The effects of low frequency noise on mental performance and annoyance.

Low frequency noise (LFN) as background noise in urban and work environments is emitted from many artificial sources such as road vehicles, aircraft, and air movement machinery including wind turbines, compressors, and ventilation or air conditioning units. In addition to objective effects, LFN could also cause noise annoyance and influence mental performance; however, there are no homogenous findings regarding this issue. The purpose of this research was to study the effects of LFN on mental performance and annoyance, as well as to consider the role of extraversion and neuroticism on the issue. This study was conducted on 90 students of Iran University of Medical Sciences (54 males and 36 females). The mean age of the students was 23.46 years (SD = 1.97). Personality traits and noise annoyance were measured by using Eysenck Personality Inventory and a 12-scale self-reported questionnaire, respectively. Stroop and Cognitrone computerized tests measured mental performance of participants each exposed to 50 and 70 dBA of LFN and silence. LFNs were produced by Cool Edit Pro 2.1 software. There was no significant difference between mental performance parameters under 50 and 70 dBA of LFN, whereas there were significant differences between most mental performance parameters in quiet and under LFN (50 and 70 dBA). This research showed that LFN, compared to silence, increased the accuracy and the test performance speed (p < 0.01). There was no association between LFN and noise annoyance (p > 0.01). Introverts conducted the tests faster than extraverts (p < 0.05). This research showed that neuroticism does not influence mental performance. It seems that LFN has increased arousal level of participants, and extraversion has a considerable impact on mental performance.

A review of the personal health records in selected countries and Iran.

Personal Health Record (PHR) enables patients to access their health information and improves care quality by supporting self-care. The purpose of this study is to provide a comparative analysis of the concept of PHRs in selected countries and Iran in order to investigate the gaps between Iran and more advanced countries in terms of PHRs. The study was carried out in 2008-2009 using a descriptive-comparative method in Australia, the United States, England and Iran. Data was gathered from articles, books, journals and reputed websites in English and Persian published between 1995 and September 2009. After collecting the data, both advantages and disadvantages of each of concepts were analyzed. In the three countries considered in the present study the concepts of PHR, extracted from the literature, are that; a)patient/person be recognized as the owner of PHR; b)information be disclosed only to those authorized by the patient; c) and that PHR is created upon request and consent of the individual involved. Before PHRs can be profitably used in the health administration of a (developing) country, the necessary knowledge, infrastructures, and rules need to be developed.

The relationship of centralization, organizational culture and performance indexes in teaching hospitals affiliated to Tehran University of Medical Sciences.

One of the main problems in the efficiency and efficacy of an organization is its structural issue. Organizational culture is also considered as an effective factor in the performance of many organizations. The main goal of the present study was to determine the relationship of Centralization and organizational culture and performance indexes in Teaching Hospitals affiliated to Tehran University of Medical Sciences. This correlation study was performed in the year 2007. The population studied consisted of 4408 personnel from 13 hospitals among whom 441 subjects were selected and studied via a class sampling method. Data was compiled using a check list concerning the evaluation status of Centralization and another form concerning performance indexes as well as Robbin's organizational culture questionnaire. Data were obtained from the subjects by self answering and analyzed by using descriptive statistical indexes, T- test and Fisher's exact tests. Among the organizational culture indexes of the hospitals studied, control and organizational identity was better as compared to others (mean=3.32 and 3.30). Concerning the extent of Centralization in the hospitals studied, 53.85 % and 46.15 % were reported to have upper and lower organizational Centralization, respectively. Mean ratio of surgical operations to inpatients was 40%, the mean rate of admissions per active bed was 60.83, mean bed occupancy coefficient was 70.79%, average length of stay was 6.96 days, and mean net death rate was 1.41%. No significant correlation was seen between Centralization degree, organizational culture and performance indexes in teaching hospitals Tehran university of medical sciences. (with 95% confidence interval). Due to the fact that first grade Teaching hospitals use board certified members, expert personnel, and advanced equipments and because of the limitation of patients choice and, the extent of Centralization and many organizational culture components have no significant correlation with performance indexes of these hospitals. Further research regarding structure is suggested in the future.