Showing 14 results for Commitment
Tabandeh Sadeghi, Nahid Dehghan Nayyeri, Roghayyeh Karimi,
Volume 4, Issue 3 (5-2011)
Abstract
Nurses' ability to communicate with patients is essential for the effectiveness of the nursing process. This factor is more significant in the case of adolescent patients. Appropriate communication between adolescent patients and health care staff is crucial, since it contributes to the patients disclosing important personal information, and helps nurses communicate necessary information, viewpoints or skills through health promotion measures. The present study aimed to draw a comparison between nurses’ and hospitalized adolescents’ understanding of the significance of the nurse-patient relationship and the observance thereof.
In this cross-sectional study, 175 nurses and 180 hospitalized adolescents (12-18 years of age) were selected through simple random sampling respectively, all of whom met the criteria necessary to enter the study. The data was collected from children’s hospitals affiliated with the Tehran University of Medical Sciences, and the data collection tools were self-report questionnaires. Data analysis was performed using the SPSS statistical software.
Findings of this study showed that there was a significant statistical difference between the understanding of nurses and hospitalized adolescents regarding the importance of the nurse-patient relationship (P=0.019) and its observance (P0.001), and the nurses scored a better understanding than adolescent patients in both cases. This paper also investigated the priorities of each group regarding the significance and observance of the nurse-patient relationship. The results showed that nurses viewed explaining the necessary follow-up care after discharge as the most important part, while adolescent patients believed that proper verbal communication and being listened to patiently were of great significance. Both groups seemed to observe proper verbal and non-verbal communication according to the results of this paper.
The findings of this research proved that nurses can be directed to achieve the less observed objectives that are viewed by adolescent patients as significant in order to eliminate the obstacles in proper nurse-patient relationship.
Mohammad Esmaiel Ansari, Mohammad Shaker Ardakani,
Volume 6, Issue 2 (5-2013)
Abstract
The study of work ethics has gained great significance in recent years following the failures of major corporations and the West’s crisis. The main objective of this study is to examine the relationship between Islamic work ethics (IWE) and organizational commitment and its three dimensions including affective, continuance and normative commitments. This is a descriptive study that has been conducted in 2010. One hundred and fifty nine employees participated in this study who selected from hygiene, nursing & midwifery, pharmacy & medicinal sciences, dentistry, rehabilitation sciences, and management & information faculties through stratified random sampling. Data were collected via the 17-item Islamic Work Ethics Questionnaire, constructed by Ali (2000), and the 24-item Organizational Commitment and its dimensions questionnaire, constructed by Meyer & Allen (1991). The collected data were analyzed through correlation and regression using SPSS17. The result of factor analysis confirmed the multidimensional nature of organizational commitment. The result of correlation and regression analysis also showed that there is a positive and direct relationship between IWE and total organizational commitment and its three dimensions. The demographical variables did not impact on IWE and organizational commitment. According to the results, the employees of Isfahan University of Medical Sciences are committed to the organization either because of an emotional bond to the organization or in the absence of better job opportunities outside the organization. It may be beneficial to convey these results to managers in order to make them aware of the fact that the employees are not reluctant to leave the organization for a better job with better conditions. In view of the relationship between Islamic work ethics and organizational commitment, it is recommended that university directors and presidents attempt to increase organizational commitment by providing ethical codes and promoting Islamic work ethics principles.
Hossein Dargah, Seyedeh Ghazaleh Sadat Tehrani,
Volume 7, Issue 1 (5-2014)
Abstract
Observation of ethical principles by health care organizations managers can direct and control human resources. Moreover, organizational commitment is a type of emotional and fanatical dependence on the values and goals of an organization that can help preparing an appropriate background for employee development. Therefore, this research is aimed to determine the relationship between management ethics and organizational commitment among employees of the Tehran University of Medical Sciences. This is a cross-sectional, descriptive and analytical research conducted among the headquarters employees of the Tehran University of Medical Sciences. One hundred and fifty employees were selected as a research sample using the Cochran formula. The research tools were two types of standard questionnaires including organizational commitment and principles of ethics questionnaires that were completed by the employees. The response rate was 86%. The collection and analysis of data were performed by SPSS software. The results of this research showed that most managers of TUMS headquarters observed the principles of ethics and also most of the employees had a high level of organizational commitment. However, organizational commitment of TUMS employees does not appear to be influenced by managers’ observance of ethical principles, and it seems that other factors like organizational culture or organizational health could be correlated with employees’ organizational commitment. The authors recommend preparation of ethical charters and avoidance of instrumental usage of ethical principles by the managers in order to direct the employees to follow ethical guidelines and create a unified culture within the organization.
