نشریه مدیریت اطلاعات سلامت
سال دهم شماره 7 (پیاپی 34، بهمن و اسفند 1392)

The most important aspect of management is service quality and the first strategy in the world can be considered as customer service oriented. This study attempts to clarify the factors affecting the quality of health services using a combination approach of Fuzzy AHP - TOPSIS to rank teaching hospitals of Mazandaran University of Medical Sciences. According to purpose of this research the method was applied and descriptive survey. The population of research was teaching hospitals of Mazandaran University of Medical Sciences and four teaching hospital of Mazandaran University of Medical Sciences were selected with non-random sampling method And a standard questionnaire by a team of experts has been completed. At first according to fuzzy hierarchical analysis، the importance of service quality standards was defined and by the TOPSIS method the hospitals were ranked. Results were analyzed using Excel software. Research findings suggest that the Hospital C، Hospital B، Hospital A and hospitals D were ranked in order of the first quarter. Results from this study for managers will be very instrumental. Its place in society can properly recognize and apply strategies to maintain or improve it.

Undoubted present age organizations are in-face with evolutions and widespread national، local and international threats. So guaranty and life running and organizational survival are needed solutions that related so much to invention، innovator creation of products or services and modern methods. So present age organizations had special notice to job-making because it plays a basic role in organizational competition situation. Following research will show the job-making behavior barriers in health insurance system and comparative studies in both governmental and private insurances organizations. This study is a survey that searched in two Parsian Insurance Organization and Social Security Insurance Organization and it''s done by quesstionair that has been confirmed by 94% of Cronbach Alpha and justifiability has been confirmed by 96%. The society of this study has 470 persons in governmental part and 466 persons in private part. Data analysis has done by SPSS software and used of binominal analysis، statistical test، Friedman''s test and factor analysis. The studied behavior barriers are inclusive of managers’ characteristic traits and personal characteristic traits، organizational paradox and tensions، organizational culture and leader method. According to the binominals test، results shown that possibilities of the Social Security Insurance Organization are 79% for organizational culture، 76% for managers’ characteristic traits and 75% for personnel characteristic traits with assumption of being similar factors and possibilities of Parsian Insurance Organization are 64% for organizational culture، 68% for managers’ characteristic traits and 71% for personnel’s characteristic traits with same assumption. According to the gain ranks، organizational culture has highest ranking with rank of 4. 48، managers’ characteristic traits with rank of 3. 99 and personnel’s characteristic traits with rank of 3. 44 have next rankings in Health Insurance Part of Social Security Insurance Organization And managers’ characteristic traits with rank of 4. 01 has highest ranking، personnel’s characteristic traits with rank of 3. 3 and organizational culture with rank of 3. 27 have next rankings in Parsian Insurance Organization. Organizational culture، managers’ characteristic traits and then personnel’s characteristic traits regularity are effective in governmental organizations، managers’ characteristic traits، personnel’s characteristic traits and organizational culture regularity are effective on behavior barriers in private organizations.

In this cross - sectional study، information about 24844 patients who admitted in hospitals in Isfahan in September 2008، including age، sex، cause and ward of hospitalization، residence address، type of referral and insurance coverage was extracted by means of self designed checklist. Data was analyzed using SPSS software primarily. Using visual and analytical capabilities of the GIS ARC/GIS (ver 9. 3) the data were illustrated in the forms of maps. In the study period، 11832 (47. 6 percent) male and 12984 (52. 3%) female were hospitalized. About 56 percent of patients were under 35 years old. In the other word there was more demand in females and young age groups for inpatient care. Most causes of hospitalization were pregnancy and childbirth complications in women (29. 5%)، and injuries and accidents (27. 3%) in men. People had more demand for services from the public sector. Semirom، Najaf Abad and Lenjan had the higher per capita hospitalized patient (3/9، 6/7 and 3/7 patient per 1000 population respectively). The center of the province had a remarkable geographical elasticity for substantial provinces especialy for nearby city of Isfahan High elasticity of inpatient services in the provincial capital city lead to increasing the load of patients in referral centers. Targeted management of this demand to the referral block cities، by strengthening them، altering the community culture and implementing the family physicians programs is possible.

