Background and purpose: Presently, computers and the development of information technology have resolved many limitations in the health and medical arena, and have also opened many doors to improve communication, information and ability for better patient care, in health and medical care provider centers. Moreover, they have many applications such as virtual reality, medical data-bank, tele-health, expert systems and information-networks. The purpose of this study was to evaluate reporting software of ADS9 counteri’s program.Materials and methods: This research is a descriptive study which was performed in 2008. Population of this study include EMPLOYEES in office of statistics of Medical Universities in Iran, that work in conjunction with Hospimp software and is answerable regarding Hospimp software in the Ministry of Health and Medical Education. For data collection, researcher used a two-part questionnaire for evaluating general and specified criteria pertaining to the software. The analysis of data was used in descriptive manner with SPSS. The grade of variables studied in this research involved: evaluation of general properties, specified properties, statistical reporting, data-bases, goal of groups and aim of the program with Hospimp software, that is, in average 37.5, 22.58, 41.66, 57.14, 36.36 and 27.27, with a standard deviations of 0.09, 0.08, 0.15, 0.2, 0.15 and 0.14.Results: Technical tissue fall in the slide was not observed. 93.93 % of SCC was stained by p63. None of the small cell carcinoma was stained by p63. In the first 2 months, 53.34% of distained section’s had similar staining intensity, compared with re-cut sections, 46.66% of cases were decreased in staining intensity and none were negative.Conclusion: Generally, in the evaluated dimensions, Hospimp software has more blind spots rather than strength spots. General properties of the software have a better intensity level, than its specified properties. In order to improve and develop useable software’s in the health and medical arenas, we will recommend the development of international standards in designing, production, testing, measuring and software conservation.

Introduction: Evaluation of HOSPITAL information system (HIS) is a complex endeavor, in which all human, technical and organizational aspects should be considered. This study aimed to develop indicators for HIS evaluation.Methods: Present qualitative study was carried out through a cross-sectional method in 2012 in Kerman province, using Delphi technique. Given the objectives of this study, three independent phases were performed including literature review, providing draft indicators for HIS evaluation and reaching consensus. Required data were obtained through interviews and designed forms. Twenty-three experts composed the study population in interview and reaching consensus phases. Validity and reliability were confirmed through content validity and test-retest method, respectively. Data were analyzed using descriptive statistics.Results: Final set of indicators for HIS evaluation consisted of ninety-one indicators under 8 main topics, i.e. technical quality, software quality, architecture and interface quality, vendor quality, after-sale services quality, workflow support quality, support department, outcome quality and HIS cost.Conclusion: Given the complexity of information system evaluation, all human, technical and organizational aspects have to be taken into account in any evaluation. Proposed indicators provide the possibility of comprehensive evaluation of HIS.

Introduction: The efficacy and success of an organization depend on its EMPLOYEES’ performance and satisfaction. On the other hand, motivating EMPLOYEES to improve their work quality and increase their productivity are essential principles of one organization’ s staff management. Objective: This research aimed to study the motivation and job satisfaction and their relations in HOSPITAL staff in Sanandaj Kurdistan province. Materials and Methods: As a cross-sectional study, 175 HOSPITAL EMPLOYEES in Sanandaj were selected through a simple random sampling method. Scales were Verve’ s Bayfield test for measuring personal satisfaction, and a researcher-made questionnaire according to the Herzberg theory for measuring job motivation which its initial Cronbach was in an acceptable range (0. 87). Data were analyzed through SPSS version 22. Results: The overall mean of job satisfaction for nurses was 3. 12, for office personnel 3. 09, and personnel in the service category was 2. 75, these means are below the normal mean. Job satisfaction didn’ t show meaningful differences between groups but it has a positive correlation with motivation (r=0. 572). Among motivational factors, the sense of responsibility with 3. 9 score, development and progress 3. 18, and health-related factors such as good income 3. 9, and good relationship with others 3. 81, were prioritized in the second level of determinative factors. Discussion and Conclusion: According to the study findings, and the fact that motivation and job satisfaction are highly influential factors in increasing the productivity of an organization, HOSPITAL management should pay special attention to motivating EMPLOYEES and improving approaches to increase satisfaction among their staff.

