فصلنامه پژوهش های سلامت محور
سال دوم شماره 3 (پیاپی 6، پاییز 1395)

The ability of managers to use accurate, reliable, and up-to-date information is an important factor for organizational success. The aim of this study was to investigate the role of information management in the successful implementation of clinical governance in the hospitals of Khuzestan province, Iran.
This descriptive-analytical study was conducted in 40 hospitals of Khuzestan province in 2014, using a valid and reliable researcher-made questionnaire included 35 questions about 7 dimensions of clinical governance. All clinical governance managers of the hospitals were asked to complete the questionnaire. Data were analyzed using descriptive statistics and inferential statistics (such as correlation coefficient and logistic regression) by SPSS 19.
The mean success rate of clinical governance in the hospitals of Khuzestan was 65.6 percent. The mean score of information management of clinical governance was 62.4 percent. There was statistically significant relationship between information management and successful implementation of clinical governance (P=0.01). Appropriate use of health technology and information systems by the staff, staff training in data documentation, and using hospital information in decision-making process, planning, control, and evaluation had great effect on the successful implementation of clinical governance.
Due to the important role of accurate, reliable, and up-to-date information and information management system in the successful implementation of clinical governance, hospital managers should provide necessary facilities for collection, analysis, and use of hospital information. Hospital staff should be trained in data documentation.

Human resources are the main sources of production and basic capital in every organization. Reward management is one of the effective approaches used by the organizations to attract and retain employees in their work place. The aim of this study was to investigate the effect of organizational reward system on performance of administrative and support employee through increasing their motivation in teaching hospitals of Qazvin, 2015.
This cross-sectional descriptive-analytical study was conducted on 326 employees selected from three departments (administrative, support, and management) of 5 teaching hospitals of Qazvin in 2015. The questionnaires used in this study include demographic questionnaire (11 questions related to demographic characteristics), Waruni research questionnaire (8 questions related to organizational reward), Herzberg's two-factor questionnaire (37 questions related to employee motivation), and Stephen's research-based questionnaire (19 questions related to employee performance). Data were analyzed using SPSS 23 and LISREL 8.8. To test the study hypothesis, confirmatory factor analysis (CFA) and structural equation modelling (SEM) were applied.
Findings revealed that organizational reward (both extrinsic and intrinsic) had an influential effect on the employee motivation. Furthermore, either directly or with mediating role of motivation, organizational reward had a direct significant effect on employee performance (P≤0.05).
Identification and increasing motivating factors in employees, especially those who are under more work pressure, can significantly improve their performance.

Emergency department is the important part of the healthcare system. Today, the need for integrated emergency care services and delivering qualified care services have been felt more than before. The aim of this study was to investigate the role of emergency medicine specialists on performance of the emergency department of Shahid Bahonar hospital, Kerman.
This phenomenological qualitative study was conducted on 16 emergency medicine specialists (EMSs) and nurses of emergency department and Emergency Operations Center (EOC) who were selected using purposeful sampling in 2015. Data were collected through semi-structured interviews and analyzed using framework analysis.
The main themes included economics impact, service quality promotion, and emergency management. Some sub-themes included hospitals revenue improvement, tariffs definition for emergency services, effective treatment, improvement of emergency team knowledge, emergency department management, and triage quality improvement.
With presence of EMS in healthcare system, the quality of healthcare delivery system has been improved and waiting time for healthcare services has been significantly decreased. By decreasing waiting time, determining of patient statue and determining the ward for patient in the hospital, emergency beds for other possible admissions and emergency preparedness for future admissions will be kept empty.

Organizational 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.
This 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.
The 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.
Managers 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.

