فصلنامه مدیریت پرستاری
سال ششم شماره 2 (پیاپی 21، تابستان 1396)

Emergency medical services (EMS) staff are the first health personnel who experiencing stressful situations and this is resulting to burnout that is one of the key factors of
reduction in performance. The aim of this study was assessing relationship between job satisfaction and burnout among prehospital emergency staff. In this cross-sectional study, which was done during 2015. With census method (100) pre-hospital emergency staff who worked in urban and road bases Gonabad city were examined. Job satisfaction and burnout respectively with questionnaires JDI (Job descriptive index) and Maslach Burnout were assessed. Data analyzed by SPSS20 software using statistical analytical (Pearson, ANOVA and t- test) tests. The mean score burnout (18.14±7.54) and job satisfaction (2.93±0.70) was that the greatest satisfaction for people to communicate with colleagues (3.53 ± 0.88) and the lowest satisfaction was related to the salaries and benefits (2.08 ± 0.75). The mean score emotional exhaustion was (24/53 ± 11/22), depersonalization (11.60±4.92), and personal accomplishment (19.29±6.48). Emational exhavstion and personality depersonalztion were in moderate level and personal accom plishment was in hight level. According to Pearson statistical test, there was a significant and inverse relationship between job satisfaction with emotional exhaustion (P = 0.0001) and personality depersonalization (P= 0.04). However, there was no significant statistical relationship between job satisfaction and personal accomplishment (P= 0.36). Health care policy makers would be decreased emotional exhaustion, depersonalization, and personal accomplishment for emergency medical services (EMS) staff by increasing salary and benefits in their job, that it would be increased their job satisfaction respectively.

Studies did not confirm the effect of continuing education on nurses’ performances change. One of the managerial approach in this issues review again this process carefully. This study was done to determine the effect of applying “The Participative Continuing Education Based on Competency Model” on quality of ICU in the open heart surgery. This was a quasi-experimental study and nurses who were employed through open heart surgery of adult in the Shahid Rajaii hospital in (2016) participated. They were selected by non-randomized method in case (all the numbers) and correspondence controlled group by using of propensity score (using SMD index, this entry confirmed: SMD˂0.15). Data collection tools inclue; the observational checklist of performance, nursing note and ICU charting sheet. It`s validity and reliability was evaluated with content validity and inter-rater reliability (r= 0.85). The designed plan by “The Participative Continuing Education Based on Competency Model” including nine steps: formed the core of education, preparing the environment, preparation resources, capacity building training education administrators, participatory training needs assessment, instructional design, implementation, educational supervision, giving feedback and final evaluation which it plans implemented for 9 months. Checklists before and after in two groups were completed by co-researcher and data analyzed by Wilcoxon, Man Whitney and step by step regression tests with SPSS22. The Man-Whitney test showed that the before intervention between two groups there was no significant difference(P˃0.05). But after intervention there was significant difference (P˂0.05) between two groups by The Man-Whitney test.   It is suggested that designed plan by “The Participative Continuing Education Based on Competency Model” use in to continving education specially in the open heart surgery units for improving nurses’ competencies improved.

Enforcement productivity law and performance-based payment are important because of its impact on health interventions, nurses’ job satisfaction and their quality of work life. But, action plans of them always confront with challenge. The aim of this study was assessing implementation of enforcement productivity law and performance-based payment and nurses' job satisfaction. In this cross-sectional and descriptive study in two stages within 4 years (2012-2016), 500 nurses’ satisfaction was measured who are worked in (17) health care organization in Sistan & Baluchestan and (14) health care organization in Kerman proveniences. They selected as a quota- sampling. Data gathered by the standard questionnaires of Herzberg Job Satisfaction Theory before and after the law improving productivity and pay for performance plan and the impact of this legislations on nurses' job satisfaction was evaluated. Its reliability was measured by Alpha-Chronbach (0.89). Data analyzed by t-test and ANOVA with SPSS17. Finding showed that the mean of overall nurses' job satisfaction before (2.85±0.4) and after (2.99±0.7) the law enforcement of improving productivity and performance-based payment plan hadn't been increased significantly (P>0.05). Of course, in salary & benefit and recognition domains of job satisfaction increased significantly and in supervision & management domains significantly decreased(P<0.05). It is recommended that for attaining human resource productivity change action plan of law enforcement of improving productivity and performance-pased plan accompapayment nied with staff participation.

