Objective: To assess verbal communication patterns which could contribute to poor performance among surgical team members in an operating room. Background: There exist certain challenges in communication in health care settings. Poor communication can have negative effects on the performance of a surgical team and patient safety. A communication pattern may be associated with poor performance when the process of sending and receiving information is interrupted or the content of conversation is not useful. Method: This cross-sectional field study was conducted with 54 surgical teams working in two Iranian hospitals during 2015. Two observers recorded all verbal communications in an operating room. An in-depth assessment of various annotated transcripts by an expert panel was used to assess verbal communication patterns in the operating room. Results: Verbal communication patterns which could contribute to poor performance were observed in 63% of the surgeries, categorized as communication failures (17 events), protests (23 events), and irrelevant conversations (164 events). The anesthesiologists and the circulating nurses had the most concerning communication patterns. The failure of devices and poor planning were important factors that contributed to concerning patterns. Conclusion: Concerning patterns of verbal communication are not rare in operating rooms. Analyzing the annotated transcripts of surgeries can conduce to identifying all these patterns, and their causes. Concerning communication patterns can be reduced in the operating room by providing interventions, properly planning for surgeries, and fixing defective devices. Application: The method used in this study can be followed to assess communication problems in operating rooms and to find solutions.

‫بـ‬ )9( 52/5 ‫و‬ )13/25( 76/91 ‫ـب‬ ‫ترتیـ‬ ‫ـه‬ ‫بـ‬ ‫ـغلی‬ ‫شـ‬ ‫ـرد‬ ‫عملکـ‬ ‫عملکــرد‬ ‫و‬ ‫تحصیــات‬ ‫ســطح‬ ‫بــا‬ ‫کاری‬ ‫زندگــی‬ ‫کیفیــت‬ .)p-value = 0/001( ‫شــد‬ ‫یافــت‬ ‫دار‬ ‫معنــی‬ ‫رابطــه‬ .)p-value > 0/05Abstract Introduction: Healthcare centers are one of the main organizations, which play an important role in maintaining people's health by providing healthcare services. Therefore, paying attention to the quality of work life (QWL) and job performance in healthcare workers is very important. The aim of this study was to assess the quality of work life and its relationship with job performance in health care workers. Methods: This cross sectional study was conducted on 136 healthcare workers of healthcare centers in Islam Abad West city. Data collection tools were 3 questionnaires: demographic, QWL, and job performance questionnaires. To analyze the data, descriptive statistics, independent sample t-test, one-way ANOVA and Pearson correlation coefficient were used. Results: The mean (SD) age of the healthcare workers was 36.42 (8) years. Most of the practitioners in this study were females and married. The mean (SD) scores of QWL and job performance were 76.91 (13.25) and 52.5 (9), respectively. There was a significant relationship between QWL and job performance (P > 0.001). Furthermore, the relationships between QWL and the educational level as well as between job performance and sex and the educational level were significant (P > 0.05). Conclusions:According the results of this study, the healthcare workers' QWL was lower than the average level and job performance was higher than the average level. So, increasing salary, encouraging the employees to continue their educations, and providing retraining courses that are related to their job can be useful to improve the current situation.

Article Info Background: Health care centers play an important role in providing health service to the public and maintaining the health of the community. This study was an attempt to evaluate the quality of work life and its association with job burnout and job performance among healthcare employees. Material and Methods: This cross-sectional study was carried out on 136 employees of healthcare centers and health homes in Islamabad-e Gharb in 2016. The data collection tools were a demographic characteristics questionnaire, Walton's Quality of Work Life Questionnaire, Maslach Burnout Inventory, and Hersey and Goldsmith's Job Performance Questionnaire. The statistical analysis was conducted using descriptive statistics, the spearman correlation coefficient, one-way ANOVAs, and independent t-tests. Results: The quality of work life was obtained to be low for only over a quarter of participants, whereas only 0.7% of them reported it to be high. The majority of respondents (72.63%), however, stated it as moderate. The quality of work life had a significant negative correlation with job burnout (r=-0.291 P = 0.001) and held a significant positive association with job performance (r=0.642 P = 0.000). Conclusion: The findings of this study suggested a clear link between the quality of working life and both job burnout and job performance. Therefore, taking actions such as providing opportunities for the staff to continue their education, increasing their salaries and benefits as well as promoting their jobs would be considered as common-sense approaches contributing to enhancing the quality of work life.

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Background: Mental fatigue is a very common problem in everyday modern life, during which, individual performance decreases for complex cognitive activities. Objectives: This study aimed to determine the level of mental fatigue and its relationship with mental workload among nurses. Methods: In this descriptive analytical cross-sectional study, 203 nurses were selected from several hospital wards in Kermanshah, Iran. A demographic form, Mental Fatigue Scale (MFS) and NASA-TLX were used to obtain data. The data were analyzed by Pearson correlation coefficient, analysis of variance and independent t-test. Results: The mean (SD) scores for the participants' mental fatigue and mental workload were 13.24 (7.41) and 69.73 (15.26), respectively. Data analysis did not show any significant relationship between mental fatigue and mental workload (P = 0.120). Conclusions: Generally, most of the nurses perceived having minor problems to no problems with respect to mental fatigue, and workload was not found as a contributing factor to mental fatigue.