Objective(s): Taking the importance of end-users' satisfaction in the overall success of a HIS, this study was performed to assess their attitudes in different HOSPITALs in Tehran.Methods: Interviews were made with officials of 20 HOSPITALs in Tehran. Research tool was a questionnaire in 8 parts. Results: Sixty three officials entered into the study. The average age was 40.7 years and 62.1% were male. 80.5% of the respondents indicated that they were satisfied or very satisfied with HIS in their HOSPITALs. In general several factors found to be important to the HIS users. These were: better communication and quicker and more effective access to data, reports and outputs, organization management, resources, proper training for managers and users, compliance assessment inside the organization, ease of learning and implementation, effective support, and ease of use. Conclusion: The development of HOSPITAL information systems in Iran is in its early stages and despite their considerable progresses during recent years, they still require more investment in order to satisfy the administrators' and end users' expections.

Objectives: The purpose of this study was to assess job satisfaction and mental health among EMPLOYEES of Hazrat-e Rasoul HOSPITAL Complex. Method: The research sample included 300 HOSPITAL nursing and administrative EMPLOYEES (252female and 48 male) who completed Job Satisfaction and General Health Questionnaires. Research data were analyzed by descriptive statistic methods and correlation coefficient. Findings: This study showed that on the whole 61% of EMPLOYEES were satisfied and 39% were unsatisfied with their jobs. The rate of job satisfaction in nurses was significantly lower than the administrative EMPLOYEES. In both groups, the greatest aspects of job satisfaction were expressed in relation to higher ranking workers and the nature of the work; the least satisfactory dimensions of the job were salary, fringe benefits, and possible awards and bonuses. A negative correlation was obtained between job satisfactions with the level of education. There was not a significant correlation between job satisfaction with age, sex, marital status, and history of employment. The total score of General Health Questionnaire for 53.3% of the sample was out of the normal range and also negatively correlated with the level of job satisfaction. In addition, the lowest level of mental health and job satisfaction was seen in nurses who worked in CCU, ICU, surgery rooms, and internal medicine wards. Results: There is a correlation between low level of job satisfaction and increasing mental disorders.

Background: Continuous educational programs are one of the essential ways to promote human resources; inconsistency of the courses with individual and organizational needs may lead to organizational dissatisfaction, job performance reduction, and time and capital waste. The study aimed to evaluate the attitudes of the EMPLOYEES about in-service continuous educational programs; they participated in the above-mentioned programs in the continuous educational units from 2006 to 2017 in Ahwaz city, Iran. Methods: In this cross-sectional study, all the treatment and administrative EMPLOYEES in the HOSPITAL participated in the educational plans. Out of 548 EMPLOYEES, 225 were selected using the ratio-random sampling method in the late 2017. The study instrument was a validated questionnaire with 66 items and 5 scales of adaptation, efficient management, individual development, growth of attitudes, EMPLOYEES’ knowledge and skills, and managers’ support for implementing operational programs; its validity was measured using Cronbach’ s Alpha (α =0. 93). The collected data were analysed in SPSS V. 23 using descriptive statistics, mean scores, SD, χ 2 test, ANOVA, and t-test. Results: Based on the study findings, the participants maintained that management of continuing education courses was useful and beneficial, and there was a statistically significant difference between the main variables and the total score (P<0. 001). The Eta square showed that literacy (ɳ 2=0. 224, R2=0. 462) and gender (ɳ 2=0. 205, R2=0. 345) had less efficiency, and occupation (ɳ 2=0. 581, R2=0. 219) significantly affected continuous education programs (P<0. 01). Conclusion: It is suggested that cognitive dimension and occupation should be considered in implementing continuous education programs. Additionally, educational content should be updated since education considerably affects the EMPLOYEES’ individual and professional growth.

