Three Components of Organizational Commitment and Job Satisfaction of Hospital Nurses in Iran

Jahangir, Fereidoun; Shokrpour, Nasrin

doi:10.1097/hcm.0b013e3181b3eade

Cited by 20 publications

(24 citation statements)

References 25 publications

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“…It has been shown that organizational commitment has effects on positive job outcomes, including reduced absenteeism and turnover, and increased organizational citizenship behavior, efforts related to the job, job performance, as well as the organization's effectiveness in providing quality health services. [30] On the other hand, the observance of justice is the key to the organization and its employee's survival and development. [14] Therefore, this study aimed to review the effects of perceived organizational justice and its components on organizational commitment of administrative and financial employees of Shiraz University of Medical Sciences general hospitals.…”

Section: Discussionmentioning

confidence: 99%

Study of the effects of perceived organizational justice and its components on organizational commitment of administrative and financial employees of Shiraz University of Medical Sciences general hospitals in 2012

2013

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ABSTARCTObjectives: This study aimed to review the effects of perceived organizational justice and its components on organizational commitment of administrative and financial employees of Shiraz University of Medical Sciences general hospitals in 2012. Materials and Methods: This was a cross-sectional, descriptive-analytical study conducted in 2012. The population in study was all administrative and financial staff of Shiraz University of Medical Sciences general hospitals. A sample size of 120 staff was selected using stratified sampling proportional to size and simple random sampling methods. The required data were gathered using two questionnaires: The modified Persian version of the organizational justice questionnaire developed by Niehoff and Moorman and the Persian version of the organizational commitment questionnaire developed by Allen and Meyer. Also, respondents were asked about their demographic profiles. The response rate was 82%. The collected data were analyzed using Statistical Package for Social Sciences 16.0 (SPSS) through some statistical tests such as Independent t-test, analysis of variance (ANOVA), Pearson correlation coefficient and Multiple Linear Regression (Stepwise method). P < 0.05 was considered statistically significant. Results: The mean score of perceived organizational justice and organizational commitment were 72.80 and 75.93, respectively. The results showed that affective and normative commitment, as well as total organizational commitment had significant positive correlations with total organizational justice and its three components, that is, procedural, distributive, and interactional justice (respectively, r = 0.544, r = 0.476, r = 0.463, r = 0.509, and P < 0.001). However, continuance commitment had only a significant positive correlation with procedural justice (r = 0.206, P = 0.042). Stepwise multiple regression analysis also showed that only procedural and interactional justice had statistically significant relationships with total organizational commitment (B = 0.511, B = 0.599, and P < 0.05). Conclusion: Improving organizational justice can continuously increase employees' commitment. Therefore, hospital administrators should pay more attention to implement and enhance organizational justice and its components especially procedural and interactional justice in the organization, provide opportunities for supervisors to be trained in behaving better towards employees (interactional justice), and develop a fair system for employees' performance evaluation and their promotions (procedural justice), as well as the provision of rewards (distributive justice) based on related standards.

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Section: Discussionmentioning

confidence: 99%

Study of the effects of perceived organizational justice and its components on organizational commitment of administrative and financial employees of Shiraz University of Medical Sciences general hospitals in 2012

2013

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“…(1993), and Meyer and Allen (1997) were used in 17 out of 33 included studies. [ 14 16 17 18 22 23 24 25 29 31 32 33 34 35 41 42 44 ] According to Meyer and Allen, OC contains the following three dimensions: (1) Affective commitment that refers to the members of an organization who are emotionally attached to, identify themselves with, and feel devoted to an organization; (2) continuance commitment that describes the employees who are committed because they believe the costs associated with leaving the organization are too high and, hence, they remain; and (3) normative commitment that refers to the group of employees who feel like they should stay with the organization beyond a sense of obligation. [ 47 ] It is noteworthy that 11 studies used the affective OC subscale of each of the above scales.…”

Section: R Esultsmentioning

confidence: 99%

An integrative review of literature on determinants of nurses′ organizational commitment

Vagharseyyedin¹

2016

Iranian J Nursing Midwifery Res

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Background:This integrative review was aimed to examine in literature and integrate the determinants of nurses’ organizational commitment in hospital settings.Materials and Methods:In this study, an integrative review of the literature was used. The search strategy began with six electronic databases (e.g. CINAHL and Medline). Considering the inclusion criteria, published studies that examined the factors influencing nurses’ organizational commitment in the timeframe of 2000 through 2013 were chosen. Data extraction and analysis were completed on all included studies. The final sample for this integrative review comprised 33 studies.Results:Based on common meanings and central issues, 63 different factors contributing to nurses’ organizational commitment were integrated and grouped into four main categories: Personal characteristics and traits of nurses, leadership and management style and behavior, perception of organizational context, and characteristics of job and work environment.Conclusions:In general, categories emerged in this study could be useful for formulating initiatives to stimulate nurses’ OC. However, little is known about the relative significance of each identified factor among nurses working in different countries. Qualitative research is recommended for narrowing this gap. Future research should be directed to examine the psychometric properties of the organizational scales for nurses in different cultures.

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“…The present study is an attempt to conceptualise the phenomenon of nurses’ job satisfaction among Iranian hospital‐based practicing nurses. The interrelationship and correlates of job satisfaction and its components among Iranian nurses have not been examined (Jahangir & Shokrpour 2009). This study extensively reviews the job satisfaction literature in order to highlight the dynamism in the conceptualisation of job satisfaction over time (Tovey & Adams 1999).…”

Section: Introductionmentioning

confidence: 99%

Job satisfaction among Iranian hospital-based practicing nurses: examining the influence of self-expectation, social interaction and organisational situations

Ravari¹,

Bazargan²,

Vanaki³

et al. 2011

Journal of Nursing Management

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Three Components of Organizational Commitment and Job Satisfaction of Hospital Nurses in Iran

Abstract: The 3 components of commitment are variously related to job satisfaction. Nursing managers should pay attention to different components of commitment variously to promote the appropriate type of commitment needed for specific situation in which they work.

Cited by 20 publications

References 25 publications

Study of the effects of perceived organizational justice and its components on organizational commitment of administrative and financial employees of Shiraz University of Medical Sciences general hospitals in 2012

Study of the effects of perceived organizational justice and its components on organizational commitment of administrative and financial employees of Shiraz University of Medical Sciences general hospitals in 2012

An integrative review of literature on determinants of nurses′ organizational commitment

Job satisfaction among Iranian hospital-based practicing nurses: examining the influence of self-expectation, social interaction and organisational situations

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