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Background & Aims Health workers during the COVID-19 pandemic had high responsibilities of prevention and treatment, which can cause anxiety in them considering the negative effects of the pandemic on mental health. This study aims to investigate the COVID-19-related anxiety level and its relationship with job burnout in health workers from Bushehr province, southern Iran. Materials & Methods This is a descriptive-correlational study with a cross-sectional design that was conducted in 2022. Participants were 365 health workers from health centers affiliated to Bushehr University of Medical Sciences, who were selected by census method. The data was collected using a sociodemographic form, the Maslach Burnout Inventory, and the corona virus anxiety scale. SPSS software, version 16 was used for data analysis. Results Of 365 health workers, 308 completed the questionnaires. The majority of thm were female (69.5%) and married (85.7%). Their mean age and work experience were 37.8 and 13.9 years, respectively. The anxiety in most health workers (70.8%) was mild (Mean: 12.58 ±10.81). The findings also showed that 31.8% had moderate to severe emotional exhaustion; depersonalization was mostly low (82.1%), and about half had low personal achievement (49.7%). There was a significant relationship between COVID-19-related anxiety and emotional exhaustion (r=0.667; P

Background & Aims One of the reasons for leaving the job among nurses can be the lack of career adaptability, which refers to ability to cope with changes in working conditions. This study aims to determine the relationship between career adaptability and the intention to stay in job among nurses working in critical care units of teaching hospitals in Tehran, Iran. Materials & Methods This is a descriptive-correlational study with a cross-sectional design that was conducted in 2022-2023 in critical care units of seven hospitals affiliated to Iran University of Medical Sciences. Participants were 220 nurses working in these units with at least 6 months of work experience, who selected by a stratified sampling method from different working shifts. Data collection was done online using a demographic form, the career adapt-abilities scale (with four dimensions of concern, control, curiosity, confidence), and an intention to stay in job questionnaire (with three dimensions of adaptation, sacrifice, communication). Descriptive statistics (Mean±SD, frequency, percentage) were used to describe the data, while Pearson’s correlation test and regression analysis were used to assess the relationships between the study variables. Results The mean total score of career adaptability was 2.98±0.98 and the mean total score of intention to stay was 3.02±1. Among the dimensions of career adaptability, the highest average was related to concern (3.05±1.14) and the lowest score was related to curiosity (2.92±1.09). Among the dimensions of intention to stay, the highest score was related to sacrifice (3.06±1.09) and the lowest score was related to adaptability (2.98±1.1). A positive and significant relationship was found between career adaptability and the intention to stay in job (r=0.43, P

Background & Aims The most important factors for the development of any society are human resources. The intensive care units (ICUs) are the most important departments in the hospitals. Considering the importance of time management for patient care, lack of human resources in this profession, and the fact that nurses spend a lot of time on indirect and non-nursing works, this study aims to investigate the time and type of indirect patient care provided by nurses in the ICU of a hospital in Iran during the COVID-19 pandemic. Materials & Methods This is a descriptive, cross-sectional, and observational study that was conducted for 6 months. Participants were 42 nurses working in the ICU of Hafte Tir Hospital in Rey, Iran who were randomly selected from different shifts. Their activities were observed and their spent time was recorded by the researcher using the stopwatch mobile application. The data collection tool was the Persian version of the International Classification for Nursing Practice (ICNP) checklist with acceptable face and content validity according to opinions of a panel of experts (5 faculty members and 10 nurses). descriptive statistics (frequency, mean, standard deviation, minimum, and maximum) were used for data analysis by SPSS software, version 22. Results Most of nurses (60%) were in the age group of 30-39 years and 72% of them had a work experience of 11-20 years. Most of the nurses were female (85%) and married (80%). In each shift, nurses spent an average time of 247 minutes providing indirect care. The longest time in indirect care was related to writing nursing reports (34.9 ± 10.5 min per shift) and the shortest time were related to removing personal protective equipment (6.11±3.19 min per shift), consulting with a colleague, and wearing personal protective equipment (both with 7±3.55 min per shift). Conclusion Although patients need direct care and continuous presence of the nurse more during the COVID-19 pandemic and there are advanced equipment. To provide proper nursing care, it is important to increase the number of nurses and reduce their non-nursing activities.