Iranian national productivity and excellence award model is an effective instrument for the application of total quality management and to achieve satisfaction of stockeholders about evaluation، improvement and development of organizational function at a national level. In this study the conception of managers and experts specialists in the health secter of Iran about the structure and application of INPEA model and its relationship to personal and organizational variables was evaluated. This cross-sectional and interventional study was conducted in 2010-11 in 13 Universities (from 41 Universities of Medical Sciences of Iran) which were selected by stratified and systematic randomized. In all 13 selected Universities، an educational workshop was performed in 2 days and after perception of managers and experts specialists about principles، criteria، sub-criteria، Weighting of them، self- assessment approaches and the RADAR logic of INPEA model evaluated by a Questionnaire which its validity and reliability was approved. The data analysis was performed by SPSS18. From 283 persons were surveyed، 161 persons (56. 5% of total) were males. 60. 4% of persons had bachelor''s degree. 109 persons (38. 2%) were managers and the others were expert specialists. The mean and Sd of job experience were 18. 8± 6. 5 years. About 90% of persons believed that the principle and values of INPEA model is vary much in political، economic and cultural characteristics of health care organizations. The mean and Sd. of scoring about fitness to Iran health policies was 4. 1±0. 8 (of total 5). RADAR scoring card with mean and Sd 3. 7±0. 8 (of total 5) was recognized as an effective instrument for evaluation in the function of organizations in the health sector of Iran and to determine the strange points of the organization and improvable domains. There were not significant correlations between the mean scores of conception of managers and experts specialists and typing of the studied Universities. INPEA model is a suitable instrument for improvement and promotion of organizations in the health sector of Iran.

One of the criteria in the evaluation of hospitals، medical institutions and the practice of dentistry in recent years is evaluation of services quality. This study aimed to analyze and prioritize the factors affecting the quality of dental services from customers perspective. The Method of the study was descriptive- analytical based on combination of the fuzzy hierarchical analysis process and Kano. The population of the study were patients of dentistry centers in Isfahan in 1391. Thus، 490 patients were selected randomized. Data collection tools was included Kano questionnaire and was Analytical Hierarchy Process. Analysis of data was Based on fuzzy methods using SPSS software and Excel. Data analysis using the Kano model shows that the standards of professional competence، behavior of the dentist and pain control are required criteria and time of the treatment، environment and climate، Easy accessible location، waiting for treatment، punctuality and service fees are one-dimensional criteria and finally dentist''s reputation، clinics route and layout and parking facilities are attractive criteria. Also findings indicate that using FAHP dimensions indicate that from the customer perspective of the dental services، respectively required dimension (with amount of 0. 4641)، one-dimensional (with amount of 0. 3346)، and attractive (with amount of 0. 2013) the priorities are more important. Dental care centers managers، with using a combination of Kano and Fuzzy Analytical Hierarchy Process will be able to identify factors that affecting the quality of dental services and have program for strengthen and reform of weaknesses in this section

Hospital is an organization that is responsible for care and treatment of all people. The requirement of accountability in hospitals is increasingly considered. The purpose of this research is to identify accountability in the teaching hospitals of the country. The Descriptive- correlation study was performed on 1034 case hospital staff and patients in major Iran’s hospitals. Data Collection was done with a valid and reliable self made questionnaire. The questionnaire had eight dimensions (ethical، political، cultural، operational، structural، financial، informational and legal) and 31 questions. Data analysis was performed by using Pearson Correlation test and t-test by SPSS16. Results has been shown the most frequent among the female respondents population (n=564) 54. 55%. The highest and lowest frequencies of respondents were aged 30-20 years (42. 45%) and less than 20 years (6. 67). The highest and lowest accountability scores among hospitals was respectively (4 ±0. 66) and (3. 06±0. 63) that this difference was statistically significant. Results showed the influence of political dimension in accountability selected educational hospitals had higher average mean than other dimensions. The strongest relationship was shown between the ethical and information (r=0. 523، Pvalue<0. 001). Finally the overall situation of accountability in hospitals had a moderate to high mean (3. 25 ±0. 63). According to the state''s accountability in the teaching hospital، this was lower than desirable in some aspects، planning for the restructuring by starting to respond in a hospital emergency department is required.