Fariba Borhani, Mahmoud Abbasi, Abbas Abbaszadeh, Soolamz Mousavi, ,
Volume 7, Issue 3 (9-2014)
Abstract
In order to face the challenges of today’s health system, it is extremely important to promote collaborations among disciplines. Nevertheless, it seems that nurses and physicians cooperate more effectively in academic areas, and their partnership in the actual work place and clinical settings is associated with challenges.This cross-sectional study aimed to determine the attitudes of doctors and nurses in hospitals affiliated with Shahid Beheshti University of Medical Sciences toward collaboration with each other. For this purpose, the Jefferson Scale of attitudes toward physician-nurse collaboration was used after it was translated and its validity and reliability were examined on 59 physicians and 164 nurses. Data were analyzed using the SPSS software version 18.The results showed a more positive attitude toward the concept of collaboration among nurses (3.49) than physicians (3.12) (P = 0.02). Moreover, a significant difference was observed between the attitudes of physicians and nurses toward working together across various items of the questionnaire (F = 5.06, P = 0.02), with the exception of the area of nursing autonomy (F = 0.95, P = 0.32).An appropriate nurse-physician relationship and agreement over treatment plans can increase the quality of care, and lack of cooperation can lead to stress in the workplace. Therefore, in-service training for doctors and nurses and attention to the importance of cooperation among members of the medical team must be incorporated into the nursing and medical curriculum. Thus, the traditional views on the role of nurses will change, and nurses will be able to perform their professional duties more effectively. Consequently, the cooperation between physicians and nurses and the fortified synergy between the roles will improve the quality of care.
Hossein Dargahi, Golsa Shaham,
Volume 8, Issue 4 (11-2015)
Abstract
Emphasis on the organizational commitment of employees is a soft management technique to enhance performance and efficiency. This study aimed to determine the relationship between organizational commitment in the employees of Tehran University of Medical Sciences (TUMS) and their tendency to display non-ethical behavior.
This study was a descriptive analytical and cross-sectional research conducted on the headquarters employees of Tehran University of Medical Sciences during 2013 and 2014. A sample size of 150 employees was determined using the Cochran formula. Research tools consisted of a researcher-made questionnaire measuring non-ethical behavior, and Allen & Meyer’s Organizational Commitment Scale. The validity and reliability of both questionnaires were confirmed. The response rate was 85%. Data were collected using the SPSS software, and Pearson’s statistical methods were applied.
The average organizational commitment of the employees in this study was 62.32, which is considered as moderate. It should be added that the majority of the employees did not demonstrate a tendency for non-ethical behavior.
Although the average organizational commitment was not high in TUMS employees, it was not correlated to their non-ethical behavior tendency. It seems that the organizational commitment of TUMS employees is influenced by other factors such as supervisor and organizational ethics, which can be the subject of future studies.
