Investigating the relationship between job satisfaction and organizational commitment of nurses of Bandar Abbas Shahid Mohammadi Medical Training Center

M.A. Thesis

Treatment: Executive Management

Abstract:

The purpose of this study is to investigate the relationship between job satisfaction and organizational commitment of nurses working in Shahid Mohammadi Bandar Abbas Educational and Therapeutic Center. The statistical population of this research is made up of all nurses and medical staff who have post-graduate degrees and higher, and the sample size of the research is 163 people who were selected by stratified random method.

This study was carried out in a descriptive correlational method and to collect data, the JDI job satisfaction questionnaire (Smith, Kendall and Hallin) and the organizational commitment questionnaire (Allen and Mayer) were used to analyze the data. The statistical methods of Pearson's correlation coefficient, one-way analysis of variance and independent T-test were used for data processing and SPSS statistical software was used, and the results are as follows: continuous commitment has a significant relationship with the dimensions of job satisfaction (nature of work, growth opportunities, etc.), but there is no significant relationship with the dimensions of payments and supervisors. Emotional commitment has a significant relationship with dimensions of job satisfaction (the nature of work, supervisors, growth opportunities and payments) with 99% confidence, but it has no significant relationship with the colleagues component. Normative commitment has a significant relationship with the dimensions of job satisfaction (the nature of work, supervisors and colleagues) with 99% confidence, but there is no significant relationship with the dimensions of growth opportunities and payments. Also, the overall organizational commitment has a significant relationship with the dimensions of job satisfaction (the nature of work, supervisors, colleagues and growth opportunities), but it does not have a significant relationship with the components of payments. Based on the results, the job satisfaction status of nurses was in the medium and high range, but the loyalty and organizational commitment status of nurses was in the medium range. Also, job satisfaction has a significant relationship with the individual components of years of service, type of employment, housing status and educational level of nurses, but there is no significant relationship with the components of the type of service department, position, gender, marital status, and current job of nurses. Emotional commitment also showed a significant relationship with individual components, years of service, type of employment, gender, and continuous commitment with the component of years of service of nurses.

Key words:

Job satisfaction, organizational commitment, Nurses, Hospital

Chapter One:

Generalities

1-1- Introduction

According to many behavioral scientists, organizations are the undeniable facet of today's modern world. The nature of societies is formed by organizations, and they, in turn, are formed by the surrounding world and the relationships within it. Although organizations are established and organized in different ways and based on different goals, without a doubt, all of them are managed and guided based on the mental and physical efforts of human power, which are considered its main elements (Homan, 2011). because factors such as the lack of effective communication between the manager and the employees, lack of proper evaluation, reduction of salaries, lack of growth, promotion and job enrichment can make this environment out of cooperation and balance. In other words, as long as the human force does not have acceptable job satisfaction, motivation and commitment, other activities of the organization will not have the necessary results and fruits (Amouzadeh, 2016). As companies and organizations get bigger, naturally, the problems of this great force are also added (Ismaili, 2008). Different studies in the field of job satisfaction show that many variables are related to job satisfaction. Researchers have long been searching for determining the basic causes of job satisfaction in organizations and administrations. So far, they have been able to find a series of constant factors related to job satisfaction. These variables and causes can be classified into four groups.Organizational commitment can be briefly defined as belief in the values ??and goals of the organization, feeling of loyalty to the organization, moral obligation, heart desire and feeling the need to stay in the organization. Based on the view of Allen and Mayer[1], three components are considered for it.

1- Emotional commitment 2- Normative commitment (obligatory) 3- Continuous commitment

In the early years of the third millennium, the countries of the world are trying to take a larger share of world trade. To achieve this goal, they must be able to increase their competitiveness, and this will not be possible except by improving productivity. Examining the share of growth in the productivity of total production factors in economic growth in developed or transitioning countries shows the fact that in the last decade in these countries, a major share of economic growth has been provided through the growth of productivity indicators of total factors including human power.

In today's competitive world where productivity has increased in all fields, only organizations can remain in this turbulent world that use their resources in the best way and have the highest productivity. One of the important resources of the organization is human resources. The performance evaluation systems lack the necessary efficiency in improving the productivity of the workforce, so the need to change the direction from this type of systems to new performance management systems is felt more and more. In recent years, performance management is considered as one of the strategies for the development and updating of human resources and as a result of improving the productivity of the workforce (Afzoudeh, 1375).

This approach has been able to improve the management problems related to the interaction of human forces with each other as well as with the organization and the way services are provided.

The present research seeks to investigate the relationship between job satisfaction and organizational commitment of nurses at Shahid Mohammadi Bandar Abbas Medical Training Center. Although it seems that job satisfaction and organizational commitment have a significant effect on each other, in our country, so far, there has rarely been an exploitable and practical research on them in the field of organization and management, so that by examining and identifying the causes of personnel issues and presenting a new, practical and productive approach, it can respond to the daily needs of organizations in general and hospitals in particular. . Before birth and in the mother's womb, we are cared for by organizations, we open our eyes to the world in a medical organization, we receive training in many organizations and we work in one organization at the same time, and we have relationships and work with many organizations at the same time, and finally, in one organization, we leave the world stage with special funeral and burial ceremonies. Therefore, people spend most of their lives in organizations or in relation to organizations, and this shows the importance of the position of organizations in today's world (Hosseinzadeh and Naseri, 2016).

On the other hand, human resources are the most important capital of organizations, and the more desirable this capital is, the more likely it is to succeed, survive and improve the organization. Therefore, much effort should be made to improve the quality of human resources; Because this action is both for the benefit of the organization and for the benefit of individuals. Loyal, satisfied, compatible with organizational goals and values ??and willing to maintain organizational membership, who is willing to work beyond the prescribed duties, can be an important factor in the effectiveness and efficiency of the organization. The existence of such a force in the organization is combined with the increase in performance levels and the decrease in the rate of absenteeism, tardiness and desertion of the employees, and it makes the image of the organization in the society suitable and provides the basis for the growth and development of the organization. On the contrary, human resources with a low sense of satisfaction and organizational commitment and tend to leave the organization, not only do not move in the direction of achieving organizational goals, but are effective in creating a culture of indifference to the problems and problems of the organization among other colleagues. For this reason, in the last two decades, a lot of attention has been paid to research in this field and in various aspects related to it (Hosseinian et al., 2016).

Today, one of the main concerns of managers, which takes a significant part of the time and energy of the organization and management and, in other words, wastes, is the issues and problems related to personnel, experts and human resources in general, issues and problems in the field of non-interaction, conflict, violation, delay, indifference. Dissatisfaction and lack of attachment and connection with the organization can be searched.