Background & Aims Risk management in academic research, courses, and degrees is crucial in universities. However, there is no evidence for risk management in most aspects of university management. This study was conducted to determine the risk management Evaluation from the Staff's Perspective of Iran University Medical Sciences In 2021. Materials & Methods This is a descriptive cross-sectional study. The research samples were 224 staff of the Iran University of Medical Sciences selected by the available sampling method. The data collection tool was a risk management questionnaire. Risk management was classified into six dimensions. The first dimension is related to the level of employees' knowledge of risk management. The second dimension of risk management status. The third dimension includes policies and procedures. The fourth dimension is related to training status. The fifth dimension was the position of risk management, and finally, the sixth one was monitoring, analysis, evaluation, and risk control. In total, the questionnaire was examined in 45 questions on a 5-point Likert scale and was classified into three levels: poor (score less than 3), moderate (score 3 to 4), and good (score more than 4). The data were analyzed using SPSS software, version 26. The numerical indices of minimum, maximum, Mean±SD for the quantitative variables of the research were used. Friedman test was used to examine the relationship between domains and independent t-test, and analysis of variance and Pearson correlation coefficient was used to investigate the relationship between individual variables and risk management. Results The results showed that most employees (59.4%) were women and the majority (48.7%) were 45-36 years old. The majority of employees (72.8%) were married. Most of the participants (54.4%) worked in administrative headquarters. More than half of the employees (53.1%) had a university degree at the undergraduate level, and only 12.5% of them had completed risk management courses. The results showed that the total score of risk management was 2.44±0/82. The Friedman test result showed a statistically significant relationship between employees' knowledge of risk management and all areas of risk management (p = 0.00). Statistical tests showed that risk management had a statistically significant relationship with the variables of gender (P = 0.02), risk management (P

Background: Technology has made the quality of health care evolve, and widely deployed in healthcare service systems, but the entrance of technology to a defective system would intensify the same problems and the stress resulting from its application to users, which is called "Techno-stress". Objectives: This study aimed to assess the relationship between Technology Management and Techno-stress level among nurses. Data were analyzed using mean, standard deviation, Pearson and linear regression in SPSS 16. Methods: This survey was conducted to evaluate the frequency, intensity and levels of “Techno-stress and its dimensions” and “Technology Management by Two validated questionnaires. Results: The mean score of Techno-stress in the studied samples (195 registered nurses) was 51.55 ± 15.607 (highest mean score in the field of feeling pressure and the lowest mean score in the technology involving). In addition, there was a significant correlation Technology Management and the Techno-stress score (r= -0.242, p

Background: Performance appraisal is an essential component of health care organizations for the improvement in quality of patients' care. Awareness of managers' and employees' perception of performance appraisal can lead to improved performance appraisal quality. The purpose of this study was to compare the perception of performance appraisal among managers and nursing staff of hospitals affiliated to Isfahan University of Medical Sciences, Isfahan, Iran. Materials and Methods: This descriptive-analytical and cross-sectional study was conducted among 75 managers and 313 nurses in 2014. The participants were selected through a two-stage quota-random sampling. Data were collected using two researcher-made questionnaires (nursing managers and nurses' questionnaires). Data were analyzed using descriptive and statistical tests using the Software Package for the Social Sciences software. Results: The mean score of managers' and nurses' perception of the current performance appraisal was 56.8 (14.2) and 51.4 (14.5), respectively. A significant difference was observed between managers' and nurses' perception of performance appraisal (P = 0.004). The participants' perception was examined in terms of performance appraisal method, the consequences of performance appraisal, and the necessity of performance appraisal. In general, perception of managers was more positive than employees. Conclusions: The evaluation of the perception of nurses revealed deficiencies in the process of performance appraisal. Moreover, managers had a more positive perception than employees toward the current pattern of performance appraisal. The results of this study can be effective on the decisions of authorities in this field.

