stress among the staff was 20.55 and a majority of subjects (66.7%), were compatible in terms of stress levels. The frequency of low back pain was more than other parts of the body. Half (48.9%) of the staff suffered from low back pain and the remaining (26.1%) suffered from shoulder pain and 25% had neck pain. There was a significant relationship between rate and sources of job stress. Also, there was a significant difference between rate and sources of job stress with low back, shoulder, and neck pains.
The results of this study indicated that the prevalence of musculoskeletal disorders is very high in stressful jobs, and chronic and severe pain in the staff is associated with severe disability and low quality of life. Therefore, intervention programs for the prevention of musculoskeletal disorders, should be focused on physical and psychological needs of employees as well as job stress management.

Annually, many accidents and preventable events happen for the patients hospitalized in treatment centers. Therefore, the related causing factors should be recognized in order to reduce the medical errors. Accordingly, the present study aimed to assess the relationship between patient’s safety culture elements and medical errors and also the ways to tackle them.
Material and This cross-sectional study was conducted among 380 employees working in the education and treatment centers affiliated with Kermanshah University of Medical Sciences in 2015. The hospital version of patient safety culture questionnaire was used for data collection. Data were analyzed by SPSS software, version 19 using different statistical tests including multivariate analysis of variance and Pearson’s correlation.
The patient safety culture was at an undesirable level in the study centers. Of the elements related to safety culture, the lowest positive scores belonged to ‘issues related to employees’, and ‘reporting’ with scores of 23% and 26%, respectively. On the other hand, ‘team working in the organizations’ (59%) and ‘organizational learning’ (57%) obtained the highest positive scores. Fifty-eight percent of the respondents did not report any errors.
The results of present study emphasize on creating a desirable organizational atmosphere, the need for staff participation in various levels of decision making, and creating the culture of reporting errors in order to recognize the causing factors and to promote patient safety culture.