[ relationship between job satisfaction and Hertzberg's motivative-hygienic factors in staffs of Yasouj hospitals]

Efficacy and success of each organization depends on its employee's efforts as well as their job satisfaction. Our study was conducted to determine the relationship between job satisfaction and Hertzberg's motivative-hygienic factors in staff of Yasouj hospitals. In this descriptive cross-sectional study, 100 staff of Yasouj hospitals were selected randomly and participated in the research. The data were collected via a self-report standardized questionnaire. All variables were assessed using a 5-point scale [1-5]. Among the hygienic factors, physical environment and job security were the most important factors. Among the motivative factors, perception of success in labor and myrtle concern in labor was the most important factors. Motivative factors were more efficient than hygienic factors for job motivation. Most of staff believed that welfare opportunities, inequity, incompetence, are the most negative important factors in work promotion. There was a significant relationship between age, salary situation and hygienic factors. However, there were no significant differences in regard of gender, marriage, employment status, academic achievement and motivative-hygienic factors. Planning to provide "suitable salary", "job security", "policy", "work condition", "job responsibility", "interest in the job" and "recognition" can be impressive in employee performance improvement

[ structural model for the ministry of welfare and social security in Iran]

To recognize the structure, covering criteria and basic duties of the ministry of welfare and social security in Iran and some selected countries and to choose an appropriate structure for Iran. In this observational study, to find a model for Iran, the structure of ministry of welfare and social security in some countries has been studied. Of all the structural aspects, centralization has been chosen to be the axis of this study. The results of this study showed some differences and some similarities in the structure of welfare and social security in target communities. Similarities: in most countries the basics of duties for reaching goals is the same. The structure is simple, brief and the planning is centralized and the performance is non-centralized. The whole structure of ministry of welfare and social security management is non-centralized. Differences: there are two different methods for analysis of welfare and social security; coverage method and occupational method. This study showed that the duties that were determined for this ministry are broad and various. It is necessary to cover everybody in the society. To achieve this goal, coverage criteria must be nationality. The structure should be non-centralized to have a simpler, briefer structure. In this situation the role of government is to plan, assess and determine standards in the higher levels