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Background and Purpose: Organizational commitment among nurses, a critical aspect of hospital workforce management, is influenced by various factors, including job attachment. This attachment fosters motivation and commitment, which ultimately enhances the quality of healthcare services. This study investigates the relationship between organizational commitment and job attachment among nurses working in selected teaching hospitals affiliated with Shahid Sadoughi University of Medical Sciences in Yazd in 2022. Methods: This descriptive-analytical study involved all nurses at Shahid Sadoughi Hospital in Yazd. A sample size of 298 nurses was determined using Cochran's formula. Data collection was conducted using the Job Descriptive Index (JDI) by Edwards and Kilpatrick (1984) and the Organizational Commitment Questionnaire (OCQ) by Allen and Meyer (1990). The data were analyzed using the Chi-square test with SPSS version 21 software and structural equation modeling via LISREL software. Results: Among the nurses surveyed, 43.17% reported being satisfied with their jobs, while 40.17% exhibited organizational commitment. The findings revealed a significant relationship between job attachment and organizational commitment (P<0.001). The average scores were 3.75 ± 0.76 for the affective dimension, 3.97 ± 0.26 for the continuance dimension, 3.65 ± 0.36 for the normative dimension, and 3.74 ± 0.93 for overall job attachment. Conclusion: The significant direct relationship between job satisfaction and organizational commitment highlights the importance of managerial focus on enhancing job satisfaction to increase employee responsibility and commitment. Managers should prioritize factors that improve job satisfaction as a means to strengthen organizational commitment. [ABSTRACT FROM AUTHOR]

Introduction and purpose: The main mission of hospitals is to provide quality services for patients. Evaluating the quality of hospital services can lead to the targeted allocation of financial resources to areas that are in worse situation. The aim of the present study was to investigate the quality of services of university hospitals in Yazd province. Methods: This cross-sectional analytical study was conducted in 2020-2021 in 12 university hospitals of Yazd province. In order to conduct the study, the standard questionnaire of SERVQUAL was used. This questionnaire is made up of two parts, administration and expectations, and each of them contains 28 questions and 6 dimensions. The sampling method was stratified randomly. Data analysis was done in SPSS version 24 software. Results: 225 patients participated in the study. The majority of patients were over 50 years old (46.7%). The average score of patients' expectations (128.99±8.12) at the high level, the average score of patients' perceptions (107.98±8.62) at the middle level, and the average score of the total quality of hospital services (236.97±12.24) at the high level reported. In both areas of perceptions and expectations, the dimensions of reliability, responsiveness and assurance had a higher mean score and the physical or tangible dimensions, empathy and access had a lower mean score. Conclusion: The service quality of university hospitals in Yazd province was in a good condition, but the average score of perceptions was lower than the score of expectations. Although there was no deep gap, it is necessary for hospital managers to pay more attention to improving the quality of services. [ABSTRACT FROM AUTHOR]

Introduction: Job stress is considered as an integral part of work environments that always affects people's job aspects and can reduce the performance and productivity of employees in organizations. The aim of this study was to investigate the relationship between job stress and job performance in staff of Yazd University of Medical Sciences. Methods: The study method was cross-sectional-analytical. Staff were considered a statistical population. The sample size was estimated at 282 people. The study used two standard questionnaires, Philip L. Rice's (1992) job stress and Patterson's job performance. Data analysis was performed by SPSS software. Results: 242 employees participated in this study. 42.1% of the respondents were men. The Deputy for Management and Resource Development (22.7%) and the Deputy for Social Development (5.4%) had the highest and lowest number of participants, respectively. Job stress was achieved in high-level staff and lowlevel job performance. Also, the relationship between job stress and job performance was found to have a significant inverse relationship (R = -0.318). Conclusion: In order to increase employee job performance and reduce stressors, senior university administrators need to improve the work environment by improving communication and interpersonal relationships. Applying proper human resource management and social and motivational support, improving facilities and planning to provide appropriate physical conditions in the workplace can also play an important role. [ABSTRACT FROM AUTHOR]

Introduction: Observance of food hygiene and safety by the staff working in the food supply and distribution sector is one of the most important factors in prevention of foodborne diseases. However, considering the inadequate knowledge and inappropriate performance of the staff, we are faced with many epidemics of food poisoning. Therefore, this study was conducted to determine the knowledge, attitude, and practice of food supply and distribution companies in Yazd. Methods: This descriptive cross-sectional study was conducted among 126 employees working in 15 food catering centers in Yazd City in 2018. Census sampling method was applied to collect data by a researcher-made questionnaire. In this questionnaire, the items were about the participants' background demographic information, knowledge, attitude, and practice in the field of food health, which was designed according to previous studies. Data were analyzed using SPSS24, T-test, ANOVA, and Pearson correlation coefficient. Results: The employees' mean scores of knowledge, attitude, and practice were 10.08 ± 5.11, 24.31 ± 8.37 and 8.91 ± 6.50, respectively. A significant difference was observed between the mean and standard deviation of the participants' knowledge and education level (P = 0.00). Furthermore, a positive and significant correlation was observed between the participants' knowledge, attitude, and practice. Conclusion: It is necessary to provide individuals with practical and continuous training programs by experienced specialists. Moreover, food catering staff should be motivated to adhere to the principles of personal hygiene and food and their health knowledge should be updated. [ABSTRACT FROM AUTHOR]