One of the distinctive aspects of hospitals and treatment centers is quality of patient care. Its achievement depends on human resources that provide services and therefore human resource management practices to improve the performance of this category of people is important. This study service quality offered to patients and to evaluate the effectiveness of human resource practices on the quality of services provided to patients in the practical dimension. This study is a descriptive study and practical. Questionnaires were distributed between nurses and doctors and cares in 7 hospitals in Mashhad. For data gathering were used three questioners perceived high performance work system(HPWS) (Zacharatos, Barling and Iverson, 2005) and psychological empowerment (Spreitzer, 1995) and Quality patient care (Boquiren, Hack, Beaver and Williamson, 2015). Alpha- Chronbach for reliability were (0.84 and 0.98) respectively. Data gathered by 384 questioners (94% returned) were analyzed using structural equation modeling by Smart PLS. Findings showed that high performance work systems (HPWS) had significantly positive effect on psychological empowerment β=0.64, T=12.99).so psychological empowerment had significantly positive effect on quality patient care β=0.45, T=11.65) and, psychological empowerment played a mediator role, in relationship between high performance work systems (HPWS) on quality patient care. Also, high performance work systems (HPWS) had significantly positive effect on quality patient care (β=0.22, T=13.53). Review felt in personnel management. Managers can improve the quality of services by High-performance work systems.

Sensitivity of the work of nurses in the intensive care units and the provision of quality care to patients, are reason to determine of the factors affecting in nurses' work environments and their relevance to the importance of the subject. The purpose of this study was to determine the relationship between ethical climet and organizational citizenship behaviors among nurses working in intensive care units. This research was a descriptive and correlational study. The research population was nurses  who work in intensive care units in selected hospitals of Tehran University of Medical Sciences. The number of samples was determined using the Morgan table, and according to the number of members of the research community, 210 were determined through available sampling. The tools used were Olson's Ethics Climate Questionnaire (1998) and Organizational Citizenship Behavior (Podesakoff 1990). Content validity of both questionnaires was confirmed by content validity method and Cronbach's alpha coefficient for the Olson Morphological Questionnaire (89/0) and Cronbach's alpha coefficient for the Podesakov organizational citizenship behavior questionnaire (0.77) were measured. Data were analyzed using descriptive analysis and using SPSS-16 software. The correlation test showed that there is a significant direct relationship between ethical climate variable and organizational citizenship behavior (P <0.01). Also, there is a significant direct relation between the ethical climate variable with the dimensions of organizational citizenship behavior variable as well as between the variable of organizational citizenship behavior and dimensions of the ethical climate variable (p <0.01). According to the findings, it is imperative that nurse managers using eligible strategies for managing. Such as; effective staff development program and performance appraisal of personnel to promoting the ethical atmosphere and organizational citizenship behavior, and finally get improvement in quality of nursing performance.

Discharge planning improves self-efficacy in type II diabetic patients. But the way nurses work with the conditions in the sectors is always the main challenge. The purpose of this study was to investigate the effect of discharge planning on self-efficacy of type II diabetic patients, which can be used as a guide to nurses' performance. This was a quasi-experimental study with 70 patients with type 2 diabetes mellitus in Vasei Hospital in Sabzevar. Participants were randomly divided into two groups: control and intervention. After the establishment of the discharge planning office by the researcher, discharge planning was performed in two stages before the patient was discharged from the hospital and the educational needs assessment was performed on the basis of the nursing process and then proceeded after discharge with home visit and telephone follow up For 4 months. The data collection tool was self-report checklist and self-efficacy questionnaire on type 2 diabetes management (DMSES). It assessed the ability of diabetic patients to observe diet (8 items), physical activity (4 items), drug use (3 items) and blood glucose (4 items). The statistical tests showed that there was a significant difference between the mean score of self-efficacy before and after the intervention in the experimental group (P= 0.000), which was not seen before and after intervention in the control group (P = 0/62) . Also, there was a significant difference in the above parameter (P = 0/000) between the experimental and control groups after the intervention. Therefore, the designed care plan is effective. It is recommended that nursing managers ensure continuity and quality of care with the establishment of a hospital discharge planning office for diabetic patients.