Showing 13 results for Job
Mr Ghanbar Rouhi, Mr Hamid Asayesh, Mr Hossein Rahmani, Mr Ali Akbar Abdollahi,
Volume 7, Issue 2 (11-2010)
Abstract
Background and Objective : Human resources are the most valuable sources of an organization. Nurses, because of special nature of their job, are influenced by various stressors affecting on their job satisfaction and organizational commitment. The aim of this study was to compare Nurses’ job satisfaction and their organizational commitment in intensive care and general wards of Golestan University of medical sciences.
Material and Methods: In this descriptive & analytical study, 389 Nurses were selected via census sampling in 1387. The instrument were job satisfaction questionnaire reliabled by alpha chronbach and meyer organizational commitment scale.To analyze the data, we used Pearson correlation coefficient, independent test, regression and one way anova in spss 16 soft ware environment.
Results: Participants were between 22-55 years. Their mean age was 32.6 ± 7.4 and most of them (72.7%) were female. Intensive care and emergency wards’ Nurses had the lowest organizational commitment and job satisfaction, respectively. There was a significant relationship between job satisfaction and organizational commitment in studied wards (P<0.05).
Conclusion : Whereas job satisfaction can predict organizational commitment of Nurses, it is essential for administrators to consider factors such as salary, participation in decision making, job security, and job enrichment and so on to promote quality of services
Mis Masoomeh Mortaghi Ghasemi, Mis Zeinab Ghahremani, Mr Amir Vahedian Azimi, Mis Fatemeh Ghorbani,
Volume 8, Issue 1 (10-2011)
Abstract
Background and Objective : Nursing is an extremely stressful profession. Nurses are confronted with a variety of personal, communicational and organizational stresses, which affect on their health and job satisfaction reversely. The purpose of present study is to determine nurse's job stress in therapeutic-educational centers in Zanjan.
Material and Methods : In this cross sectional descriptive- analytical study 155 nurses of nursing staff of teaching hospitals of Zanjan were selected by stratified random sampling in 2010. The instruments were a demographic data sheet and Toft-Gray and Anderson's nursing stress scale. The Data were analyzed by SPSS-14.5 software, using descriptive statistics and Spearman & Pearson correlation coefficient.
Results: The results show that various occupational conditions lead to tensions, high level (57.4%), moderate (40%) and low intention (2.6 %). Based on Spearman, there is a significant relationship between levels of tension and education status (r= 0.192, P= 0.017). Other variables such as age, sex, ward, marital status, shift working, record of services, overtime and number of children show no significant relationship with occupational stress.
Conclusion: Regarding to the harmful effect of occupational stress on nursing staff, we recommend that the authorities to consider reducing the stressful factors such as dissatisfaction of salary and premium, job overload, ambiguous roles and lack of social support.
Dr Mahshid Forooghan, Danial Amanian, Dr Mohammad Ali Hosseini,
Volume 10, Issue 2 (10-2013)
Abstract
Background and Objective: With increasing older people population, the need to provide health care services in nursing homes is increasing. The aim of this study was to determine the effect of an educational program about the management of common problems in old age on the level of job stress in the caregivers of Golestan province nursing homes.
Material and Methods: This pre-experimental study was conducted on all 24 caregivers (11 males and 13 females) working in the nursing homes of Golestan province. The valid and reliable instruments were a researcher-made questionnaire to evaluate the knowledge and Osipow's job stress questionnaire, the intervention was an educational package to increase their knowledge and skills about the management of old age problems. The questionnaires were completed before, immediately after, one month and three months after the training. The data was analyzed by analysis variance, Pearson correlation, independent t-test and paired t-test.
Results: With increasing the knowledge of the caregivers, a significant reduction in job stress scores (p<0.001) was found after three months. Two components of job stress including overload (p<0.001) and insufficiency (p=0.002) showed significant decreases after three months compared to the mean scores before training.
Conclusion: Due to The effect of training on stress reduction, providing comprehensive training programs for caregivers may lead to higher quality services and health promotion for both elders and their caregivers.
Peyman Akharbin, Dr Adel Zahed Babolan , Dr Abbas Naghizadeh Baghi ,
Volume 11, Issue 1 (5-2014)
Abstract
Background and Objective: One of the most important motivating factors of nurses is the improvement of their work engagement. Since the job engagement can be affected by various factors including the leadership style of nurse managers and organizational learning, this study aimed to investigate the relationship between servant leadership and organizational learning and work engagement of nurses in Ardabil University of Medical Sciences.
