Background and Objectives: Quality services delivery in the health settings is contingent on HOSPITAL ADMINISTRATIVE STAFF organizational commitment. Inspired by previous research indicating the prominent role of psychological empowerment in organizational commitment, this study aimed to explore the relationship between the two variables in HOSPITAL ADMINISTRATIVE STAFF.Methods: A random sample of 172 ADMINISTRATIVE STAFF in Khatam-ol-Anbia HOSPITAL at Zahedan city, situated in South-Eastern Iran, was selected. Mishra and Spreitzer’s scale was used to measure psychological empowerment, which comprises 15 items grouped into five dimensions, including Meaningfulness, Competence, Self-determination, Impact, and Confidence. Organizational commitment was measure, using a short version of the Meyer and Allen’s scale. The participants responded anonymously to the items of the two questionnaires.Correlations analysis, t-test, and simple and multiple regressions were used to analyze the data.Findings: Significant positive correlations were found between psychological empowerment and its dimensions as perceived by HOSPITAL ADMINISTRATIVE STAFF and their perceived organizational commitment. Psychological empowerment was found to be a significant predictor of organizational commitment (b= 0.724, P<0.001). In addition, among all dimensions of psychological empowerment, Impact (b= 0.474, P<0.001) and Self-determination (b= 0.301, P= 0.001) significantly predicted the organizational commitment, together explaining 51.9% of the variance in the latter variable.Conclusions: Our results extend the established relationship between psychological empowerment and organizational commitment to the HOSPITAL ADMINISTRATIVE STAFF. In particular, the significant influence of Impact and Self-determination on organizational commitment implies that ADMINISTRATIVE STAFF’s organizational commitment will increase if they are given the adequate autonomy to make decision about the work processes. Psychological empowerment can only partially explain organizational commitment variance in HOSPITAL ADMINISTRATIVE STAFF suggesting existence of other influencing factor remaining to be explored. The fact that Impact shows a stronger effect on organizational commitment supports the notion that the extent to which ADMINISTRATIVE employees feel a sense of influence on the work processes and outcomes would be the most important factor affecting their organizational commitment. Our findings can help HOSPITAL administrators in developing strategies aimed at promoting their organizational commitment via psychological empowerment.

Background and aims: The prevalence of the coronavirus disease 2019 (COVID-19) was associated with many psychological consequences among personnel of HOSPITALs. The aim of this study was to investigate the relationship between COVID-19 anxiety and depression, stress, and anxiety among ADMINISTRATIVE STAFF and nurses. Methods: This is a cross-sectional study that was conducted in January 2022. All 100 nurses and ADMINISTRATIVE STAFF of a HOSPITAL participated in this study. Demographic information questionnaires, Corona Disease Anxiety Scale, and Depression Anxiety Stress Scale (DASS-21) were employed to collect data. Statistical analysis was performed using SPSS software version 24. Results: The mean ±,standard deviation age of participants was 33. 53 ±,6. 73 years. The median (interquartile range) disease anxiety in nurses and ADMINISTRATIVE STAFF was equal to 7 (4. 25) and 10 (8), respectively. Further, COVID-19 anxiety was significantly higher in ADMINISTRATIVE STAFF (P = 0. 001),moreover, a significant relationship was found between the history of COVID-19 disease and disease anxiety (P = 0. 04). Nurses reported higher stress than ADMINISTRATIVE STAFF (P = 0. 02), and no significant relationship was found between COVID-19 anxiety and components of DASS (P > 0. 05). Conclusion: In this study, COVID-19 anxiety was significantly higher in ADMINISTRATIVE STAFF. Therefore, during the COVID-19 pandemic, it is necessary to pay attention to all jobs. Nurses reported higher stress and depression. Therefore, it is suggested that the necessary psychological measures be taken to improve their psychological states. Increasing the number of nurses, improving working conditions, reducing workload, and training can be effective in improving the mental health of nurses.

Introduction: Competency approach is one of the practical approaches in various fields of education and jobs, which by accurately determining the required competencies of people in order to achieve multiple educational and professional goals, and identifying the behavioral indicators that determine the competencies of employees in different professions are one of the necessary processes in this matter, and the present research was conducted with the aim of Identifying the competency indicators of ADMINISTRATIVE STAFF of medical centers. Methods: The current research is practical in terms of purpose,In terms of approach, it was done qualitatively and by thematic analysis method. The participants were employees of the ADMINISTRATIVE department of medical centers, which reached theoretical saturation with 16 people using the purposeful sampling method. The research instrument was semi-structured interview and the collected data was analyzed by coding and identifying the network of themes. The validity of the research results was confirmed with the criteria recommended by Lincoln and Guba. Results: In the current research, the findings were identified and classified in two dimensions: general competencies (with 4 components and 28 indicators) and professional competencies (with 3 components and 21 indicators). General competencies include (ADMINISTRATIVE skills, scientific skills, interpersonal competencies, personal and individual competencies) and professional competencies including (primary medical specialties, job competencies,knowing of standards and guidelines). Conclusion: Managers and heads of different departments of medical centers can use the findings of this research in order to increase the productivity of ADMINISTRATIVE department employees in the field of recruiting, retaining and assessing employees' competencies.

