رابطه جو سازماني و تعهد سازماني كاركنان و مديران بيمارستان هاي آموزشي دانشگاه علوم پزشكي همدان

The relationship between organizational climate and organizational commitment in teaching hospitals of Hamedan University of medical sciences

Background and Aim: Committed human forces to an organization besides reducing absences, delays and displacements, causes a great rise in the operation of the organization, mental freshness of the staffs and manifesting both organizational admirable targets and personal goals. Lack of commitment or a low-level one leads to negative results for the person and organization; such as lapses from duty, absence excisionsʹ, unwillingness to stay in organization, deduction in the trust of the clients and decrease in income. Therefore, organizational commitment in the staff of a hospital who pace in creating a product named "protection, returning and qualifying human health" appears to be of great importance. It is the goal of the ongoing research to study the relationship between the organizational climate and the organizational commitment of the staff and the managers which leads to distinction between organizations. Materials and Methods: This survey is based on a cross-sectional method. The community of the research has been the whole managers and the staffs of teaching Hospitals of Hamedan University of medical science (Ekbatan, Besat, Farshchian and Mobasher Kashani).The samples were calculated in accordance with the coincidentally sampling formula of 137 individuals. Time scope ofthe research has been February up to June of 2008. The data is analyzed upon the tests of moment correlation coefficient of Pierson, t test, chi square test, regression and ANOYA test. Results: Organizational climate has a positive and meaningful effect on organizational commitment of the staffs and managers. Among the compilations of organizational climate, group spirit, intimacy, engagement, consideration and thrust has positive effect; and hindrance and production emphasis has negative impact on organizational commitment. All dimensions of the organizational commitment (affective, continuous and normative) also have positive and meaningful relation with organizational commitment. Also among personal characteristics gender, age, record of service, level and field of activity are of important relation on organizational commitment. Conclusion: Based on the results of the ongoing research, improvement on the organizational climate causes a rise in the commitment of the staffs and managers to the organization and also can lead to protecting the abilities and continual competing advantages.