In today''s competitive world the responsibilities of hospitals and their critical task needs improvement and one of the strategies that can be followed using the results as a performance upgrade is talent management in the organization. This study examines the relationship between talent management and nursing employee performance in hospitals of Karaj City. This is a descriptive and correlation study that were in 2011. The study sample was nurses of Kamali، Shahid Madani، Shahid Bahonar and Shahid Rajaie hospitals. Two part questionnaire designed to gather data with 33 questions that were on a Likert scale. Employee performance was measured through annual employee evaluation scores. Validity was confirmed by professor and administrator and reliability was calculated 0. 95 by Cronbach''s Alpha. Data were analyzed by using SPSS16 software. The total mean score of employees was 81. 9. Components of attracting، developing، maintaining of talent management is lower than the average and components of choice and use is higher than average in studied hospitals. Between talent management and nursing employee performance there was significant relationship. (r=0. 22، Pvalue=0. 013). Considering to crucial role of human resource management in organizations implementing talent management، in order to successfully implement talent management، give the role to human resources department and more responsibilities are emphasis. With cooperation of administrations and nursing staffs can establish the most positive results on the behavior and performance of employees and consequently the behavior and performance of the hospital.

Leadership is a process in which management seeks to motivate and communicate effectively، employee''s organizational tasks of interest and a desire to encourage and facilitate organizational goals. Higher education plays an important role in the improvement and development of individual and social life of individuals. One of the paths to judge how effectives'' university success and failure to achieving the objectives is the study morale of faculty members. This study sought to determine the relationship between the leadership styles of heads of departments and morale''s faculty members in Isfahan University and Isfahan University of Medical Sciences. A descriptive correlation research method was utilized. The statistics include the total of university faculty members (491 people) and Isfahan University of Medical Sciences (594 people) in during 2009-2010 academic years were selected through proportionate stratified random sampling. Research tools include questionnaire based on the goal setting theory''s House model (directive، supportive، participative، achievement oriental) and morale'' components (belongingness، rationality، identification) based on Getzels and Guba model questionnaire. The content and face validity using the validity and reliability through Cronbach''s alpha coefficient. (r1 = 0. 82) and (r2 = 0. 89) was calculated. The research data was analyzed through SPSS18 single sample t-test، Pearson''s correlation coefficient، multiple regression. In Isfahan University directive، supportive، participative leadership styles، mean scores were higher than mean criteria and achievement oriental leadership mean scores were lower than mean criteria and morale'' components (belongingness، rationality، identification) mean scores were higher than mean criteria. In Isfahan University of Medical Sciences participative leadership styles، mean scores were higher than mean criteria and directive، achievement oriental leadership styles mean scores were lower than mean criteria and morale'' components (belongingness، rationality، identification) mean scores were higher than mean criteria. Correlation coefficient between scores on leadership styles and morale''s faculty members in the Pvalue≤0. 05 was significant. And multiple regression results also showed that the relationship between leadership styles with morale''s faculty members is significant. Poor performance leadership led to increase crisis in the university. Training can be effective when people are with a strong spirit and strive to realize and achieve educational goals.