Background & Aim: Health promotion is the process of enabling people to increase control over and to improve their health and it has a considerable impact on improving health and quality of life of human resources in the workplace. This study aimed to compare thenurse’s health promoting behaviors with ADMINISTRATIVE and health care STAFF.Materials & Methods: In this cross-sectional study, 180 nurses, ADMINISTRATIVE and health STAFF were selected using convincing sampling from health centers and Imam Khomeini HOSPITAL, Saqqez, Iran. Data were collected by using demographic and the Health Promoting Lifestyle Profile II (HPLP-II) questionnaire and it analyzed using one-way analysis of variance, multivariate analysis and independent t-test by SPSS Version 16.Results: Overall, mean score of health promoting behaviors among participants of the present study was 2.68 ±.48. The highest score of health promoting behaviors was related to health centers STAFF and there was a significant difference between health centers STAFF and other groups (p<0.05). The highest total score among health promoting behaviors domains was related to nutrition and spiritual growth dimensions and the lowest score was related to physical activity dimension. Also the findings showed that the type of job and education level of participants have a statistically significant relationship with health promoting behaviors (P<0.05).Conclusion: However, the mean score of health promoting behaviors was at the desirable level among all the groups but there is need to pay more attention to physical activity dimension.

Background: The importance of safety in HOSPITALs can be studied from different angles since HOSPITAL is a critical environment for incidents. Assessment of occupational accidents in HOSPITALs can prevent their recurrence and maintain human and financial resources. This study aimed to investigate the occupational accidents among STAFF in a HOSPITAL.Methods: This cross-sectional descriptive-analytical study was carried out in a HOSPITAL in Tehran University of Medical Sciences. Two hundred and thirty STAFF from various wards of the HOSPITAL were recruited by stratified random sampling. Data collection was performed using a researcher made questionnaire. Data were analyzed by the SPSS-20 software with descriptive statistics, Mann-Whitney and Kruskal-Wallis tests.Results: The study results revealed that among STAFF, most of the occupational accidents was related to skin contact with blood or other body fluids and least of them belonged to toxicity with solvents. The results showed significant differences regarding occupational accidents between different groups of gender, years of work experience, organizational position, shift type, and age. Conclusion: Since most of the occupational accidents happened at least one time among HOSPITAL STAFF, paying attention to prevention of it is necessary. Due to the complex nature of HOSPITALs, management and prevention of occupational accidents require all personnel’s willpower and involvement, and HOSPITAL management reform.

The aim of the current research was to present the model of organizational socialization of education and training ADMINISTRATIVE STAFF with the approach of the general policies of the ADMINISTRATIVE system. The approach of the research is of a qualitative type with a meta-composite strategy and using the method of Sandelowski and Barroso. The analytical community includes books, articles and researches that have dealt with the issue of organizational socialization of employees in organizations in the years 2010-2023, the number of which was 130 volumes and with a purposeful and criteria-based sampling method, provided that they are relevant and up-to-date. which were most related to the subject were selected. Based on the entry criteria, 130 cases were identified and finally 22 foreign documents and 14 internal documents were analyzed using MaxQDA software. The final model of organizational socialization including eleven main concepts extracted from 78 codes was identified in the form of four categories in the form of research findings. The final results of the research showed that in the organizational socialization of educational ADMINISTRATIVE STAFF, based on the general policies of the ADMINISTRATIVE system, socialization activities, socialization system, socialization achievements, and competencies of socializing agents were identified. The results of the research showed that the organizational socialization model of education ADMINISTRATIVE STAFF is valid based on the general policies of the ADMINISTRATIVE system and the document of fundamental transformation of education and includes the components of socialization activities, socialization system, socialization achievements and competencies. Socializing factors.

Background: The circumstances of employment are determined by a variety of elements in today's world. The present study investigated the mediating role of organizational partnership and HOSPITAL STAFF management in improving HOSPITAL performance and STAFF satisfaction. Methods: This study was applied, descriptive-correlation. The statistical population included all employees of HOSPITALs in Bushehr province. Using stratified random sampling, 384 participants were chosen as the sample size based on Morgan's table. Organizational development was assessed using the 36-question questionnaire developed by Avolio, Gardner, and Valium, while organizational participation was assessed using the Hosseininoveh questionnaire. 30 elite individuals' opinions were sought after in order to verify and examine the face and content validity of the surveys. Over 0. 70 indicates acceptable reliability, according to Cronbach's alpha coefficient. Data analysis tools included SPSS 23 and the Sobel test. Results: According to the findings, there is a link between organizational development in public organizations and internalized ethical perspective, idealized influence, and intellectual stimulation through organizational collaboration. Conclusion: Labor productivity is one of the most significant factors in economic policymaking. According to the studies and the trust of experts, one can expect productivity in other production factors when the factors affecting organizational development are first known.

Background and Aim: Occupational injuries are an important human resource management challenge with negative effects on employees and organizations. A knowledge of the prevalence of occupational injuries is the first step in eliminating or reducing them. The aim of this study was to determine the prevalence of occupational injuries among financial employees of HOSPITALs affiliated to Tehran University of Medical Sciences. Materials and Methods: This was a cross-sectional questionnaire survey conducted in 2019 in 13 HOSPITALs of Tehran University of Medical Sciences using a valid questionnaire to gather data. A total of 162 questionnaires were randomly distributed among the financial STAFF of the HOSPITALs, but only 147 subjects completed the questionnaires. Data were analyzed using the SPSS statistical software. Result: Analysis of the data showed that 52. 6% and 50. 2% of the financial STAFF of the HOSPITALs were suffering from physical and mental occupational injuries, respectively. Most of the occupational physical injuries were related to headache, neck pain, back pain and visual impairment, and most of the occupational psychiatric injuries were stress and anxiety. Female and single employees experienced significantly more occupational injuries. Working in a sitting position for a long time, lack of proper equipment operation, lack of safety and health facilities, insufficient training and carelessness of STAFF were the causes of musculoskeletal injuries. Conclusions: About half of the HOSPITAL financial STAFF were found to suffer from occupational injuries. Occupational injuries had had direct and indirect costs for the employees and the HOSPITALs. HOSPITAL managers should plan and implement measures to eliminate or reduce occupational injuries at an individual, group, and organizational level.