Introduction: Enabling nursing students in clinical skills such as management is only possible through creating enough opportunities for obtaining and practicing such skills in a clinical environment. Therefore, given the importance of this issue and lack of information and backgrounds on the subject, this study aimed to evaluate management internship of nursing students through both qualitative and quantitative methods. Methods: This concurrent mixed methods study was conducted in nursing faculty of Isfahan University of Medical Sciences in 2011 and data were gathered in two phases, qualitative and quantitative. 80 nursing students were selected in the quantitative phase (65 females and 15 males) who completed a management internship evaluation questionnaire whose validity had been verified earlier (r=0.8). At the same time, data about internship procedures were collected for the qualitative phase by interviewing 18 nursing students. Quantitative and qualitative data were analyzed by descriptive methods and qualitative content analysis respectively. Results: Findings of the quantitative phase showed that students became mostly proficient in routine activities such as writing a daily report and delivery and change in wards while had little proficiency in special and non-routine activities such as applying for monthly necessary equipment and participating in staff on-the-job training. In the qualitative phase, 48 conceptual codes were extracted. These experiences were classified into two categories of learning experiences and internship problems. Learning experiences were classified into five subcategories: organization, coordination, control, assessment and planning, and recording and reporting. Internship problems were classified into three subcategories: instructor-related problems, nature of internship training, and the internship environment. Conclusion:The results demonstrated that although students mostly became proficient in routine activities, they had never experienced some of these activities. This study also showed that there are barriers to implementation of such internships in terms of the nature, instructor, and environment which will have impacts on achieving internship objectives

Introduction: The medical waste productions increases in the recent decades because of hospitals development, health care equipment's promotion ,and applying syringe. These residues' unsuitable waste disposal is the important threat for the environment health. Nurses' Performance in hospitals, which is important in medical waste disposal, is an issue that needs to be investigated. Methods: This is a descriptive- applied across correlation study was performed on 320 cases of surgical nursing staff in hospitals in Isfahan in 2012. The data were collected by researcher-made questionnaire. questionnaire which included two parts; the first part contains demographic characters of the cases and the second part contains some questions about waste disposal. Questionnaire’s content and face validity were confirmed by 10 academic members, and reliability were examined in pilot study (chronbach alpha= 0/7). Data were analyzed in SPSS software (16) by using independent t-test, Pearson correlation, one-way ANOVA analysis. Results: The research data showed no significant relation in the different nurses' operation in separating hospital waste (T test p=0.1). Also, there was no significant difference among separating condition in different shifts (ANNOVA p=0/85). In separating hospital waste, the average was 74.04, and variance was 20.39 and in collecting the average was 80.04 and variance was 13.73. The coefficient is showing no significant relation between the age and job records, but the relation between education hours and separation degree was significant. In the controlling part of the supervisors' management on evacuating residues, the scores are 74.4 for separation part, packing (73.2), collecting (78.8), transporting (95) which are showing the upper than average level in all parts. Conclusion: Performance status score of nurses in the separation and collection of relevant test under section there was no significant difference between men and women. Also the separation of state and collect the relevant test between male and female nurses working in different shifts, age and years of work and study, there was no significant association. However, the separation and collection of the hours of training, there was a significant relationship between staff nurses Scores on the regulatory status of Supervisors resolution, packing, collection, transportation represents the average is higher than average (50%) and the shipping was 95. Based on the findings and results of studies on the training of nurses in the management of medical wastes require special training program annually And create a framework that can be used for this training as teamwork, face-to-face, video, announcements, brochures, pamphlets and training groups is in the hospital. Keywords: Nurses; Community Health; Surgery Department, Hospital; Medical Waste; Waste Management; Iran

