‫اعتباربخشی‬ ‫به‬ ‫بیمارستان‬ ‫کارکنان‬ ‫و‬ ‫مديران‬ ‫نگرش‬ ‫و‬ ‫دانش‬ ‫بررسی‬ ‫سبزواری‬ ‫سکینه‬ ‫نوحی،‬ ‫عصمت‬ ‫كرمی،‬ ‫مهدی‬ ، ‫باقری‬ ‫سید‬ ‫حمید‬ ‫سید‬ ‫خوشاب،‬ ‫هادی‬ ‫غالمحسینی،‬ ‫نجمه‬ ‫صادقی،‬ ‫تابنده‬ ‫دوم‬ ‫شماره‬ ‫پنجم،‬ ‫دوره‬ ‫پنجم،‬ ‫سال‬Method: This is a cross-sectional study. Collecting data instrument was, Azami and colleagues modified questionnaire.Samples were 92 persons; managers and employees of Rafsanjan medical university of sciences hospitals that they had at least one year experience. Sampling method was stratified random sampling. Data analyzed with SPSS 16 and T-test and ANOVA test were used.Results: Most participants in this study were female nurses (45.7%) and administrative staff were the lowest (20.7%). The mean score of knowledge and attitude in hospitals' managers which were successful in obtaining previous rating respectively were (37.11±3.14) and (49.61±6.12). And for failed hospitals in accreditation degree was (32.94±3.61) in knowledge and (38.22±8.02) in attitude. T-test showed significant difference between the scores of knowledge and attitudes of managers (P<0.05). The mean score of knowledge of nurses in successful and failed hospitals in accreditation degree was significant (P<0.05)and their attitude was non-significant (P>0.05). These results for hospital staff in successful and failed hospitals was no significant (P<0.05). Conclusion:In order to results, it is necessary that hospital managers improve staff attitude and knowledge about accreditation and its benefits. Also, make the right culture among managers and employees to ensure the accreditation scheme would be useful.

As a result of the complex nature of chronic heart failure (HF), these patients require an interprofessional team approach for care and treatment. This is because an interprofessional approach can manage resources more effectively and improve treatment efficacy. This research was done to evaluate the status of teamwork in caring for HF patients. In this cross-sectional study, the views of 308 members of the care team were collected through the use of Team Assessment Questionnaire (TAQ). The mean and standard deviation of teamwork was 2.4 ± 0.3. There was a significant difference between the teamwork status (total TAQ score) and age, gender and job experience (p < 0.05). The highest mean was for the team leadership dimension of the questionnaire (2.5 ± 0.5) while the lowest was for team foundation (2.4 ± 0.3). Results indicated that the status of teamwork is almost moderate. Teamwork in caring for HF patients was influenced by many factors, including age, gender, and job experience. Teamwork can be enhanced by establishing the equality of women and men's rights, continuous training and attention to proportional age and gender combinations.

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Despite teamwork being an efficient way of achieving goals, several impediments like a cobweb hinder it from becoming fully exploited. Teamwork has a desirable output when all the members feel the same sense of authority and see themselves in an integrated team and managers have a crucial role in removing these impediments.

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