Organizational culture and turnover intention among primary care providers: a multilevel study in four large cities in China.

BACKGROUND: Primary health care plays an important role in providing populations with access to health care. However, it is currently facing unprecedented workforce shortages and high turnover worldwide. OBJECTIVE: This study examined the relationship between organizational culture and turnover intention among primary care providers in China. METHODS: A cross-sectional survey was administered in four large cities in China, Tianjin, Jinan, Shanghai, and Shenzhen, comprising 38 community health centers and 399 primary care providers. Organizational culture was measured using the Competing Value Framework model, which is divided into four culture types: group, development, hierarchy, and rational culture. Turnover intention was measured using one item assessing participants' intention to leave their current position in the following year. We compared the turnover intention among different organizational culture types using a Chi-square test, while the hierarchical logistic regression was used to examine the relationship between organizational culture and turnover intention. RESULTS: The study found that 32% of primary care providers indicated an intention to leave. Primary care providers working in a hierarchical culture reported higher turnover intention (43.18%) compared with those in other cultures (p < 0.05). Hierarchical culture was a predictor of turnover intention (OR = 3.453, p < 0.001), whereas rational culture had a negative effect on turnover intention (OR = 0.319, p < 0.05). CONCLUSIONS: Our findings inform organizational management strategies to retain a healthy workforce in primary health care.

Main findings: This study found that primary care physicians and nurses working in a hierarchical culture are more likely to report the intention to leave compared to other culture types, while those working in a rational culture are significantly less likely to report the intention to leave.Added knowledge: The dominant organizational culture identified in community health centers across eastern China is group culture, and organizational culture is a significant predictor of the turnover intention of primary care providers.Global health impact for policy and action: Future primary care reform should focus on managerial interventions in their efforts to retain health workers and, in particular, develop and implement strategies to cultivate and moderate rational culture.

Revealing the enhancement effect of social capital on the individual performance of core members in elderly caring organizations: A study from Anhui, China.

Aging is a challenge to global development. This challenge is particularly significant for China because it has the largest elderly population worldwide. The proportion of aging population continues to increase, and solely relying on government efforts to meet the needs of the elderly is inadequate. Hence, involvement of social organizations in elderly care services is needed. Their core members exhibit higher sense of responsibility and identification with the organization than regular members, thus profoundly affecting organizational development. Based on the Social Capital Theory, this study employed a multistage stratified random sampling method to examine the social capital stock of elderly social organizations and their core members across six cities in Anhui Province, China. Chi-square tests analyzed the relationship between the core members' demographic factors and individual performance. Independent-sample t-tests assessed the relationship between social capital and individual performance. Finally, binary logistic regression models determined the factors influencing the individual performance of core members. Social networks within core members' social capital and the internal social capital of elderly caring social organizations (ESOs) affect the individual performance of core members. Therefore, organizations should provide more training opportunities for core members to expand their networks. Cultivating a shared language and vision as components of social capital can enhance organizational cohesion and operational stability.

The mediating role of psychological safety on humble leadership and presenteeism in Japanese organizations1.

BACKGROUND: Presenteeism-induced productivity loss is a global concern. This issue is equally serious in Japan. As a "super-aged society," maintaining and promoting Japanese employees' health is an urgent issue. The combination of these factors makes it imperative to identify the factors that affect presenteeism and clarify the mechanisms driving these factors in Japanese organizations. OBJECTIVE: Only a few extant studies address presenteeism as a performance variable. Presenteeism can create serious productivity losses in Japan, as it is a "super-aged society." Hence, this study aims to clarify the relationships between humble leadership, psychological safety, and presenteeism in Japanese organizations. METHODS: We hypothesized that psychological safety mediated the effect of humble leadership on presenteeism. The data of 462 employees from 11 companies were analyzed. RESULTS: The results supported our hypothesis. Additionally, leader humility, as perceived by the followers, was positively correlated with leaders' own psychological safety in their teams. CONCLUSIONS: Our findings contribute to the existing literature by highlighting the roles of humble leadership and psychological safety in health and productivity management while accounting for cultural influences. The practical implications of our findings and future directions are also discussed.

