Saeed Karimi; Kamal Gholipour; Peyman Mottaghi; Mohammad Hossein Yarmohammadian; Azad Shokri
Volume 12, Issue 3 , June 2015, , Pages 356-366
Abstract
Introduction: Quality of care from the perspective of patients is increasingly considered an important component of comprehensive chronic disease management and as instrument that use for evaluation of quality. This study aimed to assess of quality of delivered care among patients with rheumatoid ...
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Introduction: Quality of care from the perspective of patients is increasingly considered an important component of comprehensive chronic disease management and as instrument that use for evaluation of quality. This study aimed to assess of quality of delivered care among patients with rheumatoid arthritis based on a model of Comprehensive Quality Measurement in Health care (CQMH).Methods: A cross-sectional study was conducted with 170 people with rheumatoid arthritis who were received care from specialist clinics of Isfahan University of medical sciences in 2013. Validity of The study questionnaires were reviewed and confirmed by 8 specialist in rheumatology and research and there reliability was confirmed according to Cronbach's alpha index (Service Quality (SQ); α = 0.721, Technical Quality (TQ); α = 0.766, Costumer Quality (CQ); α = 0.803). Final scores for each dimension were referred on a 0-100 scale with high values indicating better quality. Data analyzed using the SPSS-19 statistical package. Independent Samples Test, ANOVA Tests were conducted to compare CQ, SQ, TQ and QI score between categorical variables.Results: The average Quality Index was 72.70 of a 0-100 scale and average SQ, TQ, CQ score were 79.09, 68.54, and 70.25 respectively. For CQ only 19.8% of participations staying the course of action even under stress and financial constraints, there was a significant gap between what Rheumatoid Arthritis (RA) care they received and what was recommended in the guideline for TQ and the concept of service quality was poorly developed in many cases, specifically "availability of support group" that was the lowest scores.Conclusion: According to the present study quality of care the patient’s perspective was low, thus its need to pay attention to patient partnership and empowering them to manage their condition. Also there are need to Promote compliance and establish association of rheumatology patients.
Mohammad Hossein Yarmohammadian; Farrokh Mojahed; Reza Gholi Vahidi; Kamal Gholipour; Azad Shokri; Vahid Rasi
Volume 9, Issue 7 , December 2012, , Pages 1006-1016
Abstract
Introduction: Discharge against medical advice (DAMA) may expose patients to an increased risk ofadverse medical outcomes. We conducted an intervention based on the factors associated with dischargeagainst medical advice for reducing DAMA.Methods: This was a pretest-posttest intervention conducted in ...
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Introduction: Discharge against medical advice (DAMA) may expose patients to an increased risk ofadverse medical outcomes. We conducted an intervention based on the factors associated with dischargeagainst medical advice for reducing DAMA.Methods: This was a pretest-posttest intervention conducted in Dr. Soulati Hospital in Urmia, Iran, in2011-2012. We analyzed the data extracted from the clinical governance office forms about self-discharge.After determining causes of discharge against medical advice (DAMA) according to data in 2011, wedesigned an intervention in clinical governance team to reduce the rate of self-discharges. Interventions likeeffective relationship among physician and patient, financial support in DAMA cases, and assessing patients’decision-making capacity were designed. Four months after implementing, we analyzed self-dischargesprevalence rate and result was compared with the previous year. Data were analyzed using the Excelsoftware and information presented by descriptive statistics.Results: The rate of DAMA in the study hospital was found to be 4.6% which decreased to 2.8 percent ofall the discharged patients 4 months after the intervention. Among patients who discharged againstmedical advice in this study, family or financial obstacle, patient’s healthy feeling, dissatisfaction withtheir care, dislike of the hospital environment, prolonged hospitalization, and patient judgment ofimprovement were the most important factor for their decision.Conclusion: Discharge against medical advice comes from many factors and information about thereasons for DAMA is necessary for identifying implementable strategies to reduce the likelihood andadverse health consequences of DAMA. Enhancement of doctor-patient communication, improvement ofhospital environment and social workers could reduce the DAMA rate. The need for a clearly documentedsystem or guidelines for assessing and managing such patients is highlighted.
Mohammad Hossein Yarmohammadian; Farhad Shafiepour Motlagh
Volume 9, Issue 7 , December 2012, , Pages 1073-1080
Abstract
Introduction: The perceived lean services are definite type of the therapy services that patients’ needs areresponded based on information about how to receive services in hospitals and medical centers. Thepresent study aimed to determine the relationship between availability of patients’ ...
