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Background Satisfaction with the salary and other payments and the way they are distributed are of the most important and effective dimensions of human resources management. The purpose of this study was to determine the level of employee satisfaction with the performance-based payment plan in 2021 across hospitals. Materials & Methods This was a cross-sectional study conducted in 2021 on 280 employees of teaching hospitals affiliated to Iran University of Medical Sciences. Data were collected by a questionnaire and analyzed by non-parametric tests and Spearman correlation in SPSS. Results The mean of total satisfaction in the staff was 2.95 ± 0.55 (out of 5). Among the various categories in the field of satisfaction, the highest mean of satisfaction was related to the physical conditions of the workplace with 3.3 ± 0.64 (out of 5) and the least was related to the payment system with 2.56 ± 0/86. The mean performance of all employees was 63.72 ± 8.82. (out of 100). In this regard, the mean score of staff attendance was 74.22 ± 6.97, job type was 30.97 ± 15.78 and the average quality coefficient of performance was 85.98 ± 11.12. According to the Spearman correlation test, there was a significant correlation between mean total satisfaction and attendance score (r = 0.19), job type score (r = 0.32) and performance quality coefficient (r = 0.21) (p-value

Introduction: Root cause analysis is one of the most important tools in disaster management that aims to identify the real causes of an issue and find ways to eliminate them. Surgery is one of the areas in which the possibility of clinical error is significant. Therefore, the study aims to explain the weaknesses and challenges of root cause analysis in surgical events and identify the experience of staff around the technology. Materials and methods: This qualitative study was conducted through interviews in 2021. Twenty members of the root cause analysis team working in teaching hospitals affiliated to Iran University of Medical Sciences were interviewed. After conducting the interviews, MAXQDA software version 10 was used to analyze the thematic content and extract concepts related to the research objectives. Results: The majority of participants were female, head nurse, aged 30 to 40, work experience of 11 to 15, and employed in Hasheminejad Hospital. The most important weaknesses identified for root cause analysis included the lack of proper implementation of the root cause analysis process and the lack of participation of individuals, hospitals and universities in this process. Conclusion: Health managers and policymakers should address the weaknesses of root cause analysis by explaining the necessity of the process, root cause analysis immediately after each clinical event, evaluating the effectiveness of root cause analysis, and providing adequate feedback from the authorities. Upstream therapy, creating a culture of root cause analysis, providing the necessary facilities to perform these analyzes, providing clear instructions to encourage and punish employees.

Nowadays, the use of design thinking methodology in organization and management studies is increasing. In Iran within the field of organization and management, there is still a gap between thinking, formulation, and action, and the application of design thinking has been undeveloped conceptually and methodologically. The goal of this study is to explain discourses of design thinking, principles, models, and methods. The methodology of the study is based on a qualitative approach using secondary data content analysis and general qualitative research strategy. According to the study results, design thinking is rooted in two discourses of design and management, although with distinct applications. In this study, human-centered design, a combination of divergent and convergent thinking, co-creation, Iteration, and prototyping were identified as the five principles of design thinking in the field of the organization. In the following, the design thinking models of leading organizations were classified based on phases, stages and activities of design thinking and some of its most common methods were explained. Design thinking models are mainly process-based and can be summarized in four stages of exploration, creation, reflection, and implementation. Finally, research and operational suggestions for the use of design thinking in organizational and management problems with regard to the problem characteristics, level of analysis, and expected outputs are presented. These are unlimited to management science and will be used in other social sciences.

Objective People with disabilities are highly vulnerable during disasters and their mortality is higher than normal population. The causes of this vulnerability, in addition to the physical problems and movement limitations, can be lack of their knowledge in facing with disasters. Such deficiencies can adversely affect their preparedness surviving in the disastrous situations and cause adverse consequences. Hence, this study aimed to identify the educational needs of people with physical disabilities and related groups in earthquakes, through understanding their views. Materials & Methods The study was done in a qualitative method. Participants were selected from people with physical disability who had an experience of earthquake, literate, and in the age range of 18-60 years, through purposive sampling in two methods of maximum variation and snowballing. Semi-structured interviews were used for data collection and data saturation was reached with the entry of 18 eligible individuals. Thematic analysis was applied for data analysis assisted by MAXQDA software V. 10. Results According to the participants, education was an essential factor for improving their preparedness for earthquake. The educational needs were categorized as two main themes. The first main theme included two subthemes: 1. Basic educational needs such as saving life and prevention of secondary disabilities, keeping calm, stress management, and decision making; and 2. Empowerment educational needs such as coping with disabilities in critical situations, providing relief to other people in case of having enough ability, and educating other people with disabilities. The second theme included two subthemes: 1. General educational needs related to families and public, such as rescue of people with disabilities, saving self-life and prevention of disabilities, proper relief to public for prevention of disabilities, accompanying and psychological support of people with disabilities; and 2. The specialized educational needs for relief workers and disaster managers, including relief to people with disabilities, prevention of disability and injury while rescuing public, familiarity with different groups of people with disabilities and their needs, and considering the needs of people with disabilities in the response measures.. Conclusion Based on the findings, the educational needs of people with physical disabilities and related groups, emerged in the form of preserving life, health and disability prevention, empowerment and improving the quality of services in the earthquake. Fulfilling the educational needs can increase the preparedness of these people in facing with earthquakes, although it requires the development of standard and practical educational programs by obtaining their opinions and implementing it in the situations before the disasters. On the other hand, considering that no serious and principled action has been taken so far in the field of education of people with disabilities, it is necessary for the planners and policymakers to formulate specialized policies in accordance with the country's conditions. This measures can be effective in reducing mortality and improving the health of these people in disaster situations.