Caracterización de la gestión organizacional para atención centrada en adolescentes en un hospital infantil

Introducción: El cambio general en la concepción de los sistemas de salud de los hospitales como instituciones ha evolucionado a lo largo de los siglos, a tono con los grandes cambios de la humanidad. Objetivos: Evaluar el estado de la gestión organizacional en los servicios hospitalarios, para brindar atención centrada en los adolescentes según sus expectativas, determinar la preparación de médicos y enfermeros y describir la estructura hospitalaria. Métodos: Se realizó una investigación descriptiva y transversal en 1845 adolescentes ingresados en el Hospital Infantil Docente Sur Dr. Antonio María Béguez César, de Santiago de Cuba, del 1 de enero de 2019 al 30 de junio de 2020. Se aplicaron encuestas a los adolescentes hospitalizados, para conocer las preferencias y prioridades en relación con diversos aspectos que pudieran mejorar la satisfacción durante su estancia hospitalaria, y sobre la estructura de las salas. Se evaluaron las habilidades de médicos y enfermeros mediante guías de observación. Resultados: Entre los aspectos analizados, la amabilidad del personal sanitario (83,5 %), la comunicación dialógica (81,6 %) y la visita de amigos (53,7 %) resultaron muy importantes para los adolescentes, al igual que la importancia de la estructura hospitalaria. En relación con la atención a los adolescentes, la mayoría de los profesionales mostró completamente las habilidades. Conclusiones: La investigación mostró insuficiencias en la gestión hospitalaria para la atención centrada en la persona.

Introduction: The general change in the conception of health systems of hospitals as institutions has evolved over the centuries, in tune with the great changes of humanity. Objectives: To evaluate the state of organizational management in hospital services, to provide adolescent-centered care according to their expectations, determine the training of doctors and nurses, and describe the hospital structure. Methods: A descriptive and cross-sectional investigation was carried out on 1,845 adolescents admitted to the Southern Teaching Children's Hospital Dr. Antonio María Béguez César, in Santiago de Cuba, from January 1, 2019 to June 30, 2020. Surveys were applied to hospitalized adolescents to find out the preferences and priorities in relation to various aspects that could improve satisfaction during their hospital stay and with respect to the structure of the wards. The skills of doctors and nurses were evaluated using observation guides. Results: Among the aspect analyzed the friendliness of health personnel (83.5 %), dialogic communication (81.6 %) and the visit of friends (53.7 %) were very important for adolescents, as it was the importance of the hospital structure. In relation to adolescents care, most professionals fully showed the skills Conclusions: The research showed inadequacies in hospital management for person-centered care.

Working with Hospital Administration: Strategies for Success.

Organizational structure has evolved over the past several decades, with physicians assuming more or fewer leadership positions over time. Regardless of the role of physicians in health care organizational leadership, constant meaningful communication with the hospital, radiology group, or greater physician group administrative leadership is vital for any group of IR physicians to be successful. Understanding what is considered important to hospital administration and, in particular, being closely aligned with the C-suite leadership, is paramount to having successful communication with these stakeholders. Although each situation will obligatorily be unique, certain themes can be followed to optimize the working relationship between an interventional radiology service and organizational administration. This article provides guidelines and suggestions specifically in communicating with health care system leadership.

Health Management: Evaluating the Relationship between Organizational Factors, Psychosocial Risks at Work, Performance Management, and Hospital Outcomes.

