Background:Despite advances in science and technology, human resources are of the major capital for organizations. Workforce retention is required to improve organizational efficiencies.Objective:Therefore, in this study, the relationship between organizational justice (as one of the most influential factors) and turnover intention was investigated.Methods:This descriptive-analytic study was done in the Comprehensive Jame Women’s Hospital of Tehran in 2015. The statistical sample consisted of 135 nursing staff members. The data were collected using a questionnaire of Beugre’s organizational justice and analyzed by the use of Spearman’s and Anova statistical tests.Results:Averages of organizational justice was obtained to be 68.85 ± 7.67 . Among different sorts of organizational justice, the highest average score of 75.24 ± 16.68 was achieved relevant to interactional justice. A significant relationship was observed between organizational justice (r = -0.36), interactional justice (r = -0.38), and procedural justice (r = -0.36) and turnover intention, but no relation was found between turnover intention and systemic and distributive justice. Furthermore, there was no relationship between demographic variables, organizational justice, and turnover intention.Conclusion:Considering the prominent role of organizational justice in the personnel’s intention to stay or leave and due to the high costs of recruiting and training new staff, managers should pay especial attention to justice and provide their employees’ satisfaction and stability in their organizations by creating a positive mindset in them.

Outsourcing refers to the transfer of services or functions to an outsider supplier, which controls them through a contract or cooperative. The main problem of senior managers in health organizations is determining the services which should be outsourced. The present study seeks to identify the factors that affect decision about outsourcing. Methods: We systematically searched relevant databases including Pub Med, Scopus, Science Direct and Web of Science databases using terms "Outsourcing AND Decision Making OR Policy AND health OR hospital OR health care OR health services OR healthcare". Studies were identified and screened in accordance with the preferred Reporting Items for Systematic and Meta-Analyses (PRISMA) published in English or Farsi, determining factors that affect making decision about outsourcing a health organization services.

Background: Human resources, especially medical staff is one of the main components of health care system and organizational development. The purpose of this study was to estimate the required nurses for hospitals affiliated to Tehran University of Medical Sciences based on the models of the World Health Organization and Levine. Methods: This study was cross-sectional and descriptive. Seven hospitals affiliated to Tehran University of Medical Sciences were selected as research sample. After collecting data of the number and distribution of the nurses, the data were entered into Excel software. Then, according to the WHO and Levine formula, estimated numbers of hospital nurses were compared with the current situation. Results: According to the models, the number of nurses in all hospitals was different with standard values. According to WHO model, the correlation was negative and most hospitals but Amir Alam, Baharloo, and Farabi hospitals had insufficient number of nurses. Also, according to Levine model, all hospitals except Bahrami and Amir Alam hospitals had insufficient number of nurses. Conclusion: According to the World Health Organization and Levine model, the number of nurses in the studied hospitals was inadequate. This imbalance requires proper planning and standards to rectify the shortage of manpower, especially nurses in studied hospitals.