Leily Keyvanloo, Tayebe Rahimi Pordanjani, Ali Mohamadzade Ebrahimi,
Volume 8, Issue 6 (3-2016)
Abstract
The present study tests a model of the relationship between Islamic work ethics and job satisfaction and organizational commitment with mediation of intrinsic motivation. Research design was correlation through structural equation modeling (SEM) and the sample consisted of 203 employees of Sabzevar University of Medical Sciences selected by census sampling method. Participants in this study completed questionnaires on Islamic work ethics, job satisfaction, organizational commitment and intrinsic motivation. Reliability and validity of all questionnaires were reported to be at an acceptable level. Data were analyzed through structural equation modeling (SEM) using AMOS-21 and SPSS-19 software packages. In addition, Preacher and Hayes’ SPSS macro program was used for testing mediation. The results showed that the proposed model fit the data properly, and that Islamic work ethics directly affected job satisfaction and organizational commitment. Moreover, the mediating effect of intrinsic motivation on the relationship between Islamic work ethics and job satisfaction and organizational commitment was confirmed. Employers can therefore rely on Islamic work ethics and training the employees and supervisors to reinforce intrinsic motivation, and thus promote job satisfaction and organizational commitment
Shahrzad Ghiyasvandian, Afagh Sedighiyani, Anooshirvan Kazemnejad, Iraj Iranshahi,
Volume 9, Issue 6 (3-2017)
Abstract
One of the major challenges in healthcare system is to train staff with strong commitment to the organizational mission. The key variables that have a significant impact on the performance of the organization is communication satisfaction. In fact, organizational communication has influential affect on different aspects of the organization including, professional commitment. This study was conducted to determine the relationship between communication satisfaction and organizational commitment among nurses.
In a descriptive-correlation study, 300 nursing staff in hospitals from Tehran University of Medical Sciences were selected through random cluster sampling in 2015. Data were collected by organizational communication “Downs and Hazen” and organizational commitment of “Allen and Meyer” questionnaires. Data were analyzed using chi square test and SPSS 16 software.
In Result, 7.2% of nurses were satisfied with their organizational communication and 1.7% of nurses had organizational commitment. There was a significant correlation between organizational communication satisfaction and organizational commitment (p<0.001). The mean and standard deviation of organizational communication Satisfaction (91.396 ±2.39) and for Organizational Commitment respectively (47.488±9.33) was. also there was a significant correlation between organizational commitment and age, education and shift, but it was not correlated with sex, marriage status and organizational post. Likewise, communication satisfaction had significant correlation with job position and job experience, but hadn’t significant correlation with other demographic variables. Also, the regression model showed that with one point increase of organizational communication satisfaction are added. /189 to the score of organizational commitment.
In conclusion, considering the existence of significant positive relationship and also linear regression result, satisfaction of organizational communication is as predictive variable for organizational commitment. Therefore it seems that the optimization of organizational communication managers and officials could increase the commitment of nurses in hospitals and to increase their effectiveness.
Tayebe Jalali, Fariba Borhani, Hasan Esmailpur, Mahdi Aliesmaeli, Mohammad Aminizade, Mohadese Motamed Jahromi,
Volume 10, Issue 0 (3-2017)
Abstract
Today, organizational commitment has been considered as a global concept in human resource management and organizational development. Lack of commitment and low level commitment results in negative outcomes for the individual and organization. One of the important factors influencing organizational commitment is the ethical climate of the organization.The aim of this study was to determine the correlation between ethical climate of medical emergency technicians and their organizational commitment in Kerman University of Medical Sciences. A descriptive analytical design was used in this study. The sample consisted of 103 technicians working in Kerman Emergency Medical Center. The instruments used in this study included a demographic questionnaire, Ethical Climate Questionnaire, and Organizational Commitment Questionnaire. Data analysis was performed using Pearson’s correlation, t-test, and descriptive statistics. The result of this research indicated that there is generally a positive and significant relationship between ethical climate and organizational commitment (R:0.39, p:0.001) Also, there was a positive correlation among professionalism, caring, rules, independence climate, and organizational commitment (p:0.01).Findings of this study could be used as a guideline for researchers and managers alike who endeavor to improve organizational commitment. Managers can help improve the ethical climate and as a result of organizational commitment by providing solutions, such as training and planning to institutionalize the ethics of the organization.
