saeed karimi; Sima Nejadlabbaf; Taha Nasiri; lida shams
Volume 10, Issue 4 , November 2013, , Pages 549-557
Abstract
Introduction: Using economic principles and after that evaluating economical operation of hospitals cause the correction of procedures and continuation of activities and provide economic managing of hospital’s industry. The aim of this study was estimation production function in selected public ...
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Introduction: Using economic principles and after that evaluating economical operation of hospitals cause the correction of procedures and continuation of activities and provide economic managing of hospital’s industry. The aim of this study was estimation production function in selected public hospitals of Isfahan University of Medical Sciences to assessment economical behavior of these hospitals in use of resources. Methods: This study was a kind of application studies that perform in descriptive-analytic manner in 2011. In this study bilateral logarithmic Cab-Douglas production function used to assessment economical behavior of hospitals. Research society was 5 selected military hospitals of Isfahan University of Medical Sciences. Data collected in form of Panel (Composition of cross-sectional and time series) for a 6 years period by survey method. Finally EVIEWS 5 econometrical software used for estimation the model. Results: study findings showed that active beds (0/91), nurse (0/11), physician (0/01) and other personnel (0/008) inputs respectively have greater impact on production (number of Inpatient admission) of hospitals. The Coefficient of all inputs -except hospital beds- were significant (P<0.05). All of inputs were in economic area. Amount of appointment coefficient were in excellent range (R2=0.98). Summations of coefficients were more than 1 that shows increasing return to scale. Conclusion: the findings show great important of bed in rise of production (number of Inpatient admission). Thus the productivity of beds is high in hospitals and the greater role for production of hospital (number of inpatient discharge). Also we can say use of current hospitals capacity and investment in increasing production inputs can be an effective solution rather than building new hospitals because of increasing return to scale. Keywords: Economics, Hospital; Economics, Behavioral; Hospitals
Hamid Ravaghi; Lida Shams; Aidin Aryankhesal; Masoud Salehi
Volume 10, Issue 2 , July 2013
Abstract
Introduction: Commitment of staff is intangible asset that can highly provide better services. Since providing healthcare services is only possible through efficient human resources, this study evaluated the association between person-organization fit and organizational commitment of staff in university ...
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Introduction: Commitment of staff is intangible asset that can highly provide better services. Since providing healthcare services is only possible through efficient human resources, this study evaluated the association between person-organization fit and organizational commitment of staff in university hospitals of Tehran University of Medical Sciences, Iran. Methods: This was a descriptive and cross-sectional study which was conducted in 2011. All the staff employed in university hospitals and medical centers have been chosen. Firoozgar, Baharloo, Shariati and Hazrate Rasoul Hospitals were randomly selected as the study samples. Sample size (n = 180) distributed between the hospitals using the class-ratio method. Data were collected using person-organization fit (Scrogines) and organizational commitment (Myer and Allen) questionnaires, and their validity and reliability were evaluated. Data analysis was done through the Spearman-Pearson correlation test, Cronbach's alpha and Intra cross-correlation tests. Results: According to the study, the level of person-organization fit between staff was moderate (4.48). In the dimensions of organizational commitment, normative commitment (4.68) had the highest mean and continuous commitment (4.42) had the lowest mean. In general, organizational commitment among the staff has been in high levels. In addition, there was a statistical significant association between person-fit and affective commitment, continuance commitment, normative commitment and organizational commitment. Conclusion: Considering the important role of healthcare organizations and human resources for providing services and achieving conclusive goals, it is necessary to prove the association between person-organization fit and organizational commitment and policymaker must give more attention to the person-organization fit in attraction, selection and adjustability of staff. Keywords: Person-Organization Fit; Organizational Commitment; Personnel; Hospitals
Lida Shams; Golrokh Atighechian; Sayed Mohammad Ehsan Farahabadi
Volume 9, Issue 7 , December 2012, , Pages 1039-1046
Abstract
Introduction: Due to the fact that nurses constitute the highest percentage of hospital staff and quality ofhealth care is largely influenced by their performance, evaluation of the internal environment from theirperspective can greatly indicate the improvement and the strength points of the hospital. ...
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Introduction: Due to the fact that nurses constitute the highest percentage of hospital staff and quality ofhealth care is largely influenced by their performance, evaluation of the internal environment from theirperspective can greatly indicate the improvement and the strength points of the hospital. This study aimedto clarify nurses’ view regarding the status of the internal environment component.Methods: A quantitative-analytical study was carried out in educational, non-educational and privateselected hospitals of Isfahan University of Medical Sciences, Iran in 2010. The sampling method wasclustering method and inside the cluster, it was done proportionally. Finally, nurses were selectedrandomly. Inclusion criteria were being nurse with bachelor and master degrees. On this basis, the numberof sample was estimated equal to 384. Data were collected using standard questionnaire (WiseboardSix-Dimension Box Model) with Cronbach's alpha of 89.7. Data were analyzed using statistical tests suchas Pearson correlation, independent t-test and analysis of variance (ANOVA).Results: Considering the factors included in this study i.e. “purposes”, “structure”, “helpful mechanisms”“relationships”, “leadership”, “reward mechanism”, the weakness of all the hospitals in the rewardmechanism was revealed (educational hospitals = 22.6, non-educational hospitals = 24.0, privatehospitals = 25.4). The organizational structure was the weakness of non-educational hospitals and alsoable to improve in the other studied groups (educational hospitals = 19.88, private hospitals = 19.93).Conclusion: Systematic approach at the design and development of a fair compensation mechanism withrepresentatives of staff can have a significant impact on improvement of the current situation of studiedhospitals and also facilitates organization to achieve its goals