Introduction-Health system (HS) health organizations are complex and are in constant dynamic interaction with multiple elements, including political, environmental, societal, legal, and organizational factors, along with human components, such as human resources, patients, and other stakeholders. Objective-This research aimed to study three HS organizations, identifying and characterizing the elements of health organizations and the factors related to professionals, determining their influence on economic and financial performance results, as well as results related to the professionals and to the patients comprising the institutions. Method-A quantitative study was conducted in which data were collected through questionnaires from various sources to better understand and characterize the factors related to organizations, professionals, and patients (470 health professionals and 768 patients). To test the integrated evaluation model for health organizations, path analysis was used. Results-The results reveal that the organizational culture (OC) presents a positive relationship between the professional's quality of life (QL) and the performance management (PM) of the professionals, along with a negative relationship with the psychosocial work risks (PWR). There is also a relationship between the OC and patient satisfaction (PS), professional job satisfaction (PJS), and economic and financial results (EFR). In the relationship between the processes and the results, there are significant relationships between PM and PJS and PWR and PJS. In terms of the results, there is a significant relationship between the EFR and the PS. Conclusions-This study contributes to a deeper knowledge of the factors that influence the quality of health organizations and their results and produces recommendations for health organizations to address the current challenges.

Organizational Error Tolerance and Change-Oriented Organizational Citizenship Behavior: Mediating Role of Psychological Empowerment and Moderating Role of Public Service Motivation.

Purpose: Error management is an important element of organizational management research, and organizational error tolerance has gradually received attention from researchers in recent years. Most previous studies concluded that organizational error tolerance positively affects both the perceived organizational support and job performance of public sector employees, but few have examined the relationship between organizational error tolerance and change-oriented organizational citizenship behavior. Methods: This research examines how organizational error tolerance affects change-oriented organizational citizenship behavior using an experimental approach (Study 1, N = 162 and Study 2, N = 228) and a field survey approach (Study 3, N = 377). Results: The results indicate that organizational error tolerance increases psychological empowerment, which in turn increases change-oriented organizational citizenship behavior. Public service motivation plays a moderating role in this process. Specifically, the positive mediating effect of organizational error tolerance on change-oriented organizational citizenship behavior through psychological empowerment was not significant when the level of public service motivation was high, while it was significant when the level of public service motivation was low. Conclusion: This study clarifies the mechanism and boundary conditions of the effect of organizational error tolerance on change-oriented organizational citizenship behavior, provides a more comprehensive and dialectical perspective for research on organizational error tolerance, and extends research on psychological empowerment and change-oriented organizational citizenship behavior.

An identity threat perspective on why and when employee voice brings abusive supervision.

Purpose: Drawing from identity threat theory, this study aims to understand how and when employee voice can lead to abusive supervision. It proposes and examines a theoretical model in which employee voice is linked to abusive supervision through the mediating effect of leader identity threat. Methods: We conducted a field study by collecting data from 93 supervisors and 533 subordinates in China at two different points in time. A structural equation model and Mplus software were used to examine the direct relationship between employee voice and abusive supervision, as well as the mediating effect of leader identity threat and the moderating effect of supervisor traditionality. Results: Our results showed that employee voice was positively related to leader identity threat and had an indirect effect on abusive supervision via leader identity threat. In addition, we found that supervisor traditionality moderated the relationship between employee voice and leader identity threat. Subordinates' voice increased perceptions of leader identity threat among supervisors with high traditionality, whereas supervisors with low traditionality did not make this association. Finally, the indirect effect of employee voice on abusive supervision via leader identity threat was moderated by supervisor traditionality. Discussion: First, this study broadens our understanding of the antecedents of abusive supervision by proposing that employee voice may induce abusive supervision. Second, it develops an identity threat perspective to explain why employee voice is positively related to abusive supervision. Finally, it enriches the research on implicit leadership theories by proposing that supervisors' cultural values can also influence supervisors' sense-making of subordinates' behaviors.

Ergonomics management model based on good practices of large industrial companies: Structured elements through the fuzzy set theory.

BACKGROUND: Most organizations perceive the concept of ergonomic actions as a local tool used to improve workplace issues. Ergonomics however is not included in global management systems. The paradigm of ergonomics action in large organizations proposed by this study is that of management systems whose primary objective is the pressing need for continuous performance improvement, acquisition of excellence, and integration into all aspects of the business. OBJECTIVE: The general objective of this work is to draw a frame presenting a model of ergonomics management based on good practices in managing this discipline in large industrial companies. METHOD: In this study, we describe a strategy based on the fuzzy set theory to aggregate a group of good practices expressed by experienced ergonomists attached to large industrial companies for handling the lack of ergonomics in an organization. RESULTS: A set of good practices was compiled as a basis for application in ergonomics in large companies. CONCLUSION: This study shows that ergonomics should not be considered an isolated phenomenon but in a strategic, proactive, integrated, and perennial way as one of the management subjects.

