Background: Neonatal period is one of the most important critical phases of human life. Intensive care unit has a stressful environment for the infant in which the patient will be under the pressure of factors such as noise, nursing intervention and harsh light; the most important factor in this regard being separation from parents.

Background: The newborn individualized developmental care and assessment program (NIDCAP) is a new multifaceted approach, which is developmentally and functionally supportive of health especially in premature newborns at the neonatal intensive care unit (NICU). This study is designed for assessing the knowledge and perception of nurses as the most important members of the multidisciplinary team of NIDCAP about this program. Materials and Methods: This cross-sectional study was conducted on 120 nurses working in the NICUs of Alzahra, Taleghani, and Children hospitals affiliated to the educational and treatment centers of Tabriz University of Medical Sciences as well as 29 Bahman Hospital affiliated to Tabriz Social Security Organization in 2016 using census sampling method. Three questionnaires were employed to collect demographic data and to explore the nurses' perceptions and knowledge of the NIDCAP program. Results: Findings of the study indicated that the mean (SD) nurses' knowledge and perception scores for NIDCAP were 71.83 (1.64) and 76.80 (0.79), respectively. In the terms of knowledge, significant differences were found with regard to being married ( t = -2.39, p < 0.019), having an MSc degree ( t = -2.14, p = 0.034), and employment experience ( t = -3.38, p = 0.001). However, there was no significant relationship between perception and demographic variables ( p > 0.05), nor was there any significant relationship between perception and knowledge ( p = 0.275). Conclusions: The results of this study showed that the majority of nurses participating in the study had high knowledge about NIDCAP.

Emotional intelligence skills help nurses to cope with the emotional demands of healthcare environment. The aim of this study was to identify the relationship between emotional intelligence and perception of job performance among nurses. Using a correlational descriptive design with stratified random sampling, 338 registered nurses from teaching hospitals in North West of Iran were surveyed. Emotional intelligence and perception of job performance were measured using validated self-report measures. The collected data were analyzed through descriptive and inferential methods using SPSS/13. The mean of nurses' emotional intelligence and their perception of job performance was, respectively, 235.83 ± 37.98 and 157.63 ± 33.23. There was no significant relationship between nurses' emotional intelligence and their perception of job performance. Although there was a significant relationship between intrapersonal subscale of emotional intelligence and job performance, there was none with other subscales. In order to get rid of the physical and psychological effects of stressful work in wards, it seems that nurses just do routine activities and refuse working closely with the patients. It seems that fitting the patient to nurse ratio, dividing work between nurses, and supporting each other are necessary.

Background: Patient safety has become one of the main concerns of healthcare provider organizations, given that it is one of the basic principles of health care; because the error in the care process can sometimes lead to injury or even death. The present study aimed to investigate the patient safety culture from the viewpoint of nurses working in Sina Tabriz Educational Center in 2017. Methods: The present descriptive-correlation study with simple random sampling was conducted to assess the nurses' view using a standard and validated questionnaire and HSOPSC (hospital survey on patient safety culture) in 12 dimensions. Results: The average percentage of positive responses to dimensions of the safety culture was 56.85%. The mean score of "Teamwork within the ward" with the highest score were 82.22% and the average "Transfer and shift in hospital" in the hospital with the lowest score was 28.15%. There was a significant reverse relationship between safety culture and work experience in the hospital (P<0.01, r=-.480) ‫‬. Conclusion: Reporting errors with a non-reciprocal response approach and encouraging self-reporting errors in order to correct processes need for culture is more than ever. Considering the positive impact of hospital management on the development of the dimensions of the safety culture and the removal of barriers to patient safety, it is necessary that the problems associated with each dimension of safety culture are identified and low safety culture dimensions are promoted.