Abstract Background and Aim: Boredom is a psychological phenomenon which is caused by many factors and it can be accompanied by undesirable effects such as reduction of professional performance. Boredom in the workplace leads to a decrease in job satisfaction and performance, and ultimately leads to a reduction in production and increase in costs of the organization. Boredom is marked by tiredness, nullity, sense of frustration with emptiness, being bored and uninterested, not interacting with a current event or situation. Most employees who are prone to boredom often experience monotony patterns in their working lives and these people are probably less self-sufficient and less enthusiastic about their work than their colleagues. Being physically present but without the motivation and not using their ability of the workplace is both costly for the organization and harmful to the health of employees. There are many factors contributing to boredom, such as mismatch between employees and work, repetitive and monotony work, feelings of job insecurity, lack of emotion, increasing levels of education and skills of employees over the job’s needs and their role in the workplace. Boredom has a long history in organizational research and has been extensively discussed in academic literature on the expenses associated with individuals and organizations and the evidence shows that it is associated with negative individual and organizational outcomes. Almost all people experience boredom at different times, regardless of the nature of the work. This phenomenon may have an impact at all levels of each organization across different countries. Although empirical evidence shows that the incidence of boredom is widespread, studies in this field have been neglected today. In Iran, there is no reliable tool to measure Boredom in employees. Therefore, this study was conducted to determine psychometric properties of a Farsi version of the Dutch Boredom Scale Questionnaire (DUBS) in the employees of Iranian University of Medical ...