Introduction: The use of a computerized system improves the effectiveness and efficiency of a medical record department, when managers and medical record staff design it according to their needs.

Methods: The present study is an applied-descriptive study. The first checklist is provided from professional texts, articles and internet. Having interviewed with medical record users, the researcher determined their needs in general requirements of HIS, general requirements of medical records department, medical records management, admission, discharge, statistics, coding, filing and chart completion. Then the characteristics of systems were determined by means of observations and questions and the percentage of compatibility between systems and needs of medical record users was calculated. 

Results: Our findings showed that totally average of compatibility between systems and needs of medical records users is 54 %. There are the least conformity in coding and filing and chart completion and the most conformity in medical records management and discharge. Our findings also showed that the users' needs are regarded by venders of systems and often they have met earlier and more important needs.

Conclusion: It is imperative that venders with support of managers regard more and more to users needs in order to improve systems.

Intrudaction: Conspicuous achievements of organization with minimum facilities on one hand and failure of organizations with materialist abilities on the other hand have been shown the considerable role of factors including non-materialist and spiritual in their success. Organizational culture would be considered as an effective factor in organization performance. correlation of organization's culture with the implication of six sigma in teaching hospitals affiliated with Kerman University of Medical Sciences (KUMS).

Methods: This is a descriptive-correlative study. The research society were employees of KUMS (N=1634). The sample size was 110 selected through a stratified random sampling. The data was collected via researcher-made self-administered questionnaires. Data collection tool was a questionnaire with three parts :( demographic information, organizational culture, and six sigma). The five point Likert scale used for scoring questions. 

Results: Our findings showed that there is a significant correlation between organizational culture and six sigma (Pearson correlations coefficient found as follow: 0.772, (0.01).In comparing organizational culture indices control and individual creativity had the highest mean score (61.37 and 58.94, respectively).Among six sigma indices, genuine focus on the customer, and Data- and Fact-Driven management had the highest mean score (2.92 and 2.82 respectively). Strive for perfection, tolerate failure had the lowest mean score.(2.34)

Conclusions: Considering the significant correlation between organizational culture and implication six sigma under, it would be desirable to prepare an appropriate atmosphere for implication six sigma in hospitals.

Introduction: Nowadays conflict is a serious problem in organizations, but conflict isn't reason for corruption in organizations for its nature. Ineffectiveness conflict management is the reason of undesirable outcomes. This study was carried out to determine correlation between emotional intelligence with conflict management strategies in managers of Qazvin Teaching Hospitals. 

Methods: This is a correlation cross sectional study. Sample subjects were 78 managers of Qazvin teaching hospitals. The Data were collected by Shearing's Emotional Intelligence questionnaire (EIQ), Robbins' Conflict Management Strategies questionnaire (CMSQ), and a demographic characteristics questionnaire, Likert,s scale. was used to score questions. The data analyzed by descriptive statistical indexes, Pearson's correlation coefficient, independent T test, and one way ANOVA.

Results: Findings showed that between managers EI with avoidance strategy in conflict management was significant negative correlation ( yy = - 0.370)., no correlation observed between EI with two strategies control and collaboration in conflict management (P>0.05). Also there was no correlation between EI and managers demographic characteristics (age, gender, job experience, management experience and educational degree).

Conclusion: Management EI can be an important factor in diagnosis and selecting the best strategy for conflict management in organization.

Introduction: In many countries, the medical records are important legal documents, essential not only for the present and future care for patients but also as legal documents to protect the patients and the hospitals. Medical record is a confidential document and always the patient's right to privacy must be regarded. Methods: This is a descriptive - cross sectional study. Study sample were 34 of teaching hospitals affiliated with Iran (9 hospitals), Tehran(16 hospitals), Shahid Beheshti (10 hospitals) Universities of Medical Sciences. The data was collected thorough a check list, presented by descriptive statistics on SPSS software.