[The effect of applying clinical organizational telemedicine technology management of anti-tuberculous care on dynamics of tuberculosis morbidity and mortality].

The tuberculosis is the most important medical and social problem among globally dangerous epidemiological phenomena. the tuberculosis ranks 9th place in the structure of mortality and disability of population and 1st place among causes of death from single infectious agent.The purpose of the study was to analyze dynamics of total morbidity and mortality because of tuberculosis against the background of the implementation of telemedicine clinical organizational technology in phthisiology care 2007-2021.The official Regional and Federal data of Rosstat for 2007-2021 were used. The indicators of total morbidity and mortality of population caused by tuberculosis in the Sverdlovsk Oblast were established. The research methods were content analysis, dynamic series analysis, graphical analysis, statistical differences analysis.In the Sverdlovsk Oblast, the morbidity and mortality of tuberculosis exceeded national average indicators by 1.2-1.5 times. In 2007-2021, as a result of implementation of clinical organizational telemedicine technology in managing phthisiology care, total morbidity and mortality of population caused by tuberculosis decreased up to 2.275 and 2.97 times respectively. The rate of decrease of analyzed epidemiological indicators generally correlated with national average data with statistical validity of difference t≥2.In regions with unfavorable epidemiological indicators of tuberculosis, application of innovative technologies in management of clinical organizational processes is required. The development and implementation of clinical organizational telemedicine technology for managing regional phthisiology care contributes to significant reduction of morbidity and mortality of tuberculosis and optimizes sanitary and epidemiological well-being.

Can empowering leadership promote employees' pro-environmental behavior? Empirical analysis based on psychological distance.

Leadership styles, especially empowering leadership, affect the psychological relationship between employees and organizations, and then affect employees' positive behavior in the organization. In this research, we studied the effects of empowering leadership and psychological distance on employees' pro-environmental behavior and explored the mechanism of green organizational climate (GOC). By adopting correlation analysis, statistical analysis, and regression analysis, we conducted a multisource field study of 873 valid employee questionnaires to verify our theoretical model. The results showed that empowering leadership had a significant positive impact on psychological distance and employees' pro-environmental behavior; and psychological distance played a partly intermediation role in the relationship between empowering leadership and employees' pro-environmental behavior. Moreover, GOC can promote employees' pro-environmental behavior, but it cannot regulate between psychological distance and employees' pro-environmental behavior. The findings obtained some intriguing insights that could help to better guide employees toward pro-environmental behavior.

Proposing a Robust Model to Reduce Employees' Turnover Intentions in an Ethical Leadership Framework: Empirical Evidence from the Healthcare Sector.

Employee turnover is expensive and disruptive for an organization. Studies have already mentioned that the economic cost of turnover is huge, ranging from 90% to 200% of the existing employee's salary. With an increase in turnover rate, the social fabric of an enterprise may be disrupted. Additionally, organizations with an increasing turnover are expected to lose intangible knowledge and skills, operational effectiveness, customer satisfaction, and product or service quality. In a healthcare context, an increasing turnover rate has more consequences than other sectors because the healthcare sector worldwide is already identified as a sector facing resource scarcity. Exacerbating the situation, current evidence suggests that employee turnover has been increasing globally in the healthcare sector. The literature suggests that an ethical leadership style may reduce employees' likelihood of quitting an organization. However, such literature is sparse in healthcare, especially from the perspective of a developing economy in the Global South, which is more resource-deficient than the Global North. To fill this knowledge gap, this study investigates the relationship between ethical leadership style and turnover intentions in the healthcare context of the Global South. This study also tests the mediating effect of intrinsic motivation and psychological contract fulfillment in the above-proposed relationship. Furthermore, the conditional indirect effect of resilience is also tested. The data are collected from the hospital employees through a self-administered questionnaire. The hypothesized relationships are tested through structural equation modeling. The empirical evidence indicates that ethical leadership reduces employees' turnover intentions significantly. The results further confirm the mediating and moderating effects of intrinsic motivation, psychological contract fulfillment, and resilience. These results have different theoretical and practical implications for the healthcare sector. The results especially highlight the role of ethical leaders in a hospital to deal with the challenge of turnover, which has been rising worldwide.