Organizations are the major institutions in the world that their efficiency is dependent on human resources and human performance. Positive attitude towards the job is an important target in any organization to improve the human resources. As long as، there is the interest focuses of researchers on informal learning based on job satisfaction impacts. This study investigated the relationship between informal learning and its components with job satisfaction among nurses in governmental teaching hospitals of Isfahan city. The current research was conducted as a descriptive- correlation study during 2011. The population consisted of the whole nurses (785) in governmental teaching hospitals of Isfahan city. The sample was included about 278 nurses that selected based on Cohen et al table from different departments of governmental teaching hospitals of Isfahan city and was selected by contribution random sampling method. The Informal learning questionnaire of Alonderiene and the job satisfaction questionnaire of Warr et al were used. The validity of content and construct was confirmed and the reliability with Cronbach''s alpha calculated 0/73 and 0/89 respectively. The research data analyzed in descriptive (frequency، percent، mean، standard deviation) and inferential (Pearson correlation coefficient and stepwise multiple regression) statistics levels، using SPSS16 software. There was a positive and meaningful relationships between job satisfaction along with informal learning (r=337/0)، the need for acquisition (r=230/0)، Positive attitudes of responders (r=0/164)، allocation of resources and time (r=120/0) and information (r=303/0). The simultaneous multiple regression results showed that the required acquisition، upstream information and positive attitudes had the ability to predict the job satisfaction which confirmed this relationship in stepwise regression. That is the data collection، requirement to acquisition and positive attitudes towards learning as on 0/089، 0/139، 0/167 had the power to predict job satisfaction. Based on achieved results، we can expect by improving caregivers attitudes toward learning activities and to create a feeling of need to learn among nurses، the job satisfactions of nurses will be improved in teaching hospitals of Isfahan city. It seems that job satisfaction can be determined in terms of need for data acquisition and having a positive attitude on learning.

Todays، development of marketing and hospital competition has been made to reduce hospital costs and create competitive advantages. However it is necessary to be investigated hospitals strategic situation if they will act in a competitive market. Marketing situation analysis often is involved to review external environment forces and internal resources of marketing. The objective of this study is determine the type of hospital strategy through strategic analysis. This study was a mix studies (quantitative-qualitative) that was done in 2010 in a private hospital in Isfahan. The study population was administration، matron and health sector managers that were selected base on purposive sampling the sample was 15 person. Data collection tool was questionnaire which has been made by researchers. The validity of questionnaire was computed by experts judgment and the reliability of questionnaire was computed by using Cronbach alpha. There was used strengths، weaknesses، opportunities and threats (SWOT) analysis to analyze data. In selected hospital، final score of main affecting factors of internal environment in marketing is higher (2. 76) from its average (2. 5)، so the hospital have more strengths. Final score of main affecting factors of external environment in marketing is lower (2. 45) from its average (2. 5)، hence the hospital is facing to threat for marketing planning. Considering the final score of internal and external factors، the position of the hospital in SWOT chart has been in competitive strategy. The Hospital environment does not have the necessary stability for marketing planning. So hospital officials should use the existing strengths to avoid from threats entered in hospital for marketing planning. This means that the organization should implement competitive strategies.

Organizational culture as a source and a source of organizational processes، affected management practices and organizational members'' attitudes toward their jobs. Thus، job satisfaction or dissatisfaction can not be divorced from organizational culture. The aim of this research was to analyze the relationship between staff perception of organizational culture and their job satisfaction in the faculties of Isfahan University of Medical Sciences. The study was descriptive- survey. The statistical population consists of staff of faculties of Isfahan University of Medical Sciences in 1390 and 273 participants were categorized randomly as the study sample. To collect the respondents’ opinions، Standard Denison Questionnaire for measurement organizational culture and a questionnaire which was made by the researcher for measurement job satisfaction was used. The questionnaire’s validity was confirmed by confirmatory factor analysis. The estimated Cranach’s alpha for organizational culture، job satisfaction and the whole questionnaire was estimated as 0. 90، 0. 80 and 0. 92 respectively. The statistical analysis for the present study was done by statistical tests such as one sample t-test، Anowa and Tukey. Furthermore، the research hypotheses were tested by the structural equation modeling technique and SPSS، Amos Software. The results indicated that the organizational culture had a meaningful positive relationship with the job satisfaction in staff of faculties of Isfahan University of Medical Sciences. Moreover، the factors of “consistency” and “mission” had the most relationship with staff job satisfaction 0. 19، 0. 47 respectively. However، no meaningful relationship was found between the factor of “involvement”، “adaptability” and job satisfaction. Findings showed that professional perceptions and attitudes are factors of the various organizational and. if the organizational culture promotes employee empowerment، people are more motivated and eager to do the job.