Background: This study aimed to explore the process of establishing a non-governmental and nonprofit hospital, as a corporate infantry, and a model for the establishment of autonomous and corporate hospitals. Materials and Methods: This was a qualitative case study. The data were collected by interviewing the founders of Moheb Mehr Hospital, staff and some university officials and charity organizations. The data analysis was conducted based on grounded theory principles and data were coded in three stages of open, axial and selective coding. Results: The primary factors behind the establishment of Moheb Hospital were the low level of physicianschr('39') fees and the physicians’ dual practice in the public and private sectors. The existence of unused spaces at Hashemi-Nejad Hospital and the possibility of contracting supplementary insurance were the secondary factors. The reaction included welcoming from hospital physicians and opposition from the government and the Ministry of Health. A good patient access was created due to the lower charges, in comparison to the private sector, and having contract with the supplementary insurance. The negative comments from the government and the Ministry were gradually adjusted. Conclusion: The decentralization initiatives of the public sector in hospitals should be considered as a bottom-up process. Instead of turning government hospitals into independent or corporate, it is better to re-establish them in an autonomous or corporate form. Also, before any decentralization action, financial and managerial stability must be created in the organizations. Morevoer, employee benefits must be preserved. Instead of receiving government funding, it is better to use the capacity of the endowment and receive bank loans.

Evaluation of Human Resource Productivity Dimensions Based on ACHIEVE Model: a study on personnel of hospitals affiliated to Iran University of Medical Sciences Jafari Mehdi1, Hedayatirad Sedigheh2*, Aryankhesal Aidin3, Bordbar Najmeh4, Tavakoli Nader5 1. Professor, Department of Healthcare Services Management, Faculty of Health Management and Information Sciences, Iran University of Medical Sciences, Tehran, Iran 2. MSc Student of Health Services Management, Faculty of Health Management and Information Sciences, Iran University of Medical Sciences, Tehran, Iran 3. Associate Professor, Department of Healthcare Services Management, Faculty of Health Management and Information Sciences, Iran University of Medical Sciences, Tehran, Iran 4. Ph.D. Student in Health Services Management, School of Management and Medical Informatics, Shiraz University of Medical Sciences, Shiraz, Iran 5. Associate Professor, Department of Emergency Medicine, Trauma and Injury Research Center, Iran University of Medical Sciences, Tehran, Iran *Correspondence: Sedigheh Hedayatirad Address: School of Health Management and Information Sciences, No.6, Rashid Yasemi St. Valie Asr Ave, Tehran, Iran Tel: 00982188794301 Email: hedayatirad1304@gmail.com Abstract: Background & Objectives: Productivity and performance improvement of human resource, as the most valuable asset and resource in the organization, have a greater impact on success and productivity of the organization than any other factors. The purpose of this study was to evaluate the dimensions of human resource productivity based on ACHIEVE model among personnel of hospitals affiliated to Iran University of Medical Sciences. Methods: This descriptive-analytical cross-sectional study was performed on 358 clinical and nonclinical personnel in 15 teaching hospitals of Iran University of Medical Sciences in 2019, selected by stratified relative randomized sampling. To collect data, the standard ACHIEVE questionnaire was used. Data analysis was done using one-way ANOVA, T-test and Tukey post hoc and through SPSS version 22 software. Results: Mean score of human resource productivity was 2.8 which was in a moderate condition. The highest and lowest mean scores of productivity were respectively related to environment (3.38) and motivation (2.30) dimensions. There was a significant difference in productivity based on gender, occupational group and educational level. Conclusion: It seems that creating performance-based management systems and fair rewards and benefits systems, as well as continuous performance appraisal sessions between employees and their supervisors could be effective in increasing motivation. Key­words: Evaluation, Productivity, Clinical personnel, Nonclinical personnel, Teaching hospital, ACHIEVE Model Citation: Jafari M, Hedayatirad S, Aryankhesal A, Bordbar N, Tavakoli N. Evaluation of Human Resource Productivity Dimensions Based on ACHIEVE Model: a study on personnel of hospitals affiliated to Iran University of Medical Sciences. Journal of Health Based Research 2019; 5(3): 273-86. [In Persian]

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