Evidence Based Health Policy,

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Background: In today competitive world, human work force has always been a concern for organizations, especially healthcare providers, and organizations are always looking for improving their employees' job performance. Among various factors affecting job performance are two factors of organization and personality traits of the workforce. Therefore, the aim of this study was to investigate the relationship between five personality traits of nurses and the organization knowledge of their job performance.
 Methods: This is an analytical study conducted in a cross sectional way in 2016. Sixty one nurses working in a traumatic hospital proportional to different wards were selected and entered the research. The instruments for collecting data were three organizational knowledge questionnaires (35 items), five personality traits (60 items), and job performance (15 items). Data were analyzed using SPSS20 and descriptive statistics and artificial neural networks.
 Results: Among demographic characteristics, variables of marital status (% 16.7) and gender (% 1.5), among aspects of organizational knowledge, two dimensions of rewards (% 64.6) and leadership (% 4.3) and among aspects of Five-personality traits, accountability (% 100) and flexibility (% 11.3) had the highest and lowest importance coefficient respectively.
Conclusion: rewarding and accountability can improve nurses' job performance.
Therefore, hospital managers can help to improve their nursing performance by using appropriate rewarding mechanisms, reinforcing staff accountability and employing responsible personnel.

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Background: Leukemia is the fifth most common cancer among both genders. The prevalence of this type of cancer has been increasing in Iran. According to the Iranian Cancer Registry System, leukemia is among the first four cancer cases in terms of causing mortality. Considering the importance of survival rate of patients with acute cancers in Iran, this study aimed to study survival of patients with acute adult leukemia in Iran systematically.
Methods: In this study, all articles on the survival rate of patients with acute leukemia were searched throughout the Google scholar,web of science, PubMed, Scopus, Cochrane of science, Cochrane, Magiran, Irandoc, IranMedex and SID websites. Our search included the articles published up toJune 2017. Using the keywords of Iran, ، Leukemia, ، Survival rate, blood cancer, life expectancy and their compositions. The search process was completed by two researchers independently. Then, all the reviewed articles and theses that met our inclusion criteria were examined. The data were analyzed using a comprehensive meta-analysis software and by running the Cochran test.
Results: We investigated eight studies with a sample of 1219 people in our meta-analysis. The findings showed that the 1-year survival rate for adults with acute leukemia was 61 % and the 5-year survival rate was 48 %.
Conclusion: According to the research findings, the survival rate of patients with acute leukemia in Iran is the same as other countries.
 

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Background: Measurement of the organizational performance would be effective and helpful for improvement, in the case that it is based on an appropriate and principled system. Such a system uses specific indicators to measure the productivity and performance of the organizations. In fact, these indicators act as useful tools for strategic planning in managerial levels. Given the importance of the issue, this study aimed to develop the key productivity indicators for hospitals affiliated to Isfahan University of Medical Sciences. These indicators are designed to be applied in evaluation, implementation, and improvement processes of the organizations under study.
Methods: This was a qualitative study conducted among the hospitals affiliated to Isfahan University of Medical Sciences in 2015. Purposive sampling method was applied and the study participants were selected through snowballing. Then, the participants were organized in a focus group consisting of 16 experts in the field of hospital performance and efficiency indicators to achieve the research objectives by using indexing matrix method. Finally, validity of the developed indices was confirmed using Delphi method.
Results: A total of 42 productivity indicators were formulated. Of these, nine indices were input (structural), which included financial, human resources, and energy consumption indicators. The next 29 indices were output and mainly belonged to the financial, efficiency, and quality area. The final four indices included process indicators and consisted of length of stay in emergency department, waiting time for out of hospital counseling, and waiting time for the presence of resuscitation team at the patient bedside during the cardiopulmonary resuscitation.
Conclusion: Development of the indicators in three areas of input, process, and output helped managers and policy makers to access reliable and valid instrument for measuring organizational productivity.

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Background: Reflection has been extensively used in different areas for better thinking about previous experiences and reaching to new behaviors, which leads to an improvement in personal skills and knowledge. Reflection ability is one of the most essential competencies for healthcare professionals and medical students, which is emphasized in several medical courses and references. This ability is improved with practice and repetition. Therefore, reflection in medical education is very important. Thus the aim of the present study was evaluation of reliability and validity of the tool for assessing this skill and determination of reflection ability level of health care management students.
Methods: The present descriptive and cross-sectional research, performed in two phases. The study population were 30 students of health care management. In the first phase, after the translation of the questionnaire, the reliability and validity of the questionnaire was determined. In the second phase and for evaluation of reflection ability level in health care management students, the Groningen Reflection Ability Scale questionnaire was completed by students and data analyzed with independent t-test and Pearson correlation statistical tests.
Results: The reliability and validity of the questionnaire were confirmed (Cronbach's alpha = 0.73). The reflection ability score of students was 82.13 ± 4.24. After a statistical analysis of data among genders, although the reflection scores of males (83.58 ± 4.37) were higher than females (81.17 ± 3.97), but this difference was not statistically significant (P-value ≥ 0.05). Also, the difference between demographic variables and reflection ability scores was not statistically significant (P-value ≥ 0.05).
Conclusion: This study showed that the GRAS questionnaire is a useful tool for assessing the reflection ability and students have medium scores of reflection ability so educational managers should pay serious attention in planning related fields.

