مجله مدیریت بهداشت و درمان
سال سوم شماره 3 (پیاپی 7، پاییز و زمستان 1390)

The first step to prevent and reduce the occurrence of addiction in the community as well as helping the addicted people is to determine the status of their mental health and life quality. The current study aimed to investigate the mental health and life quality of addicted referred to the addiction (MMT&DIC) centers in Sari. The present practical investigation was carried out as a descriptive and sectional model on 351 individuals which were selected accidentally in 2012. Data was obtained from questionnaire of mental health (GHQ) and life quality (SF17). The obtained data were analyzed by the relevant statistical tests using statistical package software of SPSS. 70.1% of the individuals showed relatively favorable mental health while 11.1% was classified as unfavorable. Morover, 67.55 of the addicted indicated a relatively desirable life quality but 23.6% had undesirable life quality. There were significant relationships between mental health index with job (P=0.041) and education (P=0.023) level. Also, significant relationships were found between marital status and education level with the quality of life (P=0.001). But mental health index detected significant relationships with age, gender, and marital status as life quality revealed no statistical relationships with age, gender and job (P>0.05). according to the obtained results, the mental health and life quality in the units of the study was not rather favorable that may cause other mental disorders. Hence, the authorities should pay more attention to this group.

Employment, including issues that the human mind is preoccupied with nation-states. Although career and professional appearance to the economic dimension - living beings is concerned, but with the individual, familial, social, cultural, political, and is also closely connected. Job satisfaction is an activity that is interdisciplinary perspectives in social psychology, sociology; economics, political science and education each have their part in it. Purpose of this study was to examine the relationship between job satisfaction and productivity of Staff employees of Tehran. The purpose of this study is classified based on the type of application for which the descriptive research method - correlation has been used. The population consisted of 496 female staff employed at Tehran Medical Unit, including the contract, the company is official. sample size of 217 persons, according to Morgan, who were selected by simple random sampling. Questionnaire that includes a standard questionnaire of 33 questions related to job satisfaction and productivity in question is 20. The results show that, given that the calculated t component of productivity and job satisfaction, with degrees of freedom 217 double amplitude at 05/0, larger than the critical value t is(1.96), staff productivity and total job satisfaction of Staff employees in the medical unit at is above average. In addition, the observed correlation coefficients showed a significant positive correlation between job satisfaction and labor productivity is the value of (r=0/519). Thereby increasing job satisfaction one can say, for example, their productivity increases. Shows the regression coefficients, regression coefficients (B) The first step to changing public merit equal to 0/618 and the "fixed" regression to the is2/710. Using strategy and planning appropriate levels of job satisfaction and productivity of Staff working in the medical unit, which is the upper limit and to maximize the retained more fundamental measures, must be done.

Like other areas, the UK Department of Health introduced Information Governance (IG) in health sector. Information is a strategic resource for health care organizations that they should provide the infrastructures for its applications in improving the quality of care. In current study, the fundamental concepts of IG are reviewed as an inevitable necessity in health sector.

In this review study, 37 full-text articles and reports were extracted from Science direct, Scirus, and Pub med databases and also, journal of American Health Information Management Association and Google scholar search engine using specific and relevant keywords. Criteria for selecting of articles and reports were based on their association to study and without time limit. After careful study of findings, they were arranged according to the aims of study.

IG is a mechanism for accountability and applicability of health information that must be supported by appropriate management services. After the UK's National Health Service (NHS), American Records Management Association (ARMA) introduced the Information Governance Reference Model (IGRM), which represents key criteria of IG. For establishing of IG, we should have a strategic planning and steering group to determine the IG’s vision, mission, goals and time bounding. Also with considering the dimensions of IG in the format of HORUS, establishing of standards, arbitration, indemnity, and regulation, and constructing of executive policies at the national and local levels; we can govern the IG for decision making at all levels of management and treatment in the health sector.

Relying on quality information of IG can enhance the value of decisions. However, health care organizations must provide the platform required for successful design and implementation of the IG. That needs to change the organizational culture, accountability for producing of qualified information, infrastructures, and necessary training.

Human capital plays an important role in the sustainable economic development. Human capital consists of indices like education, health, training, migration, and other investments which improve the productivity. Although much research has been done on the relationship between education, as an index of human capital, and economic growth, little attention has been paid to the role of health human capital. The paper examines the relationship between health expenditures and economic growth in OPEC countries using panel unit root and panel cointegration tests and also panel long-run estimator for the period 1995-2009. Among OPEC countries, those with higher per capita income (such as Qatar, United Emirates, and Kuwait) have higher per capita health expenditure. The health share of gross domestic product (GDP) is 4.86 percent in Iran. Although this share is higher than average share of OPEC countries (3.81 percent), it is not satisfactory as compared to that of the developed countries (more than 12 percent). The results of estimated model indicate that there is a positive relationship between health expenditure and economic growth so that a 1 percent increase in health expenditure (measured as a percentage of GDP) leads to a 0.06 percent increase in per capita income. Furthermore, the sum of the effects of health and education on growth of per capita income is more than 0.26 percent while the effect of physical capital is just about 0.14 percent. Health should be considered as priority for policy makers. In fact, health expenditure is a long run investment rather than a cost. Increase in the health sector budget, improvement of health services and allocation of more resources toward human capital can increase economic growth.

The internal environment analysis of an organization is one of the most effective factors in strategic Decision making in organizations. The aim of the present study was to the analyzing of internal environment of Yazd University of medical science hospitals based on wiseboard model. The present study is a descriptive-application and cross-sectional study that was conducted in 2011. Total of 360 employees contributed in the study. We used stratified-random sampling method. The required data was gathered trough Wise board 6 dimensional questionnaire. The reliability of questionnaire was approved by alpha Cronbach’s coefficient (93%) prior the study. We used spss16 and descriptive Tests in data analyzing. The result of the present study showed the mean score of studied hospitals in goal setting, leadership, relationship, reward mechanisms, coordination, organizational structure, and personal attitude to change were calculated as (3/33±0/33), 3/80±0/26), (3/44±0/52), (4/42±0/47), (3/60±0/48), (3/83±0/21) and (3/77±0/26) respectively. Reinforcing the positive change attitude of the staff and reformatting the reward mechanism can addressed as the effective factors to improve the organizational performance.

emotional intelligence is to title one of the factors that will affect individual efficiency. One of the factors that will affect individual innovation in organization. The research to relationship between emotional intelligence and innovation Staff of shahid sadoghi hospital of yazd. research is of type correlated- Descriptive. the sample, 291 from employees that to way random stratified (quota) have been selected. Necessary information for testing hypotheses of way two questionnaire, emotional intelligence and innovation. The Reliability coefficient value of emotional intelligence and innovation 0/86 Respectively. For data analysis and review, of Pearson correlation test was used. correlation coefficient between emotional intelligence and innovation 0.675, between consciousness and innovation 0.538, between self-management and innovation 0.526, between social Awareness and innovation 0.615, between relationship Management and innovation 0.632, research, indicative that relationship significant and positive between emotional intelligence and innovation. There are positive and significant correlation coefficient, relationship positive between emotional intelligence and innovation. Between the four dimensions of emotional intelligence (self-awareness, self management, social awareness and relationship management) and innovation a positive relationship exists. with Attention to this that relationship positive and significant exists between emotional intelligence and innovation, can be relationship between them, at theme Increasing Productivity and employee Performance and create Creativity at between employee used, and with adventitious be emotional intelligence, be with education and Promotion emotional intelligence, entrepreneurship and Innovation between employee, reinforcement Increased