Oral diseases are the most common diseases in the world, and among them, tooth decay is the most common problem. The aim of this study was to determine the effective factors on oral health-promoting behaviors among elementary school students of Baft based on BASNEF Model in 2015.
This cross-sectional descriptive-analytical study was conducted on 200 elementary school students who were selected using multistage random sampling method. Data were collected using a researcher-made questionnaire including 62 questions consisted of two parts: demographic information and constructs of BASNEF model (attitude, subjective norms, behavioral intention, enabling factors, and behaviors). Data were analyzed using SPSS 16.
Score of oral health-promoting behaviors in 74% of the students was moderate and in 20% of the students was good. Statistically significant relationship was observed between oral health-promoting behaviors of the students and class grades (P=0.004), mother's education (P=0.004), father's education (P=0.034), and father's occupation (P=0.007). Among the constructs of BASNEF model, enabling factors (β=0.511) and then behavioral intentions (β=0.426) were the strongest predicting factors of oral health behavior.
According to the obtained results, enabling factors were the most effective constructs of oral health-promoting behaviors; therefore, oral health promoters are recommended to focus on this issue.

Inequality in distribution of medical resources, including hospital beds, is important in providing optimal health care. This study aimed to determine the relationship between the distribution of hospital beds in Iran and household expenditure as one of the indicators of the economic and social status.
This descriptive-analytic study was conducted via document method and using household expenditure data in 2014 provided by the Statistical Center of Iran as well as the data of the Ministry of Health on the distribution of hospital beds in all provinces of the country. Spearman correlation test was used to find the correlation between hospital beds distribution and households’ expenditure and Gini coefficient was used to evaluate inequality in Distribution of Hospital Inpatient beds. Data analysis was conducted through SPSS22 software.
There was a direct relationship between food and non-food expenditures of urban households and distribution of special care beds, surgery beds and general beds in hospitals ofIran provinces. But, this relationship was not significant for rural households. Gini coefficient index was equal to 0.281 which indicates great equality.
If inpatient beds be considered as the criterion for the distribution of health services in the provinces, little inequality is adhered. On the other hand, the inequality in the distribution of health expenditures among rural households in Iran provinces is very high. The government should increase health facilities and financial supports in deprived areas in order to decrease these inequalities.

The indifference of staff to their organizational problems is an issue affecting most governmental and some non-governmental organizations in Iran. This study aimed to examine the relationship between social capital and organizational indifference among the central headquarters of Kerman University of Medical Sciences.
This cross-sectional descriptive- analytic study was performed on 181 Headquarters staff of Kerman University of Medical Sciences selected through random sampling method in 2015. For the measurement of social capital, a standard questionnaire consisted of three dimensions of cognitive, relationship and structural and to assess staff indifference, a questionnaire included 33 questions were used. Data analysis was performed through SPSS 20 software package
From all, 76.24% were female and 22.09% were male. Social capital and its components had inverse relationship with organizational indifference; that is, social capital increase was associated with decrease of organizational indifference of the staff.
According to the obtained results, social capital, as one of the most important assets of the enterprise, can help organizations to create and share knowledge. It provides them a persistent organizational advantage compared with other organizations. Social capital decreases organizational indifference among staff and provide a condition for them to attempt in achieving the organization goals.

The presence of committed human resources improves organizational performance and achievement of individual and organizational goals. The objective of this study was to investigate the relationship between organizational commitment and job burnout among staff of the selected hospitals affiliated to Kerman University of Medical Sciences.
This cross-sectional, descriptive-analytic study was carried out in 2015. In this study, 278 employees were selected using quota sampling. In order to collect data, Maslach questionnaires on job burnout (22 questions) and Allen & Meyer organization commitment questionnaire (24 questions) were used. Data analysis was performed through SPSS 16 and using descriptive statistics as well as analytical statistics tests such as Pearson correlation, ANOVA and linear regression.
In whole, 74.8% of the participants were female and 40% had less than 10 years of work experience. Mean scores of organizational commitment (98.20) and job burnout (74.58) were in moderate level. Organization commitment and all its dimensions had significant inverse relationship with job burnout (P=0.000). In addition, the relationships of organization commitment with gender and age, and job burnout with employment status were significant (P=0.01).
High organizational commitment represents the acceptance of organizational goals and values by the employees. Committed employees have better job performance in the organization and less job burnout. Therefore, managers must attempt to raise the level of organizational commitment and put it in their programs planning.