Apuntes para una perspectiva teórica desde un enfoque organizacional de la gestión de revistas científicas

RESUMEN Introducción: La literatura científica destaca la necesidad de gestionar los procesos, resultados y sujetos que intervienen en una de las actividades clave que garantiza la persistencia del conocimiento científico: la publicación científica, particularmente en revistas científicas. Sin embargo, el análisis de los referentes consultados evidenció la carencia de un profundo y suficiente estudio de las esencialidades de la gestión de revistas científicas desde lo organizacional. Objetivo: Analizar desde el enfoque organizacional, los principales referentes sobre la gestión de revistas científicas, a fin de contribuir a revelar las especificidades que lo distinguen, para alcanzar niveles superiores de interpretación de su esencia y de su abordaje. Método: Se realizó una sistematización de experiencias investigativas precedentes en el periodo octubre de 2020 a marzo de 2021 en la Universidad de Ciencias Médicas de Santiago de Cuba, mediante la utilización de métodos empíricos (revisión documental, análisis de redes sociales), teóricos (análisis y síntesis, histórico-lógico, inducción-deducción, hermenéutico-dialéctico, holístico-dialéctico), y procedimientos metodológicos (análisis de contenido). Resultados: Se identificaron aquellos aspectos relevantes que, a juicio de los autores, contribuyen a desarrollar una perspectiva teórica de la gestión de revistas científicas. Conclusiones: Se asume la gestión de revistas científicas como un caso particular de la gestión organizacional, cuya finalidad es garantizar la publicación científica, integrando procesos de diferente carácter: de dirección, editoriales, de evaluación y certificación de la pertinencia y originalidad de las contribuciones, y de evaluación y posicionamiento de las revistas; soportados sobre las Tecnologías de la Información y la Comunicación, para incrementar sus niveles de eficiencia y eficacia.

ABSTRACT Introduction: The scientific literature highlights the need to manage the processes, results and subjects involved in one of the key activities that guarantees the persistence of scientific knowledge: scientific publication; particularly in scientific journals. However, the analysis of the references consulted showed the lack of a deep and sufficient study of the essentials of the management of scientific journals from the organizational point of view. Objective: To analyze from the organizational approach, the main references on the management of scientific journals, in order to help reveal the specificities that distinguish it, to reach higher levels of performance of its essence and its approach. Method: A systematization of previous research experiences was carried out in the period between October 2020 to March 2021, at the Universidad de Ciencias Médicas de Santiago de Cuba, through the use of empirical methods (document review, analysis of social networks), theoretical (analysis and synthesis, historical-logical, induction-deduction, hermeneutic-dialectical, holistic-dialectical), and methodological procedures (content analysis). Results: Those relevant aspects that, in the opinion of the authors, contribute to developing a theoretical perspective of the management of scientific journals were identified. Conclusions: The management of scientific journals is assumed as a particular case of organizational management, whose purpose is to guarantee scientific publication, integrating processes of a different nature: management, editorial, evaluation and certification of the relevance and originality of the contributions, and evaluation and positioning of magazines; supported on Information and Communication Technologies, to increase their levels of efficiency and effectiveness.