Results: Regarding ratios of privacy and the release of patient information, in Iran, Tehran and Shaheed Beheshti Medical Sciences Universities were 61%,60% and 58 %, for request for the release of information, in 58%,56%,56% for General Medico-Legal Principles 63%,49%,36%and for Procedure for the Release of Medical Information in Legal Case were 72/59%, 73% and 81% for Preparing a Medical Record for Court 52% ,50% and 53%respectively.

Conclusion: Considering the importance information of medical record privacy, and due to extended application of medical records for authentication in legal cases, addressing on privacy principles is needed. Also majority of hospitals have dramatic differences with World Health Organization standards. Thus, we suggest more attention in privacy and release of patient information in legal cases and act for promotion policies regarding them.

Introduction:The quality work life is regarded as a global concept for organizational development and manpower management, and its provision and improvement is considered the main key to the success of any organization. The improvement of the quality work life is in fact considered a skill for the betterment of organizations by senior directors. Objective: To improve the management's productivity of hospital by increasing of the quality work life of the managers.

Methods:The present research is carried out in descriptive, cross-sectional method. The study population are the directors of the hospitals of the Social Security Organization of Tehran Province (N=10). The data gathered using two questionnaires, of which the 29-questions questionnaire related to the quality work life based on the quality work life components. ( Tatel, Casio, Morton, and the American Management Association, and the 21-item questionnaire were a questionnaire on productivity prepared based on Hersi and Goldsmith Model, scored based on Likret 5-score scale. In order to evaluate the consistency of questionnaires, the alpha method of Cronbakh was used. The alpha coefficient of Cronbakh was 0.86 and 0.89, respectively. The data was analyzed using SPSS software package and Spearman Correlation Coefficient). 

Results:Among the quality work life components, including materialistic and educational components, democracy in organization, participation in decision making, job design, and work space in organizations, the component of work space was located at the highest position, with an average of 3.72, and job design at the lowest point, with a coefficient of 2.90. Participation in decision making, with a correlation coefficient of 0.858 (P-value=0.002) showed the highest correlation with the quality work life from the statistical point of view, and materialistic privileges with a correlation coefficient of 0.358 (P-value=0.310) showed no correlation (P-value>0.05). On the other hand, given the averages obtained for productivity components, the component of job identification with an average of 4.4 was at the top and performance feedback with an average of 2.3 at the lowest point. The component of capacity, with a correlation coefficient of 0.664 (P- value=0.36), showed a positive and meaningful correlation with the productivity component. Based on the hypothesis put forward, only the component "democracy in organization", with a correlation coefficient of 0.665 (P-value=0.036), showed a positive and meaningful correlation with productivity.

Conclusion:There is a significant correlation between the quality work life and the productivity of the management of hospitals of the Social Security Organization of Tehran Province. Productivity could be improved through adopting logical principles and procedures such as encouragement.

Introduction:Teams as the fundamental units of organizations and lever keys are considered for improving the function of organization. For promoting the productivity and acquiring the satisfactory staffs and clients, organizations use working teams. Some organizations are highly dependent teams. Hospital is also one of these organizations, in which establishing cooperation between the members of team can play a role to accelerate patient's life saving operation and his/her improvement. This article aimed to determine and evaluate the effects of effective factors on efficacy of surgical work teams' efficacy from employee's point of views in training hospitals.

Methods:This study is a descriptive- survey research. Research population was surgical teams of Isfahan teaching hospitals. These teams were made of 6 groups of nurse, aides, and experts in surgery theaters, experts in anesthesia, nurses, anesthesists and surgeons. So, used sampling approach was classified sampling approach. 189 persons of members of surgical teams were selected randomly. Data collecting tools was a researcher made questionnaire, with Lycert scoring. External and content validation was confirmed by of guide and advisor professors, and its constancy was provided by primary study using Cronbach's alpha 0.94 coefficients.