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Introduction: The perceived lean services are definite type of the therapy services that patients’ needs areresponded based on information about how to receive services in hospitals and medical centers. Thepresent study aimed to determine the relationship between availability of patients’ therapy informationmanagement infrastructures and perceived lean services to find suitable model.Methods: The study population included all the patients in the hospitals and medical centers of Isfahan,Iran (n = 103). Subjects were selected by available sampling method (2011-2012). This was a descriptivecorrelativestudy in which the data were collected through three researcher-made questionnaires:Questionnaire of availability to patients’ therapy information management infrastructures (33 items,α = 0.87), questionnaire of perceived lean services (12 items, α = 0.93) and questionnaire of patient’ssatisfaction (15 items, α = 0.89).Results: The results indicated the direct effects of information management infrastructures caused bycondition of perception for patients (0.34) and information management for outpatients (0.27) in additionto the direct effect of the outpatients (0.42) and direct effects of information management for reception ofpatients due to any additional time (0.33). Moreover, there was a direct effect of information managementfor patients’ medical documents and literacy (0.13). The comparative fit index (CFA) showed that themeasurement model fit the data very well with a goodness of fit index (GFI) of 0.9 and adjusted goodnessof fit index (AGFI) equal to 0.953, root mean square error of approximation (RMSEA) equal to 0.078, anda chi-square equal to 268.6 (P < 0.001).Conclusion: The therapy information management infrastructures must be prepared to enhance quality ofservices to patients.
Susan Bahrami; Saeed Rajaeepour; Mohammad Hosseinn Yarmohammadia
Volume 9, Issue 5 , November and December 2012, , Pages 744-756
Abstract
The current world is the era of wisdom and knowledge. Endowments, natural and tangible assetsare not the key factor for success of communities and organizations; instead, management ofintangible assets in this turbulent and challenging environment for the organizations are the keysuccess factor for them. ...
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The current world is the era of wisdom and knowledge. Endowments, natural and tangible assetsare not the key factor for success of communities and organizations; instead, management ofintangible assets in this turbulent and challenging environment for the organizations are the keysuccess factor for them. The organizations which are able to recognize these assets and managethem properly would perform better than their competitors. In order to manage these assets,organizations are to be aware of the current situation, and in order to eliminate such deficiencies,they are required to do the necessary actions. This article seeks to review and compare thecommon components and models of intellectual assets and properties in the organizations throughonline review literature of Persian and Latin references. Human capital includes knowledge, skillsand experiences of employees, managers and their effective response to the future. Structuralcapital refers to the daily activities required in the learning and knowledge, and it is considered asthe supportive infrastructure of the human capital. The relational investment represents formaland informal relationships in an organization with external beneficiaries as well as theirperceptions concerning the organization and information exchange between them. Nowadays,various models are used in organizations for understanding and measuring intellectual capitalsuch as the balanced scorecard model, technology Broker's IC audit model, Scandia navigator,intellectual capital index, and intangible assets navigator each of which with unique features andbenefits. Products and organizations run based on the knowledge in the knowledge-basedeconomy. Meanwhile, the most successful organizations are those utilize intangible assets betterand faster. Currently, the intellectual capital is used to create and increase organizational value,and success of an organization depends upon its ability to manage this scarce resource.
Mohammad Hossein Yarmohamadian; Raheleh Samooie; Rahim Khodayari Zarnagh; Ali Ayoobian; Hossein Bagherian Mahmoodabadi
Volume 8, Issue 8 , January 2012, , Pages 1122-1128
Abstract
Introduction: Agility means ability to respond and react quickly and successfully toenvironmental changes. Agility is an important factor for hospital effectiveness. Agility in ahospital indicates the hospital's responsiveness when faced with internal and external changes. Ifhospitals are designed to ...