Background: The main task of health managers is to select and hire efficient personnel and to retain them. Objectives: It is therefore necessary for managers to be aware of the status of their staffs. Due to the lack of access to information about nurses' retention rate in Iran, the researchers intended to design this study and perform it in public and private hospitals in Isfahan. Methods: This is a retrospective study based on information available in the past five years. In this study, in coordination with the competent authorities by completing a pre-prepared form, the necessary information was collected to measure the retention rate of nurses in public and private hospitals and the retention rate of nurses were calculated and reported. Results: The study showed that during the five years in 15 hospitals, in Isfahan form 2013-2017 totally 902 nurses had left their work in five years (89% women and 11% men), the majority of nurses were female (89%), the highest leaving was in 2013 (229 individuals) and the lowest leaving was in 2017 (125 individuals). Most of the departures in public hospitals were related to Completion of national academic obligations (58%), retirement (23.4%), sickness absenteeism and maternity leave (20.2%), resignation (16.4%). and extrusion (3%). Most of the departures in private hospitals were due to resignation (31.2%), sickness absenteeism and maternity leave (15.4%), retirement (8.2%), and extrusion (0.4%). Also, the maximum retention in public centers was (95.8%) and the minimum was in private hospitals (76%). Nurses' retention rate was increased from 2013 to 2017. Conclusion: Overall, the results of this study showed the large number of resignations in non-governmental centers indicate that nursing managers in these centers need to pay more attention to increasing job satisfaction and safety of nurses.

Background: Performance appraisal system can be an effective role to improve the infants' health in the Neonatal Intensive Care Unit (NICU). The most important challenge of the nurses' performance appraisal system is that the process is not conducted correctly. The aim of this study was therefore to determine the effect of the appraisal interview on the performance scores of the nurses in NICU. Materials and Methods: A randomized clinical trial study was conducted with 71 nurses in two selected hospitals of Isfahan University of Medical Sciences in 2018. The participants worked in the NICU and were selected through convenience sampling method, and then, were randomly assigned to the intervention and control groups. The intervention was an appraisal interview which was done by head nurses, who attended a training workshop to know how to conduct an appraisal process. Control group was appraised without an interview. The performance scores of both groups were collected through approved Nurse Appraisal Tool, developed by the Ministry of Health and Medical Education for nurses, and analyzed by SPSS Software before and after the intervention. Results: Independent t-test showed no significant differences in mean scores of nurses' performance appraisal before the intervention between the two groups (p = 0.91), but independent t-test showed that these scores were significantly higher in the intervention group compared to the control (p = 0.007). Conclusions: According to the findings, nurses' performance scores can be increased through an acceptable performance appraisal system with an interview process.

Background: Nursing adverse events (AEs) are well-defined problems in the healthcare system and may have irreparable consequences. Due to the complexity of care, many factors contribute to AEs and affect patient safety, one of which is occupational stress. The present study aimed to determine the relationship between nursing AEs and occupational stress in nurses in centers affiliated to Isfahan University of Medical Sciences, Isfahan, Iran, in 2015. Materials and Methods: In this descriptive correlational study, the participants were selected through random and quota sampling methods. The data collection tool was a three-part questionnaires consisting of a demographic characteristics form, the Nurses' Job Stress Questionnaire, and Nursing Adverse Events Questionnaire. Descriptive and analytical statistics were used to analyze the data in Statistical Package for the Social Sciences software. Results: Among the four factors affecting occupational stress in nurses, administrative factors had the highest impact; subsequently followed, by environmental factors and interpersonal factors. The mean score of AEs was reported as 30 cases per year. There was a significant correlation between the overall mean score of occupational stress and AEs (r = 0.12, p = 0.04). Conclusions: According to the results of this study, moderate to high levels of job stress were observed among nurses. The results also showed that occupational stress can lead to nursing AEs. Given that nurses believe the highest mean of occupational stressors is related to administrative factors, an appropriate and comprehensive leadership is necessary to improve the current conditions.