Material and Methods: This cross-sectional study was conducted on 273 of 914 nurses working in the hospitals affiliated to Ardabil University of Medical Sciences. The sample size (N= 273) determined via Krejcie and Morgan table were asked to fill out the three questionnaires of Servant leadership style (by Gholipour et al), organizational learning (by Chiva et al) and job engagement (by Salanova and Schaufeli). The data was analyzed by SPSS-21, using descriptive statistics (data frequency tables, mean, and standard deviation) and inferential statistics (stepwise multiple regression method and Pearson correlation).
Results: The results showd that there was a positive and significant relationship between servant leadership, organizational learning, and job engagement (p≤0.01). Furthermore, servant leadership and organizational learning can predict job engagement.
Conclusion: The improvement of organizational learning and servant leadership can enhance the nurses’ job engagement.
Dr Gholam Reza Mahmoodi Shan , Hosein Rahmani, Ali Akbar Abdollahi, Dr Mohammad Ali Vakili, Houralnesa Sheikh, Hosein Nasiri,
Volume 11, Issue 1 (5-2014)
Abstract
Background and Objective: There is an inevitable relationship between nurses' health and their lifestyle. Therefore, we intended to determin nurses’ lifestyle and its' relationship with some personal- professional characteristics.
Material and Methods: This descriptive-analytical investigation was conducted on 391 nurses selected via multi-stage random sampling in the Hospitals affiliated to Golestan University of medical sciences. The data was collected by a nurses lifestyle questionnaire having 6 subscales (internal consistency α=0.87 and stability r= 0.897). The data was analyzed by SPSS16 soft ware using independent t test, Kruskal-Wallis, Mann-Whitney U and chi-square tests( p<0.05).
Results: Of 391 , 20.2% were male and 79.2% female, and 85.4% have worked in rotation shift. The nurses (36.3 %) working experience was 6-10 years. The majority (78.1%) had optimal lifestyle. The highest score belonged to competency subscale (92.17%) and the lowest to personal life management subscale (64.82%). There was a significant relationship between a number of lifestyle subscales and some personal-professional characteristics such as nurse position,
Employing condition, work shift, overtime, night shift and holiday shifts (p≤ 0.05).
Conclusion: There is a relationship between nurses' lifestyle and some of the personal-professional status. Given that some professional conditions can decrease the personal life management and the role management of healthy lifestyle, we recommend that managers should be careful about working programs to provide healthy lifestyle.
Dr Abdozahra Naami, Farideh Ensafdaran, Dr Nasir Dastan, Dr Mohammad Babamiri,
Volume 11, Issue 2 (11-2014)
Abstract
Background and Objective: This study aimed to investigate the relationship between perceived fit of nurses and organizational citizenship behavior.
Material and Methods: The statistical population of this correlational study was all nurses of Shiraz hospitals in 2011. The participants were 170 nurses selected via cluster random sampling and asked to fill out the questionnaires. The data was analyzed by Pearson correlation and regression analysis.
Results: The results indicated that there is a significant positive relationship between all three types of perceived fit and organizational citizenship behavior (P≤0.01). Furthermore, regression analysis showed that variables of person-organization, person-group, and person-job were able to predict 0.274 of organizational citizenship behavior. Person-organization perceived fit was the best predictor of organizational citizenship behavior.
Conclusion: Since the increase of perceived fit has an important role in organizational citizenship behavior, the managers should consider the importance of this issue in their programs.
Mahtab Salimi, Dr Hamid Reza Arasteh, Dr Ali Reza Kia Manesh , Dr Parivash Jafari,
Volume 11, Issue 2 (11-2014)
Abstract
Background and Objective: Successful transformation needs successful equipment and university should maintain it’s authority, credit, competency and necessity of it’s entity by planning organizational culture is an independent variable in organizational studies and Planning Process. The organizational culture in nursing colleges on job satisfaction of faculty members and effectiveness leadership can be effective factor to give more ability to nursing students. In the base of this fact, This study peid attention to assessment of organizational culture components and job satisfaction of faculty members and leadership effectiveness in nursing colleges.
Material and Methods: This description study is accomplished on 230 members of full time nursing faculty in Islamic Azalea University, with the use of group sampling method. Cameron and Quinn (2006) organizational culture assessment questionnaire is used for culture assessment and specter Jss criteria (1997) of job satisfaction are used for job satisfaction assessment and realized leadership questionnaire is used for leadership effectiveness assessment. In processing of discovering factor, with the use of main parameters study method, the factor structure of questionnaire was reviewed.