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Introduction: Agility means ability to respond and react quickly and successfully toenvironmental changes. Agility is an important factor for hospital effectiveness. Agility in ahospital indicates the hospital's responsiveness when faced with internal and external changes. Ifhospitals are designed to be agile, they should have the ability to compete with other hospitalsand provide appropriate services to their patients. This study compared agility in public andprivate hospitals in Isfahan, Iran in 2009.Methods: This descriptive, analytical, cross-sectional study was conducted in 2009. The studypopulation included the executives of administrative and financial sectors, health sector, andparaclinics, as well as supervisors in Khorshid, Chamran, Khanevadeh and Sina Hospitals. A totalnumber of 130 individuals (calculated according to Cochran formula) were selected from the fourmentioned hospitals. Data collection tool was the 42-item Likert-scale questionnaire of agility.The maximum and minimum scores of the questionnaire were 168 and zero, respectively. Thequestionnaire was valid and reliable based on the experts in the field and a Cronbach's alpha of0.96, respectively. Data was analyzed by descriptive and inferential statistical methods in SPSS16 .Results: Mean agility scores public and private hospitals were 103.7 and 113.9, respectively.Although a significant difference was observed between mean agility scores of selected hospitalsin Isfahan (P < 0.0001), public and private hospitals were not significantly different in terms ofagility (P > 0.05).Conclusion: Agility in both public and private hospitals was higher than moderate. In order toimprove agility in hospitals, using strategies and solutions such as flexible organizationalstructure, outsourcing of supplies and services, professional development of staff and preparationto face the environmental changes are required.
Mohammad Hosain Yarmohamadian; Maryam Yaghoubi; Jahanara Mamikhani; Maryam Ansary; Jahangir Karimian; Mostafa Kiani; Majid Shirzadi; Leila Shahrzadi
Volume 7, Issue 0 , December 2011
Abstract
Introduction: Evaluation of human resources requires proper indicators for its performance measurement. In fact, compiling indexes consider as the basic source of information evaluation. The aim of this study was to compiling the basic human resources indicators in health system to provide enough information ...
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Introduction: Evaluation of human resources requires proper indicators for its performance measurement. In fact, compiling indexes consider as the basic source of information evaluation. The aim of this study was to compiling the basic human resources indicators in health system to provide enough information to evaluate human resource management in this sector. This work developed by designing a conceptual framework to compile and classify the indicators.Methods: In this descriptive/ applied study, which carried out in 2006-7, the research sample was human resources office of University of Medical Sciences in Isfahan. To implement various stages of the scientific projects a conceptual framework for the project was designed and according to it the indicators was compiled using IPPO model and validation of the method was performed using concentrated discussion groups.Results: The designed indicators were categorized in seven groups, including input, process, output, efficiency, effectiveness, productivity and outcome. Total indicators in this index were 60.The final score of University Human Resources Department was 1042 that had been allocated 63% of the total score.Conclusion: Indicators considered as the most important tools in monitoring and evaluation activities of units of human resources in organizations. Hence, compiling indicators, as a human resources information system evaluation tool at different levels of health system is the most important tasks of managers and experts in this field.Key words: Indicators; Human Resources; Organization and Administration.
Susan Bahrami; Mohammad Hossein Yarmohammadian; Saeid Rajaeepour; Hassan Ali Bakhtiar Nasrabadi; Iraj Kazemi
Volume 7, Issue 0 , December 2011
Abstract
Introduction: Higher education administrators face with problems such as financial pressures, rapidly changing environment, competition with other higher education institutions to achieve higher academic rank and research, attracting students and more prone to grant more autonomy to faculty members .To ...
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Introduction: Higher education administrators face with problems such as financial pressures, rapidly changing environment, competition with other higher education institutions to achieve higher academic rank and research, attracting students and more prone to grant more autonomy to faculty members .To overcome mentioned problems ,they can use methods such as; innovation in curriculum, support services and teaching learning process. This article aimed to review the administrative and technical innovation in medical and non-medical universities.Methods: In this descriptive and analytical study all faculty members of public universities in the province (1830 people) were included, from which 840 individuals were selected by random stratified sampling, in 2010. Research tools included standardized Hongmin and colleagues questionnaire which validity and reliability was confirmed by face and content validity and coefficients of Cronbach's alpha (r=0.92) ,respectively. Data analyzed using SPSS18software and two levels of descriptive and inferential statistics. Results: Mean score of administrative and technical innovation in the province public universities was less than the average level.Mean score of administrative innovation, technicl innovation and technical innovation were between 4.17 - 4.5, 4.47 -4.8 and 4.3 - 4.6 respectivly, in confidence intervals of 99%. There was a significant difference between different mean organizational innovation scores of studied universities according to their demographic characteristics. Administrative innovation was higher in Isfahan University of Medical Sciences comparing with others and the innovation was higher in faculty members with 1-10 years experiences than those with 11-20 years. The technical innovation of Isfahan Technical University was higher than others and it was higher in faculty members with 1-10 years experiences than those with 11-20 years and it was lower in faculty members with the rank of associate professor.Conclusion: Universities should be managed so that the innovation become as a natural part of culture and daily activities and considered as increased knowledge for all faculty members and faculty.It is essential to achieve the ability of expedite the release and conversion of this knowledge to an investment which would consider as a stimulant for improving education.Keywords: Organizational Innovation; Organization and Administration; Universities.
