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  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

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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. 

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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. 

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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.