Results: The results of discovering and confirming process show that reviewed parameters in organizational culture questionnaire, job satisfaction, and leadership effectiveness have a high explainatory power and with consider of emphatic agent process and resulted Barazandegy Criteria, This questionnaire have a high potential to assess organizational culture, and job Satisfaction of faculty members and leadership effectiveness.
Conclusion: We can used the results of this research in order to plan the effective leadership development of nursing collage management.
Alireza Shariati , Hosein Rahmani Anaraki , Mohammad Parvareshmasoud, Moslem Hesam, Hamid Asayesh, Dr Seyed Mojtaba Mousavi, Dr Gholamreza Mahmoodi,
Volume 12, Issue 1 (4-2015)
Abstract
Background and Objective: Burnout has negative effects on nurses' health, and also onpatients’ satisfaction and safety. This study was conducted to determine the relationship between Burnout and nurses' job characteristics in teaching and therapeutic hospitals affiliated to Golestan university of medical sciences.
Material and Methods: In this descriptive-analytical study, 206 nurses who engaged in the teaching and therapeutic centers of Golestan university of medical sciences were selected via random sampling. The data was collected by demographic data sheet and Copenhagen burnout questionnaire and analyzed by descriptive statistical, logistic Regression.
Results: The mean age was 34.66±7.38 and 68% of the participants were female. Overall, 34% of the nurses had burnout. The prevalence of personal, work-related and client-related burnout was 33.5%, 41.3% and 22.3%, respectively. Age, job experience and type of employment were the risk factors of personal, work and client-related burnout. Being supervisor, working in the psychiatric ward and having private job, were the causes of increased personal burnout.
Conclusion: In line with the increase of age and job experience increasing, the officials should pay more attention to burnout, and in some ward of the hospitals and job positions, they need considering a unique career planning.
Dr Akram Sanagoo, Dr Naser Behnampour, Ahmad Taghavee, Fariba Baiky,
Volume 12, Issue 2 (12-2015)
Abstract
Background and Objective: Mental health is one of essential needs that has a critical role in sustainable development. Burnout , a physical and mental fatigue and a sense of reduced capabilities, is a leading factor in lowering mental health efficiency .this study aimed at determining the relationship between burnout and mental health in Al –E-Jalil hospital`s staff.
Material and Methods: This descriptive - analytical research was conducted on 179 Al–E-Jalil hospital`s staff recruited via Census method in 2014. The data was collected by mental health questionnaire (G.H.Q-28) and Burnout (Maslach) questionnaires, and analyzed by kruskal Wallis, Mann-Whitney and Spearman correlation.
Results: Significant relationship between mental health and burnout (P=0.0001, r=-0.844) showed that mental health enhancement reduced the level of burn out. The mean mental health (19.28± 10.77) was excellent . Two domains of “somatization" and "depression and suicidal tendencies" were better than "social dysfunction" and "anxiety and sleep disorders". The highest mean was related to "Depersonalization" and "emotional exhaustion" and the lowest one to " personal accomplishment".
Conclusion: The findings show that there is a negative significant relationship between mental health and burnout that means by enhancing mental health the staff experiences lower level of burn out.
Mina Amiri, Hamid Alavi Majd ,
Volume 14, Issue 1 (11-2017)
Abstract
Background: Health system is seeking to provide health services for people by creating the desirable culture and climate, in which, human resources are ready to provide the effective and high quality services. This study aimed to investigate the relationship between organizational culture and job satisfaction of midwives therapeutic, teaching and health centers of Karaj.
Methods: in this cross-sectional study, 200 midwives working in selected training, health and treatment centers of Alborz University of Medical Sciences were randomly chosen. The instruments were Robbins 'self-report organizational culture questionnaire and Herzberg job satisfaction questionnaire. The data was analyzed by Friedman test and Pearson's correlation coefficient.
Results: Most midwives showed average organizational culture and job satisfaction. Pearson correlation coefficient showed a significant and direct relationship between organizational culture and job satisfaction (P>0.001 and r=0.71). Organizational identity and job status had the highest scores of organizational culture and job satisfaction, respectively.
Conclusion: The results show that there is a positive correlation between organizational culture and midwives' job satisfaction. Thus, the desirable organizational culture results in job satisfaction, desirable performance and high efficiency. Organizational culture and the degree of moral stress in working place can affect job satisfaction and desertion ; therefore, making every effort to improve the organizational culture can increase the efficiency of the employees.
