رابطه تعهد سازماني و اسرتس شغلي در مديران بيمارستان هاي آموزشي دانشگاه علوم پزشكي اصفهان؛ 1386

Organizational commitment and job stress at Isfahan university of Medical Sciences teaching hospitals managers

Introduction: There are many reasons for an organization to increase its membersʹ level of organizational commitment. Organizational commitment is one of the effective factors in human resource performance in hospitals. Organizational commitment, like other organizational behavior has been introduced in different aspects. First, organizational commitment is a new concept and it is totally different from dependence and job satisfaction. For example, nurses may like their job; however, they feel unsatisfied from the hospital they work, so they would look for another job. Or waiters (waitress) in restaurant may, have a positive feel about the work environment, but they would hate their job. Second, research shows that organizational commitment, with oncoming effects such as job satisfactions, presence, organizational behavior, and job performance and has a positive, and has negative relation with leaving job. Present study was aimed to evaluate Organizational commitment and job stress at Isfahan University of Medical Sciences (IUMS) teaching hospitals managers. Methods: This study carried out as a cross-sectional research. The studied population, were all the (IUMS) hospital managers (such as officers, nurses, and...) which have been selected with census method. The data collecting tools were two questionnaires related to measuring the stress and commitment level, their validity and reliability were confirmed by researcher. The questions have been design based on Likert method; and for presenting data descriptive and analytic statistics have been used. Results: The average scores of organizational commitment was (67+13.7); equal for men and women, there was no significant relation between organizational commitment and sex; maximum level of the organizational commitment and age have no significant difference either; with a significant difference between managersʹ job experience and organizational commitment. The maximum organizational commitment found in those who have more job experiences. Also it showed that there was no significant difference between the type of management and the level of organizational commitment among managersʹ ; and level of stress and sex with years of service; and between job stress and job experiences, type of management and type ofhiring. Summary there was no significant difference between managersʹjob stress and organizational commitments. Conclusion: None of the organizational could be successful without their employees1 commitment. Committed managers are more organized in their job and stay longer in their organization. Managers, also have to keep the employees committed and develop this behavior in them