Pooran Raeesi, Zahra Ghazi,
Volume 11, Issue 0 (3-2018)
Abstract
Superior ethics badge (NAB plan), that is election of most moral person, best nursing and midwifery in a university is a kind of professional ethics. The purpose of this study was to investigate the effect of the implementation of the NAB plan on the professional ethics of nursing staff in Baharloo Hospital. This semi-experimental study was done in before and after design. A 360-degree questionnaire as a data collection tool was used to assess ethical nursing staff in a checklist consisting of 5-4 questions. The five-choice Likert scale was used to describe the data from the central indices and in the inferential part, the t-test, for independent and dependent variables, repeated measure ANOVA and ANOVA were used. The results of the present study showed that the implementation of the NAB plan has a significant effect on the ethics of the nursing staff from the general viewpoint of the evaluators (P <0.001). Also gender, age (30-20 years old were more than 30 years old), education, employment status (formal, covenant, etc.), marriage status and work experience in implementation of the NAB plan had a significant effect on professional ethics of nursing staff but the interactive effect of participants' demographic characteristics was not significant. The results of current study showed that the implementation of the NAB design (superiority of ethics) in Baharloo Hospital promoted the professional ethics of the nursing staff.
Ali Hasan Rahmani, Ms Elahe Banafshe, Atefe Kamrani, Ms Azam Moridi, Ms Zohreh Yeganeh,
Volume 16, Issue 1 (3-2023)
Abstract
A professional and educated midwifery workforce is essential to provide high-quality maternal and newborn care. Midwives’ awareness and knowledge of professional rules and regulations would be necessary for correct practice. Accordingly, this study aimed to investigate midwives’ awareness and knowledge of the professional rules and regulations in Iran. In this systematic review study, the PICO guidelines were used to find the relevant articles through searching MeSH terms in Irandoc, SID, Scopus, EMBASE, Cochrane, Magiran, and PubMed databases up to September 7, 2023. The JBI checklist was used to assess the quality of the articles. This systematic review investigated 14 cross-sectional studies with a total of 2161 participants. The results demonstrated that midwives in Iran do not have a satisfactory level of awareness and knowledge about the professional rules and regulations. Based on the results, much more focus is required to enhance the awareness and knowledge of midwives about the professional rules and regulations. The results of this study can be used for developing educational programs on midwifery professional rules and regulations as a necessity for providing high-quality maternal and newborn care
Arman Latifi, Seyyed Sadegh Hosseini, Sara Rahimi, Vahid Rahmani, Atefeh Esfandiari, Hedayat Salari,
Volume 16, Issue 1 (3-2023)
Abstract
Professional commitment is described as a set of attitudes, values, behaviors, and relationships that serve as the foundation of a health professional's contract with society. The present study was conducted with the aim of determining the attitude of medical students of Bushehr University of Medical Sciences towards professional commitment in 2022. The research population of this descriptive study included 254 students of the last 3 years of the Faculty of Medicine of Bushehr University of Medical Sciences who were included in the study by census. The standard questionnaire of attitude towards the professional commitment of doctors was used for data gathering. Data were analyzed using SPSS software version 25. Descriptive tests, Spearman's correlation test, linear regression and Mann-Whitney test were used to analyze the data. The mean and standard deviation of the age of the students participating in the study was 24.69±2.25 years. The mean and standard deviation of the attitude score towards professional commitment were 67.12±12.72 out of 100. There was a statistically significant relationship between the variables of age, academic semester and experience of participating in training courses related to professional ethics with the mean attitude score (p < 0.05), but there was no relationship between gender and the attitude score towards professional commitment. There was no statistical significance (p > 0.05). Educational centers and its professors, as the most influential force on the formation of students' morals, should revise and implement the educational program well in the field of medical professionalism, considering professional needs
Mehran Saadatmand, Abolfazl Ghani Honar,
Volume 17, Issue 0 (12-2024)
Abstract
Promoting an ethical culture is crucial for ensuring job commitment and competent clinical care among nurses. Ethical culture encompasses shared understandings and perceptions that guide ethical conduct within an organization. Job commitment reflects an individual's psychological and emotional attachment to their job. This study aimed to investigate the relationship between ethical culture and job commitment among nurses working in educational and medical centers affiliated with Hamadan University of Medical Sciences. This descriptive correlational study included 170 nurses selected from teaching hospitals in Hamadan using the Morgan table and based on inclusion criteria. Data were collected using demographic questionnaires, the Gobel et al. Ethical Culture Questionnaire, and the Schaufeli Job Commitment Questionnaire. Data analysis was performed using SPSS version 22 software. A significant and positive correlation was found between ethical culture and nurses' job commitment (r=0.42, p<0.05). Ethical culture was significantly higher among nurses with more work experience and female nurses compared to their counterparts. Additionally, job commitment was significantly higher among male nurses and those with formal employment status. The findings demonstrate a strong positive correlation between ethical culture and job commitment among nurses. Enhancing ethical culture within healthcare settings through effective leadership, clear ethical guidelines, and open communication channels can significantly improve job satisfaction and, ultimately, patient care. Further research is needed to explore the specific factors that contribute to ethical culture within different healthcare contexts.