Today، the use of appropriate talent management strategy requires an understanding of IT infrastructure and determines the level of readiness of each infrastructure subsystems in the implementation of effect of electronic human resource management. The main purpose of this study was to investigate the effect of implementation of subsystem for electronic human resource management on talent management strategy in Isfahan University of medical sciences. This research was conducted using descriptive-metrical method and has five Hypotheses. To investigate this hypothesis، a questionnaire which made by the researcher was used. For assessing the validity of the questionnaire formal methods was used and the reliability assessed with Cronbach''s alpha reliability coefficient (0/812). The population size is about 160. Therefore، based on random sampling the statistical sample was selected and finally 70 questionnaires were collected. The AMOS، SPSS18 software is used for analyzing the data. The results indicate that the subsystem of electronic human resource management had a positive effect on strategy talent management and the most affective is for subsystem of electronic human resource planning. Results showed that the electronic human resource planning subsystem، electronic recruitment and selection subsystem، electronic performance management subsystem، electronic compensation subsystem، electronic human resource development subsystem، electronic discipline and moral criterion subsystem، electronic human resource safety and service subsystem have a direct positive effect on talent management strategy.

Health promoting Hospitals (HPH) was expressed by the World Health Organization in the 1990s and so a large number of hospitals in the world have implemented health promotion programs. But not any hospitals in Iran implement health promotion programs. The purpose of this paper is designing a Health Promoting Hospital in Isfahan University of Medical Sciences This study was a descriptive- analytical survey in selected hospitals of Isfahan. Data collection tool was a researcher made questionnaire. The validity of questionnaire was computed by experts and the reliability of questionnaire was computed by Cronbach’s alpha (r=0. 89). The adequacy of sample were made by Kaiser Meyer Olkin method. Data analysis was performed by Amos software. Finally between dimensions of HPH model patient empowerment (0/94) and organization health promotion (0/84) have the highest regression weight or effect and health promotion need assessment has lowest regression weight. Between the constituent components of each dimension، staff empowerment (0/84)، defining the safety requirements in the workplace (0/84) and community empowerment for disease control (0/88) have the highest effect. To create a HPH، various dimensions and factors is efficient. The hospital must have regard to patient، organization and staff Health promotion.

Today''s workforce is the most important competitive advantage for organizations. Therefore، university administrators should be aware of how to deal with the strategic and to learn effective use of the advantages. The aim of this study was to identify and understand the opinions of academic experts on strategic human resources management applications in Isfahan University of Medical Sciences. This research was a qualitative method of thematic analysis. Participants in this study were 14 academics experts who had experience or publications related to the topics of the research. Instrument of this study was interview and were stopped when reached saturation in the research and the main concepts were extracted from the interviews. The results were arranged in six categories; experience of management problems، inefficient human resources practices، training، performance evaluation، Participation in decision-making and combination. Participants emphasized on the importance of strategic human resources management practices of the inefficiency of power without authority، lack of freedom، assignment of administrators، lack of strategic view and organizational culture، lack of training، lack of monitoring of learning and routine training، unrealistic and routine performance evaluation، advisory and personal decision-making، and organizational hierarchy، lack of flexible and immaterial rewards and emphasis on financial rewards. Strategic management of human resources by creating a macro perspective، provides pay attention to staff basic problems and caused utilization of organization from skilled، committed and motivated personnel to achieve sustainable competitive advantage.