Farhad Mahbobkhah, Yusef Beigzadeh,
Volume 15, Issue 2 (7-2018)
Abstract
Background and objectives: According to the current situation, entrepreneurship and innovation are essential for organizations seeking to survive and work. So Presentation of the Structural Model of Psychological Characteristics of Nurses' Entrepreneurship Based on the Power Resources of Managers and the Mediating Role of Job Satisfaction at Miandoab city hospitals.
Methods: this correlation study was conducted through a survey. The statistical population of this study included all nurses of Fateme Hospital and Abbasi Miandoab Hospital in 2017. A statistical sample of Cochran formula was selected from 152 nurses by stratified random sampling from the statistical population. Data were collected by Hinkin and shriykhm questionnaire(1989) and questionnaires measuring psychological characteristics were entrepreneurial nurses, Whose validity and reliability were confirmed by relevant tests. In order to analyze the data, structural equation modeling based on partial Maximum squares was used.
Results: The results showed that power resources of managers has a positive and negative effects on nurses entrepreneurship
() and a positive influence on job satisfaction of nurses
) It also was found that job satisfaction effects positively on nurses entrepreneurship
). Therefore, according to the findings, the role of mediating job satisfaction on the relationship between managers' power and entrepreneurship characteristics of nurses was confirmed.
Conclusion: According to the results, Hospital managers can by used from the findings of this study, use of power resources and increase job satisfaction among nurses has caused and strengthen entrepreneurial behavior and entrepreneurial spirit of its nurses And consequently guarantee the success and prosperity of the organization.
Fahimeh Dehghani, Fatemeh Foroughian Yazdi, Rohollah Askari,
Volume 16, Issue 2 (11-2019)
Abstract
Background: The quality of hospital systems depends greatly on the performance of nurses, and the performance of nurses has a significant effect on individual patients` satisfaction. Therefore, it is important to examine the factors related to nurses' performance. This study was designed to investigate the relationship between spiritual intelligence and occupational hardiness and the job performance in pre-hospital and hospital emergency nurses in Yazd.
Methods: This cross-sectional study was carried out on 132 nurses working in pre-hospital and hospital emergency in Yazd University of Medical Sciences, who were selected using stratified sampling with proportional allocation in 2016. Data were collected through three questionnaires including spiritual intelligence, occupational hardiness and job performance. Data was analyzed using descriptive statistics and multiple regression in SPSS version 19.0 (IBM, USA).
Results: The mean score of job performance, spiritual intelligence and occupational hardiness were 52.46±11.16, 121.32±12.59, and 53.29±8.72, respectively. According to the results, spiritual intelligence and occupational hardiness can predict the job performance. (R2=%18, P<0.01). Both spiritual intelligence (β=0.32, P=0.001) and occupational hardiness (β=0.24, P=0.004) showed significant positive contribution in the prediction of the job performance.
Conclusions: According to the results, developing spiritual intelligence and occupational hardiness can help to improve the job performance of the pre-hospital and hospital emergency nurses.
Mahnaz Niknejad Talemi, Fatemeh Ranjkesh, Mehdi Ranjbaran, Nasim Bahrami ,
Volume 17, Issue 0 (4-2020)
Abstract
Background: Midwives experience high levels of perceived stress due to the nature of their work. Certain factors can play a significant role in occupational stress experience of this group. The aim of this study was to investigate the role of emotional intelligence in occupational stress among midwives.
Methods: In this descriptive - correlational study, 250 midwives working in health centers and public and private hospitals in Rasht from May to September 2012 were entered into the study by random sampling method. Demographic, emotional intelligence and occupational stress questionnaires were used to collect data. Data analysis was performed using descriptive and analytical statistics including independent t-test, one way ANOVA, Pearson correlation, multiple linear regression at the significant level of P <0.05 in SPSS version 23.
Results: The mean and standard deviation of emotional intelligence (114.20 ± 12.55) and midwifery occupational stress (119.66 ± 15.48). Occupational variables including workplace (Private Hospital: β=-0. 19,P=0.012) , overtime hours (β = -0.33, P = 0.001), sleeping hours (β = 0.13, P = 0.011), social activity (β = 0.11, P = 0.029) , age of the midwife (β = 0.25, P = 0.045), and the overall score of emotional intelligence (β = 0.55, P = 0.001) were predictors of occupational stress (P <0.05). These variables explained 49 % of variance of occupational stress.
Conclusions: The occupational stress of midwives is affected by certain individual and occupational factors. Therefore, by modifying or changing some of these variables such as emotional intelligence, the midwives' occupational stress may be reduced. In addition, by designing effective programs in this field, midwives can improve their performance by reducing their stress levels.