Results: Our finding showed that team size, team task fitness, existence of definite goals in team, team, and norms in the efficacy of surgical work teams meaningfully affected more than average: and team cohesiveness, team composition, evaluation of function and the effect of remuneration in team and organizational support of team on the effectiveness, were less than average. By considering that surgical teams were complicated and incongruous one, team composition and team cohesiveness did not affect the efficacy of surgery teams. With multivariable regression analysis, team norms with 74. 5% had the highest amount effect on the efficacy of surgery teams. 

Conclusion: With promoting team norms, organizational support, and existence of clear goals in teams, the efficacy of surgical teams increase. Also perspectives of members of hospital surgery teams in terms of education, service background, position, hospital, age, and team size and sex, were similar about the effects of mentioned factors.

Introduction: Organizational culture is an influential factor for organizational performance in literature. The present study was aimed to determine the relationship between organizational culture and employee productivity in non-specialized teaching hospitals affiliated with Iran University of Medical Sciences (IUMS).

Methods: The stratified random sampling procedure was used to select 96 out of 1244 of the employees of the teaching hospitals affiliated with IUMS to participate in this research. The data were collected via a self-report questionnaire. The five points Likert scale used to score the questions where 1= very little, up to 5= a lot. 

Results: There is a significant relation between organizational culture and employee productivity (x2=57.0, P=›0/01). In comparing the mean score of organizational culture indices, "control" and "individual creativity" had the highest mean scores (e.g. 61.37 and 58.94 respectively). Among productivity indices, "understanding the job role" and "ability", had the highest mean scores (e.g. 69.35 and 57.68 respectively). 

Conclusion: It would be desirable to prepare an appropriate atmosphere for innovators and to teach employees about the value of effort.

Introduction: The assessment of healthcare and hospital services is a difficult, critical and multidimen- sional task, due to its complex nature, variable activities and interactions with multiple issues affected by economic, political and social restrictions. That is to say, hospital assessment must be done by attending of several issues and without any bias. This research was aimed to determine relationship between hospital ownership and performance assessment score of emergency department according to human resource indices, ethical values, structural issues, medical and non-medical equipments and quality indices. 

Methods: This research is a descriptive, cross-sectional and applied study. Its population includes all of 51 public and private general hospitals covered by Iran University of Medical Science (IUMS). Documentations and minutes recorded on Accreditation and Assessment Center of Medical in IUMS and also in Healthcare Ministry in the year 2007 are the data sources arranged by a designed form for gathering data. Data are processed by SPSS software and analyzed using independent t-tests.

Results: There isn’t any meaningful relation between hospital ownership and scores allocated, to ED human resource, ethical values, medical and non-medical equipments, medicals and consumption goods and quality indices in IUMS general hospitals(Pv=0.028). But we found a meaningful relation between hospital ownership and structural issues in this general hospital’s ED.

Conclusion: There are no differences between governmental and private hospitals according to docu- mented scores in 1386. So, it can point to an unbiased assessment by experts, and also adhering of scientific procedures in hospital assessment.

Introduction: Hospital as one of the most important providing organization of health sector uses a high proportion of health sources, needs to measure its efficiency a must. This this study was aimed to estimate the efficiency of hospitals.

Methods: This descriptive study has done in 2008.The study population are all health centers and general hospitals affiliated Isfahan University of Medical Science in 2005-2006.Data are accumulated by the forms that the researches have been drawn according to their purposes. Input variables were the numbers of specialist doctors, physician, nurses and other personals and the numbers of beds the output variables were the average of patient residing, the bed turnover interval, the coefficient of bed occupy, the numbers of outpatient reception and the hospitals income. Data are analyzed by the software of DEAP 2.

Results: The average of total technical efficiency, managerial efficiency and scale efficiency of the hospitals with the method of placed minimizing were 0.938, 0.957 and 0.98 respectively for 2005 and 0.946, 0.964 and 0.981 respectively for 006. These figures with the method of fixed maximization were 0.931, 0.974 and 0.956 for 2005 and 0.868, 0.902 and 0.962 for 2006. 

