Objective Given the importance of skin-to-skin contact between a mother and her baby within the first hour after birth, due to its positive effects on the infant’s health, it is essential to evaluate the implementation of this practice is a crucial step in enhancing the quality of maternity healthcare services, the present study aims to identify the predictors of EMPLOYEE PERFORMANCE in implementing skin-to-skin contact between mother and baby and initiating breastfeeding within the first hour after birth. Methods This is a cross-sectional study that was conducted in 2022 on 99 maternity health workers at Ayatollah Mousavi Hospital in Zanjan, Iran, and 386 mothers who gave birth at this hospital. EMPLOYEE PERFORMANCE in implementing skin-to-skin contact between mother and baby and the initiation of breastfeeding within the first hour after birth was measured through self-assessment and interviews with mothers. Data were analyzed using descriptive statistics, chi-square test and linear regression analysis. The significance level was set at 0.05. Results Self-assessments of EMPLOYEEs showed that 32.3% had good PERFORMANCE. More than 40% of mothers perceived the health workers ‘ PERFORMANCE as good. Linear regression analysis revealed that working in the maternity block was significantly associated with good PERFORMANCE (β=0.24, P=0.001). Additionally, non-participation in training courses was associated with decreased PERFORMANCE (β=-0.65, P=0.001); Moreover, the regression model showed that mothers with a university education were more likely to perceive health workers’ PERFORMANCE as good (β=0.22, P=0.001). Also, mothers who did not receive training were less likely to perceive health workers’ PERFORMANCE as good (β=-0.20, P=0.001).  Conclusion The PERFORMANCE of maternity health workers working in the study hospital in implementing the skin-to-skin contact guidelines and initiating breastfeeding within the first hour after birth is relatively favorable. However, it is far from ideal level.

Background One of the most important concerns of any organization is to improve and enhance the EMPLOYEE’ s PERFORMANCE of the organization. One of the organizations that PERFORMANCE of their EMPLOYEEs have more importance is organizations that is activating in the field of healthcare, because the impact of their level of PERFORMANCE directly affects the society. So, the objective of this study is to investigate the relationships between ethical leadership, leader-member exchange, self-efficacy and organizational identification with the EMPLOYEE PERFORMANCE of Guilan University of Medical Sciences. Method This is a descriptive-correlation research. Statistical population composed of 3860 EMPLOYEEs of Guilan University of Medical Sciences in Rasht city which 349 people were selected through convenience method. The data collection tool was a standard questionnaire that confirmed using validity and reliability. Data were analyzed through statistical structural equation modeling using SPSS and Lisrel software. Results The results show that ethical leadership through leader-member exchange, self-efficacy and organizational identification are correlated to EMPLOYEE PERFORMANCE. Also, the direct relationship between ethical leadership and EMPLOYEE PERFORMANCE was not confirmed. Conclusion Regarding to the findings, it can be said that increasing of the level of ethical leadership among managers, leader-member exchange, organizational identification and self-efficacy in Guilan University of Medical Sciences will lead to a higher level of EMPLOYEE PERFORMANCE.

In an organization, EMPLOYEEs are often evaluated (ranked) by multiple supervisors (or co-workers) in different time periods. Providing a single ranking based on these evaluations in such a way that it has the most compatibility and consistency with the provided evaluations is called rank aggregation. This rank aggregation problem, which has wide applications in various sciences, has been studied extensively theoretically in mathematics and computer science. In this paper, we study for the first time, the application of rank aggregation in the field of PERFORMANCE appraisal. In this application, the PERFORMANCE rankings of EMPLOYEEs are given by a number of evaluators and the goal is to provide a final ranking for the EMPLOYEEs that has the most similarity to the given evaluations. Other than obtaining the most consistent rankings, we show that more inference results like the quality of the evaluators and informal relationships between individuals can be obtained as by-product of this process of rank aggregation.