ABSTRACT
Today, health system is challenging with decreased or lack of nursing job satisfaction. Lack of nursing satisfaction that are major human resources of health, can lead to decrease quality of services, desertion, and work absence by nurses. Current study reviewed the nursing job satisfaction in teaching hospitals affiliated to Hormozgan University of Medical Sciences. In descriptive-analytical study, 250 nurses selected from 14 clinical departments of 3 university hospitals by simple random sampling. Data gathered by WHO's standard questionnaire of satisfaction that included demographic data and 36 questions about professional, communication and cooperative, managerial, and financial benefits and facilities dimensions. Data was analyzed by descriptive and inferential statistics, using SPSS Software. Nursing job satisfaction was 3.18 +/- 0.54 in moderate level. Average satisfaction of nursing from studied dimensions were respectively communication and cooperation 3.42 +/- 0.6, professional 3.35 +/- 0.6, managerial 2.63 +/- 0.83, and financial benefits and facilities 2.34 +/- 0.76. The relationship of individual dimensions with job satisfaction were respectively professional [r=0.94], managerial [r=0.79], communication and cooperative [r=0.78], and financial benefits and facilities [r=0.63]. Rate of nursing job satisfaction was moderate. The results of this study, showed that explaining the related dimensions on job satisfaction, can help hospitals' managers to manage better each of them by mechanisms such as reducing the professional stressful factors, improving the managerial methods, and justifing the payment system
ABSTRACT
The Various and progressive needs of the society for which the health care system is responsible, makes the health sector reforms and developments inevitable around the world. Increasing the efficiency and effectiveness of health services, equity, sustainable financing and management improvement are the main objectives of health sector reform. In the USA, healthcare reform has been widely confirmed in the new government's agenda and the main focus has set on the use of the new health information technology on the healthcare information management. The Government regards the main health information as a key to expand public healthcare coverage while improving quality and controlling costs. The health care information manifest has been proposed in seven items by the U.S. government. It claims to reach the pre-planned goals using the information technology. This is a review article and its data has been gathered from library review and valid web sites. The article is aimed at explaining the health care information position in the USA and the new health care reform based on the seven central focuses
ABSTRACT
The hospital activities have shout down without correct and well educated personnel. On the other hand fresh and satisfy manpower is the main object for presenting the qualitative service in organization. This is a descriptive and analytic survey and its objective is to analyze of manpower distribution that work in diagnostic, treatmental and logistic units of private and governmental hospitals in the city of Kerman and comparing it with standards. Data were gathered by observation, interview and completing a twelve item questionnaire which performed for pharmacy, laboratory, radiology, physiotherapy, nutrition, nursing, and other medical units. The questionnaire had 20 general questions about different hospital wards and numbers of available personnel. Administrative affair, physiotherapy, nutrition, laundry, pharmacy and accounting units had marginal shortage of manpower by 2.6% and nursing, medical, installation, laboratory and radiology marginal shortage of manpower by 3%. In comparison with the standards Afzalipoor hospital, Shahid Bahonar hospital and Rasie Firooz hospital are facing with 4.2% extra manpower and Shahid Beheshti hospital and Shafa hospitals are facing with the average of 6.3% extra manpower. Full service of medical resident doctors and personnel in the hospitals that spent formal period of work time for government [Tarh] [medical and paramedical] is a major reason for extra manpower. In spite of, these personnel formally do not belong to the hospitals, but they are practically as important hospital manpower and we count them as hospital manpower. Other reason of manpower deficiency is retirement and unsubsitution of employee. Using personnel in different positions at the same time for saving the money is the main reason of uncompleting the organization chart