A Kafashpour, S Mortazavi, S Pour,
Volume 11, Issue 4 (2-2013)
Abstract
Background: Organizational commitment among nurses as care providers provided the quality of patient care by their conservation. Therefore, nurses are committed to the investment and the competitive advantage of clinics and hospitals which have a significant impact on increasing the quality of services. In this study, the effect of psychological contracts and organizational trust studied
as an organizational commitment of Ghaem hospital nurses in Mashhad province.
Materials and methods: Strategy survey - analysis of data obtained for the study of 193 Ghaem hospital nurses in the city of Mashhad through distributed questionnaires by the structural equations and partial the least squares method to seek the help of software were analyzed.
Results: The results indicated that the first, model of the material used has a strong theoretical model that is to predict nurses' organizational commitment. Secondly, all direct and indirect relationships between variables in the model were significant. But the relationship between organizational trust and nurses' continuous commitment was not confirmed.
Conclusion: This study indicates not only depends on nurses' organizational commitment to creating positive psychological space, but also they are in the reliability of this space gives rise to the obligation. On the other hand, the quality of the organizational commitment for nurses could be effective and efficient in use of available resources. Therefore, hospital administrators need to be more attention to an effective component of organizational commitment as supply facilities, participate in decision making, good communication, and job enrichment.
M Mahdavi, M Arab , M Mahmoudi , A Fayazbakhsh , F Akbari ,
Volume 12, Issue 4 (3-2014)
Abstract
Background: This study is aimed to compare organizational commitment and intention to leave among employees in Teheran`s hospitals.
Materials and Methods: In this survey 3 hospitals with different ownership`s type were examined included: A public hospital, a hospital owned by Social Security Organization, and a private hospital. The data were collected by distributing 450, questionnaires among 450 employees, which were randomly chosen.
Results: Among all studied subjects few employees allocated high score of organizational commitment to themselves .This average rate is nearly 20%. Committed employees were impressively low in the Social Security hospitals compared to others. Comparing intention to leave indicate revealed the Public hospital`s employees have lowest scores among all subjects. There is a statistical significant correlation between commitment`s components and intention to leave.
Conclusion: Generally the majority of employees have average and low organizational commitment. Employees with high level of commitment and high level of intention to leave make a small proportion of all hospital employees. Social security hospitals must be taken into consideration due to the levels of commitment and intention to leave.
