Scientific Journal of

  Abstract

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 Background and Objectives

 One of the suitable ways to find access to safe blood supply is to use regular donors as low-risk population in regard to blood-transmitted diseases. Thus, in this study, the population of regular donors of Arak city in the first six months of the year 1382 (2004) registered in the Recruitment Unit of Arak Blood Center were evaluated.

 Materials and Methods

 In this study, 3620 regular donors (37 percent of the whole donors) registered in the Recruitment Unit were selected as subjects they then were evaluated based on age, gender, marital status, education level, and job.

 Results

 89.6 and 10.4 percent of the donor population were male and female respectively 82.2 percent of the member regular donors were married and 17.8 single (P<0.01). 51.85 percent of the population acted as employees, laborers, and military staff all corsidered as wage-earning jobs. 34.4 percent have free jobs, are households and university students, and the remaining 4.75 percent act as soldiers, farmers, students, or are jobless (P<0.01). The higher percentage of member regular donors pertains to donors at the age group of 21-45.

 Conclusions

 In the present study, the male subjects at the age range of 21-45 being married, wage-earner with diploma degree or higher were considered to be the main stratum of regular blood donors. Therefore, through planning to encourage and attract the above stratum, it would be possible to raise the number of regular donors and help them maintain the donation trend. However, one should not overlook the female population and attempts should be made to increase the number of regular female donors by appropriate propaganda and promotion.

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  Key words: Regular donors, Gender, Marrital status, Age, Job, Education

Abstract

Background and Objectives

Job satisfaction in any organization can lead to success and achievement. Blood centers require the staff with strong spirit to manage best the voluntary blood donors and do their best to ensure safe and adequate blood. Consequently, the aim of the present study was to assess job satisfaction of the staff of blood centers in Kerman.

Materials and Methods

This cross-sectional study was conducted on 120 staff members of blood centers in Kerman province, southeast of Iran, in 1393. By census sampling method, 97 completed questionnaires were returned to the researchers. To collect the data, Job Descriptive Index (JDI) questionnaire was used. To analyze the data, the independent t-test and analysis of variance using SPSS v.18 software were used.

Results

The study results showed the overall satisfaction of the staff was moderate (3.17 ± 0.66), with men and women being assessed 3.08 ± 0.08 and 3.23 ± 0.09, respectively. The greatest satisfaction pertained to co-workers (3.7 ± 1.05) and the lowest satisfaction to payments (2.35 ± 0.94) and job promotion (2.56 ± 0.1). The satisfaction levels of the staff about the work nature (3.17 ± 0.79) and the supervisor (3.5 ± 0.98) were similar to that of the overall satisfaction.

Conclusions

The results demonstrated that by paying more equitable salaries to the staff and promoting their job situation based on the meritocracy system, the degree of satisfaction can greatly increase.

Abstract

Background and Objectives

To the opinion of  psychologists, job satisfaction has been defined as the action of coordination between individual needs and professional values. Therefore, evaluating the rate of job satisfaction is one the concerns of the professionals. The objective of this survey was to assess the rate of job satisfaction among the staff of IBTO headquarters (HQ) and Tehran Blood Transfusion Center (TBC).

Materials and Methods

The study is a descriptive-analytical and cross- sectional study which was done voluntarily on 120 staff of the IBTO HQ and 94 staff of TBC. To gather the data, JDI questionnaire was used. The data was analyzed by MANOVA test. P < 0.01 was identified as the criteria for significant differences.

Results

The average rate of job satisfaction in IBTO headquarters was measured as standard deviation. This rate was 21.32 in Tehran Blood Transfusion Center. The results indicate the higher job satisfaction of the staff of TBC compared to IBTO HQ. The highest unsatisfactory variables pertained to job promotion, supervisors and the  colleague relationship.

Conclusions

Job satisfaction is an indicator for the performance improvement of the staff leading to success of an organization. While the highest unsatisfactory variables pertained to job promotion, supervisors and the colleague relationship, the necessary interventions have to be made in order to clarify and revise the ways of job promotion and to establish a competent inter-sectorial relationship between the staff.