فصلنامه مدیریت پرستاری
سال دوم شماره 3 (پیاپی 7، پاییز 1392)

One of the success factors in educational environments, professional, social relations is emotional intelligence which it’s development would be favorable effects on aspects of personal, interpersonal and his performance. One of the its’ positive effects in organizations is personal growth and job involvement.

The aim of this study was to determine the relationship between emotional intelligence and job involvement among hospital nurses in Jieroft.

This study was descriptive – analytical that all of hospital nurses (180) nurses in various hospitals of Jieroft city were selected in 2011. For data gathering was used the Emotional Quotient Inventory (EQ-i) standardized questionnaire and for measurement of job and work was used questioner 10 factors of Kanungo. Reliability and validity of both questionnaires were 0.872 and 0.813, respectively. Data was analyzed using statistical software Spss17 and T- test, ANOVA and regression analysis were performed.

Findings showed that (81.1%) of the samples were women. Their age and work experience were, respectively: (35.06 ± 8.183) and (12.26 ± 8.76) years. Mean scores of emotional intelligence and job involvement were respectively (313.64 ± 33.63) and (40.81 ± 13.39). Pearson correlation test (0.034) was found between emotional intelligence and job involvement. Based on stepwise regression test (9/6%) changes of emotional intelligence is related to job involvement.

Final results showed that there is a direct relationship between emotional intelligence and job involvement. Therefore, a comprehensive plan for development of emotional intelligence in nursing staff can lead to their personal growth and job development. This results would be increased productivity and more satisfied nurses and patients and ultimately improve the health of the community.

Always staff tendency to incentives’ in second job in health care organization, resulted to less focus on the main jobs, and reduce their physical and psychological forces and also reduce their services qualities. Because of their job has direct connect to health of society, this issue must be considerable.

This study was done for assessing factors influenced on staff tendency to incentives’ in second job in teaching hospitals in Jiroft.

This descriptive study was done in 2010 in teaching hospitals in Jiroft provenience. Samples (223) were selected randomly who have second job in two hospitals and all hospital staff: doctors, nurses, administrators and hospital worker in security guard and services divisions included. Data gathered by questionnaire that staff responded based on Likert scale. Its’ validity was measured by used exploratory factor analysis with Varimax Rotation. Descriptive statistics was used for data analysis.

Findings showed that there are four factors that staff tends to the second job; hard work, lack of employment and social status, economic and financial inadequate, and leadership and management issues. The Friedman test showed that the physical conditions in the hospital had highest rank (16.83 (. Also, effect of incentives on variables such as gender, status, age, marital status, education, and work experiences are different with each other.

Health care administrators must be consider factors such as job satisfaction, fairness in pay, employment and social status and managerial factors that would be diminish employees to work in second job.

Always need to staff development programs are necessary. Assessing nurses’ viewpoint is important for more effectives these programs; because nurses’ care behaviors change after that simply.

This study was done for evaluation of “competency based” in -service education program” from nurses’ viewpoint in emergency department in one of the teaching hospital in Golestan city.

This was descriptive cross- sectional study that it was assessed (45) nurses’ emergency department viewpoints in hospitals affiliated to Golestan University of Medical Sciences in 2011.They were selected purposively and non-randomly. After the competency based in -service education program on cardio-pulmonary resuscitation was implemented for 6 months. Data by reliable questionnaire (Alpha- Chronbach =0.91) gathered that it contains two parts; demographic data and questions in three dimensions of performance, training and supportive services (27 questions) and analyzed by SPSS16 software and descriptive statistics.

Evaluation of “competency based in -service education program” from nurses’ viewpoint in emergency department showed that in dimension of training; respectively had 58/52% nurses very good and 41/48% had good viewpoint. At dimension of performance respectively had 56/36% nurses very good and 38/79% good viewpoint, and at dimension of supportive services had 29/53% nurses very good and 40/95% good viewpoint.

Based on finding it would be suggested that competency based in-service education program applied with its’ method for emergency staff development; it will result to staff satisfaction.

Educational Evaluation is one of the most important plans in any organization that it gives good information in the design and review of the system to the managers. Evaluating the effectiveness of training outcomes leads managers for obtaining a clearer picture of how they and their employees do training activities.

This study aimed to assessing the effectiveness of training outcome based on Kirkpatrick model in course “Patient education for nurses.

This cross-sectional study on all of Jorjani Gorgan hospital nurses (50) who had participated in the training course of the patient education in 2011 was done. Data gathered by Inventory and checklist that assessing effectiveness outcome training based on Kirkpatrick’s four levels (action, learning, behavior and results) model. Spss 16 statistical the software and descriptive statistics was used for data analysis.

Findings showed that mean and standard deviation in four level of model were (95/6 + 17) in action, (85 + 7) in learning, (81 + 2/4) in behavior and (85/7 + 11)in conclusion and the overall effectiveness was 85.14%. These findings compared to accrediting hospitals index (85 percent) showed the effectiveness training outcome is satisfied.

