Introduction: Nursing is one of the occupations in which job stress is common. Job stress causes physical, psychological, social and family problems. Therefore, the present study aimed to Present a model of QUALITY of WORK LIFE based on job stress and optimism mediated by fatigue in married nurses of hospitals in Ahvaz. Methods: The method of the present study was descriptive-correlation. The statistical population consisted of all married nurses in Ahvaz hospitals in 2019. 202 people were selected as the sample by Convenience sampling method. Data collection with demographic questionnaire, "QUALITY of WORK LIFE Questionnaire", "Nursing Stress Scale", "LIFE Orientation Test” and “ Fatigue Scales” were performed. Content validity was performed by qualitative method and reliability by internal consistency method by calculating Cronbach's alpha coefficient. The collected data were used in SPSS. 24 and Amos. 23. Results: All direct paths except the path of job stress became significant to the QUALITY of WORK LIFE. Indirect routes were also significant through QUALITY of WORK LIFE fatigue (P <0. 01). Conclusions: The proposed model has a good fit and is an important step in recognizing the factors affecting the QUALITY of WORK LIFE of nurses. It is recommended to take a positive step to increase the QUALITY of nurses' WORKing LIFE by planning and implementing educational interventions in the field of job stress, optimism and fatigue.

QUALITY of WORK LIFE (QWL) originates from interactions between employees’ needs and relative organizational resources. QWL is aimed to improve and retain employees’ satisfaction, productivity and effectiveness of all organizations. A cross-sectional descriptive study was conducted among 15 Tehran University of Medical Sciences. A Cross-Sectional, descriptive study was conducted among 15 Tehran University of Medical Sciences' Hospitals' Radiology Departments' Employees by QWL questionnaire.Respondents were asked to express their attitudes about a range of key factors as the most important issues impacting their QWL. The data was collected and analyzed by SPSS version 15 software. Most of the respondents indicated that they were unsatisfied and very unsatisfied with key factors of their QWL.Comparison of QWL key factors of TUMS radiology employees with the other countries indicated that most of the employees are unsatisfied with their poor QWL factors. We hope, the implications of these findings deliberate to improve QWL within each of TUMS hospitals radiology departments and also be relevant and value to policymakers of healthcare organizations in Iran.

This study was conducted to determine the effect of variable nitrogen supply on yield parameters of two sugar beet varieties, as well as on biomass allocation to different parts of sugar beet plant at Safi-Abad Agric. Res. Center during 2003-4 and 2004-5. Five nitrogen rates (0, 60, 120, 180 and 240 kgha-1) and two monogerm sugar beet varieties (Shirin and Rasol) were arranged as factorial in a randomized complete block design with four replications. There was a significant difference between years for most sugar beet yield parameters. In the first year, nitrogen had no significant effect on root yield (mean of five rates was 93 t/ha) but changed sugar content significantly. N0 had the highest sugar content (13.7%). In the second year, root yield was influenced significantly by nitrogen so that N240 produced the highest root yield (80.9 tha-1) whereas sugar content did not change significantly. There were no significant differences between two varieties for all yield parameters in the two years. Increasing N shifted allocation of biomass to petiole and crown and reduced its allocation to root. But no differences between nitrogen rates for biomass allocation to leaf were found. All nitrogen rates had same leaf number, leaf area index and canopy closure during the first year, but during the second year increasing nitrogen levels accelerated canopy closure and increased leaf number and leaf area index. Nitrogen had no significant effect on nitrogen content and nitrogen uptake of different plant parts in the first year. Total nitrogen uptake by sugar beet at the end of season was 574 kgha-1 in the first year. In the second year, total nitrogen uptake was influenced by application of nitrogen, so that uptakes in 0 and 240 kgha-1 N were 186 and 351 kgha-1 respectively.

A high QUALITY of WORK LIFE (QWL) is essential for organizations to continue to attract and retain employees. QWL is a comprehensive program designated to improve employee satisfaction. This research aimed to provide insights into the positive and negative attitudes of Tehran University of Medical Sciences (TUMS) Hospitals’ employees from their QUALITY of LIFE. A cross- sectional, descriptive and analytical study was conducted among 908 TUMS hospitals’ employees by questionnaire at 15 studied hospitals. A stratified random sampling technique was used to select respondents as nursing, supportive and paramedical groups. The results showed that the majority of employees were dissatisfied with occupational health and safety, intermediate and senior managers, their income, balance between the time they spent WORKing and with family and also indicated that their WORK was not interesting and satisfying. TUMS hospitals’ employees responding to this survey have a poor QUALITY of WORK LIFE. We suggest more training and educations for TUMS hospitals’ managers on QWL issues are planned.

