The Relationship Between Organizational Climate, Organizational Commitment and Job Burnout: Case Study Among Employees of the University of Medical Sciences

Abstract

Background and Objective:Organizational climate and organizational commitment have a tangible effect on organizational performance. This study aims to investigate organizational climate in a university of medical sciences along with organizational commitment and job burnout in the university staff.Methods:This cross-sectional study is carried outviadescriptive-analytical method on 250 employees of Torbat Heydariyeh University of Medical Sciences, Iran in 2016. Data collection tools include standard questionnaires of organizational climate, organizational commitment, and Maslach burnout inventory. Data analysis was carried out with SPSS software version 21 and Man-Whitney statistical tests, Kruskal-Wallis analysis, ANOVA, Chi-2, and Spearman’s correlation tests.Results:Average age of the participants was 34.52 ± 7.70 including 55.6% men and 44.4% women. In the present study, organizational climate of employees was medium and high, and also, mean score of the organizational commitment of subjects was 66.11 ± 16.35. The highest amount of employees job burnout was related to low level (66%). Organizational climate among the employees lead to higher organizational commitment (r=0.472, P<0.001), and greater organizational climate and commitment contributes significantly towards a decrease in job burnout (r=-0.227, P<0.001; r=-0.335, P<0.001).Conclusion:If the managers of these deputies pay more attention to the importance of the services of the health staff and manpower employed in this organization, they can improve the organizational commitment of healthcare workers and prevent their burnout, in order to maximize the quality of service delivery.

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