The end of each training course, we can use the Patrick model to evaluate the effectiveness training outcome. Because it shows changes in all of the learning levels and behavior and so, the nurse managers would be programmed to achieve a higher level.

hospitals have a significant role in the restoration of healthy people. Thus, the present center of the organizational culture and job satisfaction is of utmost importance. This study was to determine the relationship between organizational culture and job satisfaction among hospital staff of Imam Khomeini in 2012, was affiliated with University of Jiroft.

This descriptive - correlational, population and nursing staff of Imam Khomeini (ra). In order to measure organizational culture Hofstadter's cultural attitudes names (1980) Job Satisfaction Questionnaire and the Job Descriptive Index measurement(JDI) is used, both the validity of the questionnaire was calculated using Cranach's alpha and preparation method(0/80& 0/87). Data collected were analyzed using SPSS statistical software. For data analysis, T-test and Pearson's correlation coefficient was used.

The results indicate that there is significant relationship between organizational culture and job satisfaction. (p<0/01). Employee job satisfaction was assessed as moderate results, employee job satisfaction the unit nurse job satisfaction than people working in the same office.

According to these findings, it is necessary to take measures to promote job satisfaction. With good working conditions, use of appropriate technology and the organization of the day, the organization has changed its regulations.

Communication is one of the important task for nurses; if nurses communicate between patients and their families rightly, it would be promoted quality of nursing care.

The aim of this study was to compare perception of nurse - mother communication between nurses and mothers of hospitalized children in 2010in teaching hospitals in Tehran.

This descriptive- comparative study was done with a sample of 150 mothers and 120 nurses working in pediatric medical and surgical ward at selected pediatric hospitals in Tehran. Two questionnaires “Perception of nurses of nurses- mothers’ communication” and “Perception of mothers of nurses- communication” were used which it design by Reid (2007).Their reliability were calculated by alpha chronbach (α=0.87 & 0.87) respectively and their consistency were used test and re- test and were (r=0.897 & r=0.887). The data was analyzed using SPSS software (version 18) and statistical tests such as paired t-test, ANOVA and Spearman’s correlation. They consider at the significant level of P<0.05.

Independent T test showed significant difference between perception of communication of nurses and mothers in general barriers (p= 0/032), personal relationships (p<0/001), participation (p= 0/032) and in total (p= 0/021).

Based on results nurses have to educate in communication skills. Since these skills can be educated and learned, they have to be taught via nursing curriculums and continuing education courses.

In regard to importance in maintenance and improving of mother and neonate health, it is necessary to identify factors that would be prevent implementation of maternal standard care package in the third trimester.

This study was done for assessing health care providers’ views in health centers in Firozabad provenience about barriers to the implementation of maternal care package in the third trimester.

This study was descriptive - cross sectional that was done in 2012. In five health centers in Firozabad provenance assessed views of their personnel. All of the personnel (23) who worked in health centers were participate in this study. Data gathered by questioner that designed by researcher in three domains; administrative factors (13 items), individual factors (9 items) and environmental factors (7 items). Its’ reliability was measured by concurrent test in two groups and their correlation was 0.84. Also, the first researcher used observation for how staff implement of maternal care package in the third trimester for mothers. Data analyzed by Spss 16.

The findings showed that the majority of staff (39.1) was in the age group 30-35. And most of them were midwifes. The main obstacle was individual factor; (82.6%) of them having hard work and (73.9%) of them had lack of knowledge about maternal care package (73/9. In environmental factors; inadequate access to health care package was (91.3%) and lack of communication between health centers, hospitals and health network was (82.6%).In administrative factors; staff shortages was (95.7%) and lack of on the job training about implementation maternal care package was (78.3%).Also, observations showed that the majority of nursing maternal care were physical examination for mothers, their vital sign measuring; special blood pressure, interviews with them were about risk symptoms and chief complains and mothers’ education was about breast feeding and physiologic delivery only.

It is nessecary that health care managers play a vital role in planning for improving quality maternal care by increasing workforce, on the job training and continuing performance evaluation for them and increased their interaction with them.

There are many sources of stress in health care jobs and nurses are therefore under a lot of psychological pressures. Identifying affecting variables impacting on psychological safety of the nurses can be a step towards improving their psychological safety and reducing psychological stresses on them.

The aim of this research is to study the relationship between psychological empowerment, work spirituality and psychological safety among nurses in public hospitals of Sanandaj, a city in northwest of Iran.

This study was descriptive - correlation. Samples were nurses in working in Sanandaj public hospitals (n= 410) that 148 subjects were selected randomly. Data gathering tools were three questionnaires: Psychological Empowerment Questionnaire (Wooten & Cameron, 1998), Spirituality at Work Questionnaire (Mylyman, 2003) and Burnout Questionnaire (Edmohnson, 1993). Data analysis was performed by One-sample t-test, Pearson correlation test and Structural Equation Modeling.

Data analysis showed the psychological empowerment of the nurses was at a suitable level, spirituality at work was average and their psychological safety was low. The results also showed there was a significant positive relationship between psychological empowerment, spirituality in work and psychological safety. Eventually it was proves that psychological empowerment directly and mediated by spirituality at work influences on the psychological safety of the nurses.

Health care administrators and nurse managers would be prepare grounds for improving the psychological safety of the nurses by implementing empowering programs of the employees at workplaces, and providing a moral and spiritual workplace.