Mehdi Abzari; Mohammad Hosein Yarmohammadian; Hoorsana Iravani
Volume 7, Issue 4 , December 2010
Abstract
Introduction: Netiquette is network etiquette or the etiquette of cyberspace. Recognizing organizational culture and its relationship with the netiquette Offers Strategies applied in order to Communication Development and creating learning organizations through the Internet for senior management. The ...
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Introduction: Netiquette is network etiquette or the etiquette of cyberspace. Recognizing organizational culture and its relationship with the netiquette Offers Strategies applied in order to Communication Development and creating learning organizations through the Internet for senior management. The purpose of this study has been Relationship between Organizational Culture and Netiquette among Academic Staff in IUMS.Methods: To achieve this end, the research method in this study was correlational which was a category of descriptive survey search. The target population comprised 594 faculty members of IUMS from which a sample 138 was randomly selected based on a simple stratified sampling method. For collecting the required data, two researcher developed questionnaires were formulated. The reliability of the questionnaires was computed by Chronbach's alpha coefficient formula. Reliability of the Organizational Culture's questionnaire happened to be 0.97 and Reliability of netiquette's questionnaire was 0.89 .Ultimately, SPSS Version #15 was used for the statistical analysis of the data.Results: The findings revealed that the there was no significant relationship between netiquette and organizational culture of the faculty members. As an illustration, sample members' favoring the team, focusing on details, seeking stability and courage outcomes varied in terms of their sex. In addition, regarding achievements and courage varied meaningfully concerning their employment record. Finally, members' viewpoint about innovation, favoring the team, risk taking, focusing on details, seeking stability and courage outcomes differed considerably based on their educational certificate and academic rank. There was no meaningful relationship between netiquette and demographic variables.Conclusion: Overall, organizationally culture and netiquette can be improved by engaging members in activities requiring cooperative thinking and exchange of knowledge; for the promotion of netiquette, the lows of netiquette must be taught, as well as, facility communication among member base on custom and traditions which must be train in Isfahan Medical university and in other government offices trough out the country.Keywords: Culture; Internet; Higher Education; Faculty.
Sayed Mehran Harirchian; Mohammad Hosein Yarmohammadian; Susan Bahrami; Mahnaz Bahadorani
Volume 7, Issue 3 , September 2010
Abstract
Introduction: Web-Based education; study of knowledge, attitude and practice of faculty members of Isfahan University of Medical Sciences.Methods: For this descriptive– survey, in 2008 all faculty members of all university departments of Isfahan University of Medical Sciences (706 people) as the study ...
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Introduction: Web-Based education; study of knowledge, attitude and practice of faculty members of Isfahan University of Medical Sciences.Methods: For this descriptive– survey, in 2008 all faculty members of all university departments of Isfahan University of Medical Sciences (706 people) as the study population were studied. Stratify random sampling was performed to determine 210 persons. The data collection tool was made by the researcher and its validity and reliability were proofed using content validity and Cronbach's alpha Coefficient (r = 0.92) respectively. Data were analyzed using statistical indicators such as mean, variance, standard deviation, t-test and Tukey test via SPSS software.Results: Research findings showed that the mean score of knowledge, attitude and performance of faculty members is higher than average. The members with master's and PhD degree had less knowledge than post doctorate members. The knowledge of members with 5 years services higher than the members with 10-20 years services. The knowledge of members with 5-10 years services higher than the members over 20 years services. The men faculty members had better attitude toward women and the assistant professors had better attitude toward associate professors in web– based education. The attitudes of PhD and post doctorate are better than members with master's degree. The associate professors attitudes had better than lecture members. The performance of members with PhD and post doctorate degree had better than members with master's degree. The performance of associate members had better than the master's degree. The members with less than 5 years services in compare with 10-20 years services had better.Conclusion: Progress of science and technology in the era of attention to the importance of e-Learning is a remarkable and organizations for their survival variable environmental conditions must be compatible. Development Network World Wide Web, higher education institutions also need to network facilities used in teaching and faculty members of these institutions of knowledge and skills needed for using technology in education and development of higher education are entitled.Keywords: Programmed Instruction; Awareness; Knowledge, Attitudes, Practice; Universities.