Conclusion: Inefficient hospitals should prevent from resources wastes in optimal level with decreas- ing the excessive laid and increasing the fixed levels they can acquire an optimal function by using this way.

Introduction: One of the of human resources development methods is job rotation. Research in this field is highly recommended and needs to be implemented in social security hospitals.The main purpose of this research was to determine the effect of job rotation on performance of nurses in the social security’s hospitals in Tehran. 

Methods: The present research is a causative -retrospective study, that carried out in nine hospitals in Tehran social security’s hospitals.Statistical population includes 45 nurses as the case group (who had job rotation) and 45 nurses as the control group (who had no job rotation) selected in a purposive sampling. Two groups were matched in the terms of age, sex, marital status, organization post, education, work record, and relevant clinical ward.Data collecting tools were questionnaires and the existing evaluation scores in the organization was used to assess of the nurses performance.

Results: Average score of the case group performance is 28.42 and for control group 28.41. We did not found meaningful relationship between job rotation and Performance of nurses in two groups (P=0.796).

Conclusion: The scores of the nurses performance in the studied hospitals is something independent from the status of their job rotation and, as was expected, has not improved the nurses performance.

Introduction: Medical Records Departments play an important role in evaluation and planning for performance of care services quality and quantity. This study was aimed to evaluate the performance of the Medical Record Department of Kermanshah Educational Hospitals by Standards of Ministry of Health & Medical Education. 

Methods: This is an applied descriptive cross-sectional research Research population includes medical records departments of hospitals of affiliated of Kermanshah medical university and medical sciences. Needed data has been collected by Interviews and Observations, (using a questionnaire and four check-lists for Admission, Filing, Coding and statistics units). To analyze of data, each four checklists of units was assigned 100 scores and then the performance average of each unit was calculated and compared. 

Results: The best performance was for statistics units by average 70/5% and lowest of it was for filing units by average 56/3%. The best total performance of MRD was for Imam Reza hospital by average 83/25% and the lowest of it was for Motazedi hospital by average 48/6%. Conclusion: Some hospitals use obsolete books for diseases coding. None of hospitals have written instructions pertinent to destruction of ambulatory, emergency and inpatient records. Most of filing units don’t use correct filing system.

Introduction: The hospitals is known to be allocated about 70 percent cost of health system in developing countries, This study was aimed to analysis and unit cost estimation of services using “Step-Down Method” in Fatemieh Hospital ( Semnan University of Medical Sciences-2006)

Methods: This is a cross-sectional, study. The study population is the functional departments of Fatemieh Hospital. Data collecting tools were researcher made tables and reviewing of existent documents and evidences. To analyze the data, we used Excel Software and complementing step-down chain. 

Results: Among three functional departments, the final service departments with 47.5 percent allocated the highest share followed by overhead and intermediate service departments with 24.3 and 21.5 percent of total hospital-wide costs respectively. Annual depreciation was 6.7. Expenditures on personnel cost accounts for almost 48 percent, substantially higher proportion of total cost than expenditures on buildings and permanent structures (5 percent), expenditures on utilities(3 percent) or materials and supplies (2 percent).

Conclusion: Special notice to subject of human resource management and labor productivity are visible and the final service department are necessary for organizing the same activity complementing Also making a database of cost recording in hospital, and implementing one comprehensive and integrated operational planning system at hospital system is needed for managers.

Introduction: Personnel’s concept of hospital is formed organizational climate and the most common internal factor at hospital that affects organizational climate is personality characteristics of personnel. These characteristics effect on humanistic communications. The aim of this study was to determine the relationship between hospital personnel’s personality characteristics and organizational climate. 