Mental health as physical health is a science for better living and more social welfare from first moment of living until end of that. In today complex society especially our society some mental disorders like desperation، anxiety، insecurity، suicide، Masochism، murder، booty، addiction، divorce، sexual disorder، manic and etc has been seen as important problems more and more. Therefore، Iranian health and treatment system considered some mental health principle for mental health prevention and treatment. Total goal of this research has been view point of Isfahan health and treatment system about results of assorted mental health in health system. Research type was analytical and cross-sectional. Study population was health and treatment workers in different health organizations such as healthcare rural houses، health urban center and health and treatment network in Isfahan province which influence in mental disease at 2010. Population study was 300 individuals by census. Questionnaire was researcher made and blind response. Four variables such as rate of mental health success، there''s satisfy، knowledge and attitude of that، were evaluated with five or two responses (Likert scale). Validity with expert consultation and reliability with Cronbach’s alpha scale، were confirmed after pilot study because it was upper than 80%. Descriptive data with statistical indices (frequency، percent، mean and standard deviation) and analytical data with suitable hypothesis such as correlation، chi square (c2) and kruskal-wallis were analyzed with SPSS16 software. Mean score of four main variable respectively were as: attitude of mental health program (66. 73 ± 10. 80)، success of mental health program (59. 14 ± 17. 12)، satisfaction of mental health program (45. 46 ± 20. 59) and awareness of mental health program (20. 56 ± 11. 61). Analysis between four variables did not show any significant differences. Analysis between all research groups also did not any significant differences. But significant differences only were shown between all research groups about satisfaction of mental health join in health system (Pvalue<0. 5). Revealed results for this big plan did not enough. Hour rate of health worker educated about mental health in primary health system (PHC) was 29 percent. Knowledge mean of mental health program also was 20/56 percent and it was half of other variable mean. It shown that majority of health worker in health system did not have enough knowledge about mental health program. Therefore، they need more education about mental health.

Optimum resource utilization is one of the primary objectives of any organization. Hospitals as one of the most important elements of health systems، facing escalating costs and resources scarcity، are concerned with this issue as well. Productivity improvement can help hospitals to achieve this objective. Organizational commitment is the main factor to increasing quality in organizations. This study undertakes to investigation the correlation between organizational commitment and productivity. This research is a correlation study، the research society consisted of employees of Isfahan medical science universities hospitals. 192 employees were selected as a stratified random study. Data collection instrument were 2 questionnaires، one of them was Goldsmith questionnaire for measuring productivity، and another was Allen-Meyer questionnaire for measuring organizational commitment. The data were analyzed by SPSS. Pierson correlation coefficient and regression was used for analyzing data. The result showed that there is positive relationship between organizational commitment and productivity (Pvalue=0/000، t=4/418). There is positive and meaningful relationship between components of organizational commitment (affective، continuance، normative) and productivity. There isn’t positive and meaningful relationship between components of productivity (ability، clarity، help، evaluation، validity and environment) and organizational commitment with the exception of incentive. Hospital manager must recognize effective factors for increseaing organizational commitment and perform some strategies for increasing productivity and quality.

Customers are most important asset in organizations. Because Customers linked directly to the actions of an organization، are a valuable source of opportunities and threats in their related industry. This study aimed to design a model of customer relationship management (CRM) with using the structural equation model in the hospitals of Isfahan University of Medical Sciences. This study was a descriptive- correlation. Population of the study according to random sampling was hospitals in Isfahan. The data collection tools were research made questionnaire of customer relationship management which confirmed its validity and reliability. Confirmatory factor analysis was used to determine factors. SPSS and Amos software has been used for data analysis. Among the dimensions of the customer relationship management in hospitals the diversity of services had the highest weighted regression and attract customers had minimal impact. Considering the impact of the dimensions in final model، it can be concluded that hospitals for establishment of the customer relationship management programs، should have special attention to create a variety of professional services.