RESUMO Introdução: A literatura científica destaca a necessidade de gerenciar os processos, resultados e assuntos envolvidos em uma das principais atividades que garantem a persistência do conhecimento científico: a publicação científica, principalmente em periódicos científicos. No entanto, a análise das referências consultadas evidenciou a falta de um estudo aprofundado e suficiente dos fundamentos da gestão de revistas científicas do ponto de vista organizacional. Objetivo: Analisar a partir da abordagem organizacional, as principais referências sobre a gestão de revistas científicas, a fim de ajudar a revelar as especificidades que a distinguem, para alcançar níveis mais elevados de interpretação de sua essência e de sua abordagem. Método: Foi realizada uma sistematização de experiências de pesquisa anteriores no período de outubro de 2020 a março de 2021 na Universidade de Ciências Médicas de Santiago de Cuba, por meio do uso de métodos empíricos (revisão documental, análise de redes sociais), teóricos (análise e síntese, histórico-lógico, indução-dedução, hermenêutico-dialético, holístico-dialético) e procedimentos metodológicos (análise de conteúdo). Resultados: Foram identificados os aspectos relevantes que, na opinião dos autores, contribuem para o desenvolvimento de uma perspectiva teórica da gestão de periódicos científicos. Conclusões: a gestão de revistas científicas assume-se como um caso particular de gestão organizacional, cuja finalidade é garantir a publicação científica, integrando processos de outra natureza: gestão, editorial, avaliação e certificação da relevância e originalidade das contribuições, e avaliação e posicionamento de revistas; apoiados nas Tecnologias de Informação e Comunicação, para aumentar os seus níveis de eficiência e eficácia.

Analysis of organizational culture factors that influence the performance of health care professionals: A literature review.

Hospitals in today's healthcare system are under pressure to boost their competitiveness. A number of studies have shown the disconnect between corporate culture and the enhancement of healthcare professionals' performance. While it is well accepted that an organization's culture has a substantial impact on the performance of its health care professionals in clinical practice, the mechanisms by which culture might enhance health care professionals' performance remain unclear. This paper draws on 22 literature reviews and database searches using keyword syntax from Sciencedirect, Pubmed, Google Schoolar, and other relevant publications published between 2011 and 2021. Research in the field demonstrates that a company's culture may influence the efficiency and effectiveness of its healthcare employees. This overarching issue was dissected into the following themes: nurse performance mediated by discipline; the existence of cultural groups; a central focus on health care professional management; and individual, organizational, and psychological aspects. The optimal performance of nurses and the outcomes of patient care are contingent on management in the health care business knowing the cultural factors that exist in the workplace.

Applying a Yin-Yang Perspective to the Theory of Paradox: A Review of Chinese Management.

This paper examines the paradox in management through the yin-yang lens and how to apply the yin-yang perspective in Chinese indigenous management research through a literature review. Compared with several western philosophical perspectives, yin-yang places more emphasis on the interaction of interdependent contradictions and better describes the complex dynamics of both contradictions. Our review finds that the scholars propose yin-yang as a supplement to and an optimization of western management. The review focuses on connecting the yin-yang perspective with the paradox in management, cross-cultural management, and practice of organizational management.

Exploring Barriers and Facilitators of Inter-Organizational Management in Response to Mass Casualty Traffic Incidents: A Qualitative Study.

OBJECTIVE: To investigate and understand the current status of inter-organizational management in relief organizations as well as the relief organizations personnel behavior when facing mass traffic incidents (MCTI). The inter-organizational barriers and facilitators are also discussed in response to MCTI management and in order to help direct future actions to improve pre-hospital emergency services. METHODS: The current qualitative study was performed through face-to-face, semi-structured interviews with 31 individuals from pre-hospital emergency services authorities and personnel, Red Crescent and Yazd, Kohgiluyeh and Boyer-Ahmad, Fars, and Qom provinces police. These provinces were selected by purposive sampling in 2018-2019. The conventional content analysis method was applied to analyze the data in this research. RESULTS: Three main categories and 14 subcategories were determined. The categories are including relief organizations coordination (having four subcategories: independent relief organizations, interdepartmental services integration, insufficient knowledge of organizations about one other, and performance based on job descriptions), resource and infrastructure management (having four subcategories: adverse information management, proper information management, lack of medical resources and capacities considered, and upgrading of medical resources and capacities considered), and response management of relief organizations (having six subcategories: incomplete assessment, improving the quality of assessment, weakness in establishing scene security, scene security management, poor response, and cooperation in response). CONCLUSION: Relief organizations need to perform under a unified command. It has inter-organizational cooperation and provide integration of interdepartmental services in order to manage responsiveness at the scene. It also prevents an independent, chaos, and inability of the injured to properly understand and needs in MCTI.