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Background: Organizations usually seek for decreasing problems such as slacking and aggression and increase the behaviors that lead to a benefit such as productivity for the organization. One of the factors creating productivity in the organization is organizational citizenship behavior. Therefore, this research is aimed at investigating the relationship between organizational citizenship behavior and human resources productivity in the selected hospitals of ShahidSadoughi University of Medical Sciences in Yazd, 2018.
Methods: This research is a descriptive correlation study. The population includes the staff of three selected hospitals in Yazd. Out of the mentioned population, 211 people were selected by random sampling. Data collection tool was a standard questionnaire. Reliability and validity of the tool have been already approved in a similar study. The questionnaire consists of two parts including: organizational citizenship behavior, , and human resources productivity. Data analysis was done by Pearson correlation, regression, t-test, and analysis of variance in SPSS₁₆.
Results: The mean total scores of organizational citizenship behavior and human resources productivity were 3.06 ± 0.32 and 3.50 ± 0.62, respectively. The investigation of the mean scores of organizational citizenship behavior in each aspect indicated that the highest mean score, 4.11 ± 0.54, belonged to altruism and the lowest, 1.58 ± 0.75, belonged to sportsmanship. Among the various aspects of human resources productivity, the highest mean score was for competency, 3.89 ± 0.55, and the lowest was obtained for support, 3.22 ± 0.57. Based on the employees’ perspectives, there was a positive and significant relationship between OCB and human resources productivity (P-value < 0.001 and r = 0.297).
Conclusion: OCBhas a direct effect on resources productivity based on the staff viewpoints in educational hospitals. So, providing the opportunity of promotion of organizational citizenship behaviors can be an effective factor in increasing human resources productivity.
 

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Background: Today, there are hospitals called “Magnet Hospital” that are renowned for attracting and retaining expert nurses. These hospital have designed a set of work environment standards to support professional nursing practice. The present research aimed to investigate the feasibility of magnet (attractive) hospital components.
Methods: This descriptive cross-sectional study was performed in 2019. The sample included 200 nurses working in educational hospitals of Shahid Sadoughi University of Medical Sciences in Yazd; the samples were selected by stratified sampling. Data collection was done by using a standard questionnaire whose reliability and validity had been approved. The questionnaire included four dimensions (personnel strategies, management style, professional progression, and autonomy). Data analysis was done by SPSS₂₂ and T-test statistics.
Results: The average scores of personnel strategies, professional progression, management style, and autonomy in the studied hospitals were respectively obtained as 2.94 ± 0.78, 3.29 ± 0.85, 3.01 ± 0.81, and 3.36 ± 0.59. The mean score of feasibility was obtained as 3.1359 (± 0.61491) in control group; these scores were significantly higher than the cutoff point (3) (P-value ˂ 0.05). In general, the studied hospitals were at an optimal level in terms of magnet hospital components.
Conclusion: Regarding the potential capacities of the studied hospitals and their movement towards acquiring the magnet hospital components, promotion of magnet properties such as strong leadership, employee empowerment, respect, cohesion, cooperation, recognition and recruitment of the nursing staff should be paid attention.

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Background: One of the most important tasks of health care managers is  allocateing resources, controling them and ensuring their effective use when available. This study examines the consequences and costs of emergency services in Yazd in 2018.
Methods: This was a descriptive-analytical study performed on patients of 11 centers in Yazd in 2018. The population of the city  was approximately 750,000  in 2018 (1). Direct and indirect costs were extracted, and the consequences and costs of Yazd emergency in 2018 were calculated in riyal and Dollars.
Results: This study showed that in 2018, out of 173154 contacts, 37988 cases led to the dispatch of an ambulance, and the response rate was 18 %. The rate of hospitalization was 52 %. The average time of dispatch in  Yazd pre-hospital emergency department was (10:48) in 2018. Of the 59 high-risk patients who were transported to Yazd's pre-hospital emergency in 2018, 5 patients had successful cardiopulmonary resuscitation(discharge from the hospital). In other words, effectiveness and saving people from death was 8.4 %. Depreciation costs in the pre-hospital emergency department of Yazd in 2018 amounted to 65,061 Dollars (9,759,264,923 Rial). The cost of personnel salaries and benefits was 39669829 Dollars ( 59504743663 Rial). This amount was about 40 % of the total cost of the year for pre-hospital emergency in Yazd city. The average cost of each mission-dispatch was 25 Dollars (3775967 Rial).
Conclusion: This study examines the consequences and costs of per hospital emergency department in Yazd in 2018. The high number of unnecessary calls to Yazd emergency department calls for the need to raise public awareness. Moreover, the lack of need to transfer half of these people to hospital requires training and retraining of telephone triage nurses.

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