Lack of mental health and living skills are one of reason of human resource management hazards in any organization. These two variables are necessary as communication ability for problem solving in living problems. Each student needs these two factors for collaborating in work or study environments. The purpose of this research is to survey of mental health and living skills and relation between them in students of Isfahan University of Medical Sciences. Research type was analytical and cross-sectional study. Survey population was all students of seven faculty of Isfahan University of Medical Sciences. As Morgan sampling table 384 students were selected as sample at 2010. Data was collected by two questionnaires. The first one was made by researcher for living skills and in other one Gold Berge''s questionnaire was used for mental health. Collected data were analyzed by SPSS16. Data validity by experts and data reliability by SPSS16 and Cronbach’s alpha (R>80%) was confirmed. The highest health mental mean score belonged to medical college students with (84. 71 ±10. 54) and the lowest health mental mean score belonged to students of rehabilitation college with (72. 92 ±13. 03). The highest living skills mean score belonged to management and medical informatics college students with (71. 64±5. 16) and the lowest living skills mean score belonged to students of Pharmacology College with (69. 38±7. 04). Differences between two variables (Living Skills and Health Mental) were significant. Living skills variable according to student subjects and mental health according to faculties and sex had significant differences. These tow variables had no significant according to other demographic variable as study qualification، father''s job and the number of family members. These tow variable score were almost upper than 70 and it was good for this time. But results of this research and similar researches show that these student''s living skills and mental health need more promotion. So the living skills or mental health lesson is suggested in some suitable subject of Isfahan University of Medical Sciences.

Excessive use of drugs، constantly changing of patterns of medication and substance abuse significant amounts of drugs in different forms، is doubled the importance of factors influencing drug loss. Purpose of this study was to determine the factors affecting loss drug in Isfahan hospitals in 2011. This study was a descriptive in selected hospitals (private educational charity) of Isfahan. Research population was manager، matron، supervisor، department head and chief pharmacist in private، educational and charity hospitals. The census method was used for sampling and the number of 40 samples selected. The validity of questionnaire was computed by experts judgment and the reliability of questionnaire was computed by using Cronbach’s alpha (r=. /85). data was analyzed by SPSS software. In charity hospital drug registration has highest score (92/04) and education is allocated to lowest score (61/36). In educational hospital medication committee had highest score (86/81) and surplus drugs had lowest score (71/2). In non- education hospital medication preparation had the highest score (91/85) and lowest score is allocated to education (61/36). In private hospitals، pharmaceutical preparations had highest score (85/22) and the medicine committee had the lowest (55/9). To reduce the loss medicines in hospitals، according to the documentation of the process of circulation of the drug in a drug store، stoke pharmacy department and using the HIS system is fruitful.

One of the most important dimensions of communities development is health development، in the other hand، is amount and quality of accessing of people to healthcare services. The purpose of this study is to evaluate and rank the Isfahan towns in terms of access to indices of health sector. In this applied، analytical، cross-sectional Study، all Isfahan towns (n= 23) are surveyed in 2011. Data related to15 health indices were collected from the website of the Ministrry of Health and Medical Education and the Iranian Statistics Center. These indices were weighted by Shannon’s entropy. Finally، SAW (Simple Additive Weighting)، TOPSIS (Technique for Order of Preference by Similarity to Ideal Solution) and VIKOR (Vlse Kriterijumska Optimizacija I Kompromisn Resenje) technique were used to rank the towns of the Isfahan in terms of access to health sector indicators. Variable of access to health sector indicators is not distributed normally in Isfahan province. On the other hand، there is a great difference among the Isfahan towns in terms of access to health indicators. Shannon’s entropy showed that، the proportion of active treatment centers (weight=0. 182) to every 10000 people is the most important indicator. According to Copeland method، the towns of Kashan and Barkhovar were ranked as the first and last in access to health services. According to unbalanced distribution of access to health indicators in Isfahan towns، it suggested that: when health policy makers and officials allocate budget and resources، should Take into account the rankings of towns.