Estimating Group Stress Level by Measuring Body Motion.

Understanding employee stress has become a key issue for top management for corporate growth and risk reduction. So far, annual employee satisfaction surveys (ESs) have been conducted to assess the soundness of an organization. However, since it is difficult to collect questionnaires quantitatively and continuously, there is a need for a practical method that can be used to frequently measure group stress levels with a small burden on employees. We propose such a method and evaluated four combinations of approaches, using activity/rest duration distributions from body motion data and generating estimation models on an individual/group basis. The optimal result was obtained when modeling was made on a group basis by using the activity duration distribution (r = 0.928, p < 0.001, estimation error: 1.36%), making it possible to assess the degree of the stress of employees quantitatively and easily, and this showed the possibility of this method being useful as a management guide for companies.

Job satisfaction among nurses in Iran: does gender matter?

OBJECTIVE: Job satisfaction has attracted increasing attention of scholars of different disciplines in recent years. However, there are limited studies on nurses' job satisfaction and the impact of gender on nurses' satisfaction with their job, particularly in Iran as a developing economy. The paper aimed to examine job satisfaction among Iranian nurses. Specifically, this study aimed to explore how Iranian male and female nurses are different in their overall and the dimensions of their job satisfaction. METHODS: The population for this study was nurses who worked in public and private hospitals in Tehran, the capital city of Iran. A sample of 146 nurses in eight different hospitals was selected to participate in this survey using the random sampling method. The sample consisted of 81 female and 65 male nurses. RESULTS: Our findings revealed that job satisfaction of both male and female nurses was at a median level. Furthermore, the level of overall job satisfaction among female was low, and the mean score of the dimensions of their job satisfaction was lower than their male counterparts. Furthermore, according to the independent t-test analysis, the difference between all dimensions of job satisfaction of females and males was significant, except for their satisfaction with the specific job of nursing. CONCLUSION: The findings of this study suggested that overall female nurses' nursing job satisfaction was lower than males in all dimensions except for their satisfaction with their job. Yet, there was no significant difference between female and male nurses in all of the dimensions of their job satisfaction except for their satisfaction with their specific nursing job. This finding forms a basis for the development of management principles and practices, specifically in relation to human resource management in public and private hospitals in Iran.

Quality of phase I clinical drug trials: Influence of organizational management factors.

WHAT IS KNOWN AND OBJECTIVE: Focusing on the tolerance and pharmacokinetics of new drugs, phase I clinical drug trials are characterized by high risk, poor compliance and management difficulties. High-quality clinical drug trials ensure subjects' safety while extending new drug research and development. Many studies have examined micro-level concerns of trial design and implementation rather than macro-level factors. Accordingly, we evaluated the quality of phase I clinical drug trials (trial quality) and analysed the influence of organizational management factors from a macro-level perspective. METHODS: We surveyed staff at clinical trial institutions engaged in phase I clinical drug trials in China using convenience sampling. We employed a five-point Likert-scale questionnaire, comprising five items on phase I clinical drug trial quality and items on organizational management factors. Data from 604 questionnaires were analysed. We utilized a logistic regression model to estimate the influence of organizational management factors on trial quality, using individual demographic factors as controlling variables. RESULTS AND DISCUSSION: The trial quality score was 3.81, which indicates that substantial improvement is required. Government regulation, industry management and medical institution management had a positive effect on trial quality: ß = 0.842, 0.691 and 0.579, respectively; P < .01. Contract research organization management had a negative effect on trial quality: ß = -0.476; P = .013. Research team management had no effect on trial quality: ß = 0.325; P = .141. WHAT IS NEW AND CONCLUSION: This study is the first to model the influence of organizational management factors on the quality of phase I drug trials involving different organizations from a macro-perspective. Efforts are needed to help research teams take responsibility for trial quality and to correct the negative impact of contract research organizations on trial quality.