Methods: This is a descriptive-correlation research. The statistical sample consisted of 120 personnel of Fateme-ye Zahra hospital in Najafabad were selected from all personnel through the convenience sampling in 2008. The Eysenck Personality Questionnaire, covering personality aspects (introversion, extroversion, emotional stability and neuroticism) and organizational climate questionnaire in its six aspects (supportive, directive, restrictive, collegial, committed, and disengaged) were used for data gathering. Data were analyzed by descriptive statistics, chi-square test and t-test.

Results: There is no relationship between the personality characteristics of personnel and open/closed organizational climates. Also, no relationship was found between personality aspects and organizational climate except of disengaged. We found a positive relation among four aspects of personality. 

Conclusion: Extrovert personnel need to possess more committed of organizational climate. Thus, the hospital managers need more cognition about personality characteristics to select them in a better way.

Introduction: In this era, the grate evolutions in management science, has made the existence of an evaluation system unavoidable, the lack of an evaluation system in organization considered as one of the organizational disease signs. This research aimed to study the evaluation system of Iran University Medical Sciences (IUMS) with Balance Score Cards. 

Methods: In this descriptive research we included all 50 managers, and heads of hospitals in IUMS in census sampling. SPSS software was used for data analyzing, and we used descriptive statistics for presenting findings.

Results: The general aspect with 66.67% and financial aspects with 33.83% had the most and the least scores. This shows that the current system has essantial weakness in all of evaluation aspects.

Conclusion: The present system had the major weakness points in all of aspects, and the most major weakness was at the financial one.

Introduction: Competitive economy of clinical and health cares forced clinical and health organizations to use new managerial tools. One of the most effective tools is outsourcing. Outsourcing has many benefits and is a solution for finance restricts, and needs less capital investment.

 Methods: This is a descriptive cross-sectional study used Firoozgar hospital's pharmacy data in the years 2005-2007. Data are gathered by questionnaires, guided interviews, financial records, and statistics department documents. Data analyzed through Excel and SPSS softwares using T-test and Wilcoxon test. 

Results: After pharmacy outsourcing, many of hospital personnel’s and drug shopping costs have been saved monthly. The hospital has 100 million Rials monthly for renting the pharmacy place. Number of pharmacy personnel increased from 9 to 14, and their education increased too. The manager's daily spent time decreased. The satisfaction of clinical departments’ staff increased. 10 out of 19 activities had meaningful differences. The number of pharmacy's recipes increased.

Conclusion: The improvement of efficiency and effectiveness state of pharmacy shows that pharmacy outsourcing in Firoozgar hospital was successful.

Introduction: Hospital solid wastes are one of the environmental threats for health because of high contents of hazardous, toxics, and pathogen materials. Neglecting to safe and proper management of hospital solid wastes could lead to local and regional outbreaks and epidemics, which has high costs in addition to threat the public and environmental health. This survey aimed to study the solid wastes management in teaching and private hospitals in 2006.

Methods: This cross-sectional study conducted in 159 randomly selected wards in 6 teaching hospitals and 3 private hospitals. Data were collected by observation and completing a 72 questions questionnaire.

Results: In private hospitals wards with wastes segregation (67%), collection (39%), temporary storage (15/7%) and transportation to temporary storage, and final disposal site (27/5%) were better than those in teaching hospitals (13%, 35%, 7/3% and 2/11% respectively).

Conclusion: Wastes management in private hospitals is more desirable, because of more funds and managers' liberty, authority and flexibility to make better image for hospitals through delivering high quality services.

Introduction: The healthcare organization directors should utilize the quality management tools properly to improvement healthcare services. The is a crucial tool to measure achievement to organization quality goals ,and to improvement performances. The Iran National Quality Award is the most comprehensive model for performance assessment.

Methods: This is a descriptive case assessment, applied, research carried out in 2005.The statistical community are the managers, directors, and authorities in the hospital wards. The data collection tools are the standard questionnaires of The Iran National Quality Award. Data are collected according nine models, criteria and their scores calculated for each criterion, and for Hospital.

