Evidence Based Health Policy,

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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: 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.