Background: The demanding nature of nursing work environments signals longstanding and growing concerns about nurses' health and job satisfaction and the provision of quality care. Specifically in health care settings, nurse leaders play an essential role in creating supportive work environments to avert these negative trends and increase nurse job satisfaction. Objective: The purpose of this study was to examine the relationship between structural empowerment and organizational commitment of nurses. Methods: 491 nurses working in Zanjan hospitals participated in this descriptive-correlational study in 2010. Tools for data collection were Meyer and Allen's organizational commitment questionnaire and "Conditions for Work Effectiveness Questionnaire-II" (CWEQ-II). Data was analyzed by SPSS16. The statistical tests such as variance analysis, t-test, pearson correlation coefficient and linear regression were used for data analysis. Results: According to the findings, the perception of nurses working in hospitals on "Structural Empowerment" was moderate (15.98±3.29). Nurses believed "opportunity" as the most important element in structural empowerment with the score of 3.18 ±0.79. Nurses working in non-academic hospitals and in non-teaching hospitals had higher organizational commitment than others. There was a significant relationship between structural empowerment and organizational commitment. Conclusion: Generally, structural empowerment (relatively strong) correlates with nurses' organizational commitment. We concluded that a high structural empowerment increases the organizational commitment of nurses.

Background: Substance abuse as a major social and medical problem can be job-dependent. Objectives: Among various occupations, medical personnel have greater access to narcotic drugs, leading to mood, behavior, and occupational disorders and ultimately death due to lack of control. Methods: The present study reported a death of medical personnel with migraines owing to colleagues' inattention to substance abuse. Results: The case was a 44-year-old man with 24 years of clinical experience, good social relationship, no symptoms of psychiatric disorder, an expert in the field of anesthesiology, and a popular manager among hospital colleagues. Diagnosed with migraine headaches one year ago, he worked for several treatment centers. According to some reports, he showed ataxia in some cases due to the exacerbated headache. Additionally, ataxia and drowsiness after a headache attack were not considered the cause of drug abuse so that they were always attributed to the disease. Eventually, in a shift, he had a respiratory failure and then died of the overdose or non-control of fentanyl abuse. Conclusion: Medical personnel with migraine are at high risk of substance abuse in therapeutic settings. Therefore, it is suggested that periodic and intangible examinations be conducted for medical personnel, especially those with migraines in the field of substance abuse, and preventive counseling be provided.

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Introduction Recognizing the specific factors in relapse disorders related to each substance can help improve treatment methods and adopt more effective preventive strategies. This study aimed to compare the situational factors associated with relapse in opiate‐related disorders with stimulant‐related disorders (SRDs) of those referred to substance misuse treatment centers. Design This study was a cross‐section type. Methods The study participants were 150 clients with SRDs and 150 with opiate‐related disorders. Samples were selected using two stages random sampling method. Data were collected through a demographic questionnaire and the Inventory of Drug‐Taking Situations (IDTS). Results The mean score of IDTS in the two groups was significantly different (X̄1 = 45.93 ± 11.12 vs. X̄2 = 48.34 ± 15.07; t = 3.32, p < 0.01). The mean scores of ‘unpleasant emotions,’ ‘physical discomfort,’ ‘conflict with others,’ and ‘social pressure to use and urge/temptations’ subscales were significantly higher in the stimulant group than in the opiate group (p < 0.05). However, the mean of the testing’ personal control’ subscale was higher in the opiate group than in the stimulant group (p < 0.05). Conclusion This study reveals that despite some similarities, relapse‐related situational factors in opiates and stimulants differ. Some situational factors, such as social pressure and coping with unpleasant emotions, play a more critical role in relapse to both stimulant and opiate groups.

Background: One of the important strategies to provide quality care is to motivate healthcare workers. Objectives: This study aimed to determine the components of job motivation among operating-room and anesthesia staff. Methods: This cross-sectional study was performed on 152 operating-room and anesthesia staff working in Zanjan hospitals and by the convenience sampling method. Data were collected using demographic and job motivation questionnaire. Data were analyzed using SPSS 16 software and Pearson correlation coefficient and Mann-Whitney test. Results:The mean (SD) job motivation power was 25.2(11.9) which was relatively desirable. In the operating-room staff, the strongest relationship between the dimensions of motivation and total motivational power was related to the autonomy dimension (r=0.7), and the weakest relationship was associated with the identity dimension (r=0.3). In the anesthesia staff, the strongest relationship was associated with the dimensions of autonomy and feedback (r=0.6), and the weakest relationship was associated with the identity dimension (r=0.001) and total motivational power (P<0.001). Also, the mean (SD) skill variety dimension in operating-room staff was 3 (0.6), which was higher than that in the anesthesia staff was equal to 2.7(0.5) (P=0.015); but the mean score in other dimensions and the total score of motivational power between the two groups had no statistically significant difference (P>0.05). Conclusion:Given the low score of the job identity dimension, it is better for policy-makers and managers of the health system to take measures to strengthen this dimension of job motivation as one of the priorities of the healthcare system.

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