Farzaneh Eghbal; Mohammad Hossein Yarmohammadian; Seyyed Ali Seyadat
Volume 6, Issue 1 , March 2009
Abstract
Introduction: Human resources information management as one of the valuable and modern achievement is the biggest challenge that managers are faced with and there is a deep believe on application and practical execution of modern managerial approaches in human resource area such as European Foundation ...
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Introduction: Human resources information management as one of the valuable and modern achievement is the biggest challenge that managers are faced with and there is a deep believe on application and practical execution of modern managerial approaches in human resource area such as European Foundation for Quality Management (EFQM) model can cause performance improvement and organizational efficiency. EFQM presents assessment criteria information system for organization to evaluate organization performance and excellence in quality .The purpose of this study was to implement EFQM model through information system Performa system at Isfahan medical sciences university. Methods: This was an applied and descriptive cross-sectional research. The study population consisted of 32 staff managers and their deputies. Data collection instrument was an approach information performa system. Collected data were analyzed through descriptive statistics using SPSS and EFQM software's. Score for each of nine factors according to RADAR logic was calculated. Results: Total score for assessment of human resource management was 516, for empowerment 294, and for results were 222. Percentage score for each of the nine factors was as follows: leadership 61%, policy and strategy 75%, employees 58%, resources and partners 52%, processes 53%, client results 43%, employees results 29%, community results 55%, and key performance results 52%. Conclusion: Performa Information System approach in this model provided a system of information about strength area that needs improwment in human resources management in Isfahan University of Medical Sciences by using RADAR logic for improvement case and change were followed. Keywords: Employee Performance Appraisal; Personnel Management; Models, Theoretical.
Azadeh Dehghan; Mohammad Hosein Yarmohammadian
Volume 1, Issue 2 , September 2004
Abstract
Intreduction: Nowadays, organizational eultcure plays an important role in the process of developing and reconstructing an organization. The selection of an appropriate leadership style by the manager has an significant impact on the development and establishment of a favorable oragnizational culture ...
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Intreduction: Nowadays, organizational eultcure plays an important role in the process of developing and reconstructing an organization. The selection of an appropriate leadership style by the manager has an significant impact on the development and establishment of a favorable oragnizational culture wich pares the ground for the organization to comete with others. Metheds and materials: The is a descriptive study in which 28 managers including the bosses and their deputies in Isfahan university of Medical sciences were selected in census. The data were collected by two questionnaires one for organizational culture and one for leadership style. The validity and reliability of the questionnairs were examined. Both deseriptive (e.g percentage of frequency) and inferential statistics (e.g.chi.square, fisher-man exact test, Mann-Withn ey) were used to analyze the data spss soft ware. Results: The leadership style was freqnently eoeperative in this study. The was a peweful organizational culture prevailing and there was no relatienship between the manager ¨s leadership style and different organizational cultures due to lack of variety of leadership styles and their demographie fealures. And neither was any relationship between different kinds of organizational cultures and the manager’s demographic features when p is less than 0.05. Discussion: The findings revealed that the managers did not have enough varieties in their leadership styles. The managers should by able to choose an appropriate leadership. style according to the specifie sityation he encounters. Key words: organizational culture, leadership style, manager.
Ahmad Jamshidi; Mohammad Hossein Yarmohammadian; Fariba Arjmandi; Hedayatollah Asgari; Ahmadreza Reeisi
Volume 1, Issue 1 , March 2004, , Pages 1-4
Abstract
Introduction: Management is a specialized science and most of the health managers are not familiar with scientific management methods and direct their organization on the basis of their own experiences and assumptions, it is necessary to devise comprehensive educational programs according to the results ...
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Introduction: Management is a specialized science and most of the health managers are not familiar with scientific management methods and direct their organization on the basis of their own experiences and assumptions, it is necessary to devise comprehensive educational programs according to the results of needs assessment in order to promote the quality of health care services. Materials and methods: The health network managers, deputy managers, health care assistants, the managers of rural and urban care centers of nineteen health networks in Isfahan province were selected. To evaluate their educational needs, the researcher asked them to fill in questionnaire. Results: The majority of the managers (54%) were between 25 to 35 years old. Most of them (34.7%) had between five to nine years of service and 59% worked as manages between one to four years. 52% did not receive any training and 30% had participated in training courses. They mostly required executive (48.5%) and planning (46%) skills. There was a meaningful relationship between years of management services and all aspects of management skills. Discussion: Since the years of management services are related to all management skills, the level of experience can influence the individual’s skills. The years of service affect the executive skills and participation in training courses affect the planning quality. Key words: Needs assessment, health care management.