Pearson-environment fit in the recent changing world is a basically concerns of managers. The importance of these issues is that in person-environment fit model the people adjust themselves to their organization in multiple level such as job، work groups، organizations and vocation. The aim of this research is to investigate the role of person-environment fit in relation between person-organization fit and person-job fit and with four variables of general job satisfaction، affective commitment and intention to leave. this research is a cross sectional study. 103 nurses which were working in public hospitals of Isfahan were randomly selected and answered to person-organization fit، person-job fit، person-vocation fit Cable and DeRue) 2002) and job performance Bright (2009)، Job satisfaction Cammann، Fichman، Jenkins and Klesh (1979)، organizational commitment Meyer and Allen)1997) and intention to leave O’Reilly et al. (1997) questionnaires. Results then were entered in AMOS structural equations software and were analyzed by the mean of appropriate statistical methods like Maximum Likelihood Estimation (MLE). Findings made support for both hypothesis and finally according to the results from mediation analysis and path analysis a model was suggested. Person-vocation fit had significant relation with both person-organization fit (r=0. 558، p<0. 05) and person-job fit (r=0. 558، p<0. 05). Also both person-organization fit and person-job fit mediated the relationship between person-vocation fit and general job satisfaction، job performance، emotional commitment and intention to leave. Finally proposed model fitted the data well (NC=1. 052، CFI=0. 756، TLI=0. 778، BL89=0. 876، RMSEA=0. 074 and SRMR=0. 064). Results suggest that person-vocation fit make organization efforts fruitful in the way of making a good fit between employees and organization and job. When the fit between people and their vocations are weak، weather this weakness is in result of divergent values or inappropriate skills، it gets very hard for employees to fit with their organization and jobs. This can help managers and practitioners in the field of human resources affairs such selection and recruitment.

In general the success of any organization is connected to the struggle and effort of that organization employer in a high degree and these efforts reach to perfection when employers satisfy of their job. The purpose of this research in behvarzan and job satisfaction investigation who working in Isfahan University of Medical Sciences in 2011. This research was an analytical-descriptive of sectional type. The research society was 1400 behvarzan working in Isfahan University of Medical Sciences who 350 samples was selected by systematic taking samples method. The gathering data instruments was a questionnaire consisting of two parts which in first part was personal information as age، sex، job record، academic paper، employment position، material state، work place، residence place، children number، spouse job and in second part was proposed job satisfaction questions about work nature، connection and supervision style، job immunity، promotion opportunities، physical conditions، work environment، advantages and salaries. The questionnaire was from the Herzberg job satisfaction measurement standard questionnaire. Statistical data analyze was by using SPSS18. The average of (standard diversity) the total score of Isfahan University of Medical Sciences behvarzan 68/66 (12/05) and in separation the investigated domains in priority orders include job nature 84/16 (13/08)، supervision style and connections 74/33 (12/58)، job security 71/76 (17/47)، promotion opportunities 61/64 (21/97)، job environment physical conditions 56/23 (18/07) and advantages and salaries 51/8 (8/51) from the maximum 100. There was a reversed relation between the total score of behvarzan job satisfaction and age، job record، children number. The difference was very high in advantages and salaries domain between formal and informal behvarzan job satisfaction and in job opportunities domain between job satisfaction and workplace (pvalue<0/05). Also there was no meaningful relation between sex، marital state، residence place and spouse job with job satisfaction in different domain (pvalue>0/05). Isfahan University of Medical Sciences behvarzan in general have medium to high job satisfaction، the more satisfaction is related to work nature domain and the less is related to advantages and salaries and it can increase the job satisfaction of this group by advantages and salaries increasing، providing welfare facilities and promotion opportunities and reducing work time of health houses if possible and equalize it in all country.