Batool Zeidabadi, Khadijeh Ahmadzadeh, Zeinab Khademi, Reza Sadeghi, Farnoosh Ghomi,
Volume 17, Issue 0 (12-2024)
Abstract
Research ethics is a fundamental component of the scientific process and is crucial for ensuring the integrity and reliability of research outcomes. Researchers must recognize that the results of their studies can impact individuals and societies. Therefore, accountability and transparency in conducting research are of particular importance. Adherence to ethical principles not only enhances the scientific credibility of researchers but also contributes to the advancement of science and technology. This study aimed to assess the level of adherence to research ethical principles among researchers at Iranian Medical Sciences Universities. This descriptive-analytic, cross-sectional study focused on researchers from Iranian universities of medical sciences. The data collection tool was a research ethics compliance questionnaire, which was distributed to researchers at medical universities in Region Eight. The questionnaire contained 40 items across 9 dimensions: respect for subjects' moral rights, free thinking, professional responsibility, social responsibility, accuracy, emotional impartiality, honesty, Originality, and legitimacy. Data were analyzed using SPSS version 24 software. In addition to descriptive statistics, Mann-Whitney, Kruskal-Wallis, and Spearman correlation tests were also applied. A total of 230 researchers participated in the study, 193 of whom were faculty members. The results indicated that the average score for adherence to ethical principles in research was 3.174, reflecting a high level of adherence. The results also revealed that the dimensions of legitimacy and accuracy had the highest average scores (21.7 and 22.5, respectively). Significant differences were observed in adherence to ethical principles based on educational degree, academic rank, age, and work experience (p < 0.05). Spearman's correlation indicated a significant inverse relationship between adherence to ethical principles and educational degree, meaning that higher educational levels were associated with lower adherence to ethical principles in research. Overall, the findings of this study show that most researchers in the eight regions of Iranian medical sciences universities adhere to ethical principles in research at a high level.
Mandana Arash, Nadergholi Ghourchian, Parivash Jafari, Akhtar Jamali ,
Volume 17, Issue 0 (12-2024)
Abstract
Professional commitment is a key indicator of success in the nursing profession. Nursing schools play a critical role in fostering this commitment by instilling the values and responsibilities associated with the profession. Developing a culture of commitment and integrating it as a societal value is essential for cultivating professional behavior in students. This study aimed to identify strategies for enhancing and developing socio-cultural factors that influence professional commitment among nursing students. This applied research employed a qualitative approach. Twenty professional experts were selected through purposive sampling in 2021. Data were collected using semi-structured interviews, guided by the principle of theoretical saturation, and analyzed using content analysis. Six major components were identified as influential strategies: 1. Participation of communication media in the cultural and scientific advancement of the profession; 2. Attention to cultural differences between universities and healthcare centers; 3. Promotion of a culture of commitment in universities and clinical settings; 4. Attention to the alignment between individual culture and professional culture; 5. Attention to ensuring the profession benefits from social support; 6. Attention to the promotion of a culture of work and effort in society. These components were reflected in 20 specific indicators, including: raising awareness, instilling a sense of need, fostering concern among academic communities, educating nurses, resolving cultural conflicts, creating conducive educational environments, employing committed faculty, embedding commitment in the culture and as a duty, aligning individual and professional cultures, promoting social prestige and recognition of the profession, addressing local cultural aspects and gender roles, and enhancing flexibility and participation in social interactions.
The development of professional commitment in nursing students can be significantly enhanced through the promotion of ethical and professional principles and the establishment of a supportive socio-cultural environment. Embedding professional commitment within cultural frameworks contributes to students’ sense of responsibility and its sustainability in professional practice.