The research investigated the QUALITY of employees’ WORK LIFE of Education Organization in the city of Behshar. In order to do this, 132 employees were chosen randomly based on their occupational classification. The research method was survey. The tool for gathering data was a researcher-made questionnaire designed based on Watson’s model. The t-test, variances analysis, and Tukey’s tests were used to determine the situation of QUALITY of WORK LIFE of employees and differences of QUALITY of WORK LIFE of employees based on age, job experience, and occupational group. The results revealed seven dimensions of QUALITY of WORK LIFE were below the average and only social integration in the organization was around the average Comparing dimensions of QUALITY of WORK LIFE showed statistically significant differences among employees based on age, job experience, and occupational group.

Backgrounds: The QUALITY of midwifery services for 2 sensitive society groups, such as mothers and children, strongly depends on the midwives’ performance. Recently, QUALITY of WORK LIFE as the effective parameter on employees' job satisfaction, job performance, and organizational transformation is focused by managers. The current study aimed at assessing the QUALITY of WORK LIFE among midwives in Sabzevar, Iran.Methods & Materials: The current descriptive, cross sectional study was performed using census data in2010 on all midwives employed in hospitals and healthcare centers affiliated to Sabzevar University of Medical Sciences. Data were collected by the QUALITY of WORK LIFE and demographic questionnaires. Data were analyzed by SPSS version 18 using descriptive analytic indices, independent t test, ANOVA, and the Pearson correlation coefficient.Results: The mean age of midwives was 31.5±6.6 years and the mean score of WORK LIFE QUALITY for midwives was 10.4±7.1 out of 60 points, indicating low QUALITY of WORK LIFE in all participants. There was a correlation between the overall QUALITY of WORK LIFE and the average WORKing hours per week (P=0.021), and satisfaction of WORKload in shifts (P=0.002); but there was no significant relationship between the QUALITY of WORK LIFE and demographic characteristics such as age (P=0.30), academic degree (P=0.24), marital status (P=0.27), number of children (P=0.95), and monthly salary (P=0.37).Conclusion: It is hoped that the authorities take proper measures to improve midwives' WORK condition, enhance job security, and use midwives’ professional ability in the areas of their skills.

Background: Providing QUALITY services to clients of the Welfare Organization requires attention to the QUALITY of WORK LIFE of its staff; But no research has been done on improving the QUALITY of WORK LIFE of welfare staff. Aims: The purpose of this study was to determine the Effectiveness of training components of QUALITY of WORK LIFE on improving the QUALITY of WORK LIFE of staff and line staff of welfare organization in 2019. Method: The research method was quasi-experimental with Non-equivalent control group design. From the staff and line staff of welfare offices in Tehran and its affiliated centers in 2019, 30 persons were voluntarily selected and after controlling the entry and exit criteria, 15 employees in the experimental group and 15 others in the control group were randomly replaced. Training program of QUALITY of WORK LIFE extracted from Khabbazi research (2020), was conducted in 10 sessions for 120 minutes once a week as a group, and then the participants answered the Allameh questionnaire (1999) of QUALITY of WORK LIFE. Results: Data analysis using multivariate and univariate analysis of covariance showed that the difference between the experimental and control groups in terms of post-test score of QUALITY of WORK LIFE (P< 0/05) and all its components (P< 0/05) except the component of "staff awareness of managers performance" (P> 0/05) is significant. Conclusions: Training programs of QUALITY of WORK LIFE improve the QUALITY of WORK LIFE of employees by creating development in the organization.

Background and Aim: Evaluating and improving the employees’ QUALITY of WORK LIFE is one of the most important responsibilities of managers in each organization. The aim of this study was to design and prepare a questionnaire for evaluating the residents’ QUALITY of WORK LIFE and checking the validity and reliability of this tool.Materials and Methods: We collected the questionnaires which were used for the employees’ QUALITY of WORK LIFE, and designed by Delphi method a comprehensive questionnaire for measuring residents’ QUALITY of WORK LIFE. This questionnaire was distributed two times with one-week interval between 14 residents of Tehran University of Medical Sciences and then the validity and reliability was assessed by α cronbach model. We used the 5 experts in the field of health care management, medical education and health economics to determine the validity of QUALITY of WORKing LIFE questionnaire. The classification of cronbach's a for intra-rater reliability was: very good (0.9-1), good (0.8- 0.89), average (0.7-0.79), bad (0.6-0.69) and very bad (under 0.59).Results: The results of α cronbach test for questions reliability and the result a cronbach test for internal consistency of each class of question indicated the rather high reliability and validity of these questions.Conclusion: Regarding to the results of α cronbach test, we can deduce that our designed questionnaire encompass have satisfied validity and reliability and it can be used for future studies.