 Results: Acquired scores are as followed: leadership, strategy, personnel's resource and shareholders, processes, customers, benefits, personnel benefits, community benefits, and applied key benefits 58%, 56.2%,42%,55%,53.5%,51% ,41,46%,and 60.5% respectively. The total score was found 522 of 1000.

Conclusion: The Hospital may applicant for acquiring Iran National Quality Award after completing Award Constitution and providing required evidences. We recommend the Hospital to pay specific attention on improvement personnel, personnel's benefits, and community benefits criteria and by more training provides a proper understanding of Iran National Quality Award concepts.

Introduction: Nowadays, knowledge is most important impressed factor of health and medical sector's output. So recognizing and implementing knowledge management in health and medical sector is a powerful tool to represent preferred services to customers. Therefore, the purpose of this article was to evaluate knowledge management process dimensions in Yazd's health and medical sector. 

Methods: The population in this descriptive-analytic study is Yazd hospital's staff with upper secondary school degree. After studying knowledge management process, we designed a questionnaire in 6 parts to collecting data. For data analyzing we utilized SPSS software package and used t’ student, ANOVA and Turkey tests. 

Results: Knowledge management process with average of 2.85 is lower than average limit, but knowledge management using with average of 3.14 has a best performance. A significant difference is found between knowledge management dimensions. Comparing between knowledge management process dimensions didn't show any difference between knowledge strategy and knowledge retention average (рValue =0.916), knowledge creating and knowledge retention average (рvalue=0.407), or knowledge sharing and knowledge evaluation average (рvalue=0.601). Other paired comparisons have shown significance difference. With regard to average-based ranking, knowledge using with average of 3.14 is in first and knowledge evaluation with average of 2.59 placed in end of this average based categorized. 

Conclusion: Knowledge using is in ideal level between knowledge management dimensions in Yazd's health and medical sector but other dimensions aren't in ideal level. A significant difference found between knowledge management dimensions.

Introduction: Studying organizational culture acts as a tool for gathering information, and enables managers to compare work groups to prioritize problems and identify staff understandings and expectations to improve the gap between current and optimal situations. This research was aimed to study organizational culture in Hashemi Nezhad Hospital in Tehran based on Denison Model, to evaluate four aspects, as, Involvement, Consistency, Adaptability and Mission.

Methods: This is a Cross- Sectional study carried out in summer 2009. The research population are comprised all employees in Hashemi Nezhad Hospital, and the sample 130 employees selected through Randomized- Stratified sampling. Data are collected by Standard Denison Questionnaire and the analyzed by SPSS software, t-test and ANOVA tests.

 Results: The majority of employees (%72) evaluated organizational culture situation as suitable. The hospital gained the highest score concerning involvement and the lowest in consistency. The scores gained by the hospital in four main cultural aspects were medium level and above. The highest mean of organizational culture found for Team Orientation, 4.24 and the lowest mean was related to Coordination and Integration, 3.24. But totally most criteria were acceptable.

Conclusion: The organizational culture of this hospital was found in acceptable level, which will pave the way for successful changes and can help managers to predict change prioritize systematically and set strategies for successful implementation of management techniques and process.

Introduction: Branding for health care services is a new phenomenon. Most of health care organizations have a few experiences on developing branding strategy. The aim of this study was to determine the relation between branding and functional indices in Qhaem hospital.

Methods: IThis cross-sectional correlational study carried on during September 2008 until March 2009 period Study population includes Hospital Authorities in different sectors and offices and documents. Data are gathered by: interviewing with hospital’s authorities, reviewing the documents, and investigating the statistics. The analyzed by SPSS software. We used T-test to compare the groups when necessary. 

Results: We found significant difference between branding and average of changes on the hospital admission (P<0. 05), percentage of bed occupancy, average of Bed turnover rate and Bed turn Over Interval (P<0. 05). 

Conclusion: Branding has a positive effect on hospital's hoteling performance.