Introduction: Organizational justice is term that is used for describing ustice in job situations. Perception of injustice has disturbing effects on sprit of team work. Because it affects effort and motivation of EMPLOYEES. The purpose of this study was to survey the relationship of organizational justice and EMPLOYEES’ productivity in selected educational HOSPITAL at Iran University of medical sciences in 2011. This study is a co-relational-descriptive survey. Sample of research is 131 EMPLOYEES of selected HOSPITAL of Iran university. Two questionnaires were used for data collection. SPSS software was used for data analysis using appropriate statistical tests. Perceived organizational justice was high in HOSPITAL number one and it was least in HOSPITAL number two. Employee’s productivity was most in HOSPITAL one and it was least in HOSPITAL number 3. There was positive and significant relationship between organizational justice and their dimensions with EMPLOYEES productivity (p-value<0.01). Perceived organizational justice was low and EMPLOYEES’ productivity was more than mediocrity. Thus managers should plan and act for improving perceived organizational justice and EMPLOYEES’ productivity.

Lack of attention to mental health is one of the important factors in reducing efficiency, loss of manpower and physical and psychological complications, especially in professional services. The purpose of this study was to determine the mental health status of Salah al-Din Ayubi Baneh HOSPITAL, which examines the four dimensions of mental health. Methods: This is a cross-sectional study. The research population consisted of personnel working in Salah al-Din Ayubi HOSPITAL in Baneh at 2016. Sixty-six people were selected by stratified random sampling method. Data were collected using General Health Questionnaire (GHQ-28) and analyzed using SPSS19 software. Results: In this study, the prevalence of mental disorders among staff was 29. 4%. The mental health status of physical aspect, social function, anxiety and depression were 7. 4%, 3. 07%, 12. 4% and 1. 5%, respectively. There was no statistically significant relationship between the variables used in this study (age, sex, marital status, occupational status, field of study and number of children) with psychological disorders (p> 0. 05). Conclusion: The findings of this study showed that mental disorders among HOSPITAL staff are highly prevalent. Therefore, more attention is needed from authorities and researchers to develop mental health programs through interventional programs.

The health and therapeutic EMPLOYEES are facing with some particular hazards. The existing insurance system has a lot of different shortcomings. Determination of the frequency and type of accidents in a HOSPITAL was the main objective. All accidents were recorded and the study period was divided in to 3 periods. The victims who reported their accident were classified from personality point of view and the accidents of highly reliable EMPLOYEES were analyzed. Although number of needle-stick was relatively high (4.5%), cuts (45.4%) were on top. Youngsters had the highest injury rate. Creation of a unique record keeping system for the country or even for the world was the final conclusion.

Background: The purpose of this study was to investigate the quality of life of EMPLOYEES working in a psychiatric HOSPITAL. Materials & Methods: The present study is a descriptive cross-sectional study conducted in Roozbeh HOSPITAL in 2018. The sample size was calculated using Cochran's formula and 112 questionnaires were analyzed. Quality of life was assessed using the 36-item Short Form questionnaire (SF-36). Data analysis was conducted using SPSS software, descriptive statistics, Kruskal-Wallis, ChiSquare and Cramer's post-test. Results: The findings revealed that the overall score of quality of life was 68. 8. The highest mean of quality of life score was related to Physical functioning function (84. 2) and energy fatigue had the least score (58. 7). Also, the results of the study showed that there was a significant relationship between education groups and quality of life in terms of physical functioning (P-value=0. 007); work experience and quality of life in social functioning dimensions (P-value<0. 02); between having HOSPITAL patient communication and caregivers' communication with the quality of life in energy fatigue and pain dimensions (0. 005, 0. 05> P-Value); in Roozbeh Psychiatric HOSPITAL staff. Conclusion: According to the research findings, the quality of life of Roozbeh Psychiatric HOSPITAL staff is moderate and educational and therapeutic interventions are recommended to improve the quality of life of the staff.