Organizational Culture and the Organizational Commitment; Correlational Study in Hospital Staffs

  •  Hojjat Rahmani    
  •  Samad Azari    
  •  Ghasem rajabi Vasokolaee    
  •  Masood Taheri Mirghaed    
  •  Mehdi Raadabadi    


Organizations need the committed manpower to provide effectiveness and progress which is an important factorin order to achieve organizational goals. According to this, organizational culture increases employeescommitment in the organization by their accepted norms and values. Actually, the organization environment &its prevailing culture, affects on the organizational commitment of staff. This study was conducted to assessrelationship between the organizational culture and the organizational commitment among staff of electedhospirals in Tehran University of Medical Sciences.This descriptive study accomplished at 2013. The study population was hospitals affiliated to Tehran Universityof Medical Sciences included the two hospitals “Vali Asr” & “farabi”. Also in hospitals, study populations wereall hospital staffs (Administrative and Clinical). Data collection was done using a three parts questionnaireincluding: the first one contains background information, the second part consists of questions related toorganizational culture based on Denison model and the third part includes questions related to organizationalCommitment based on Porter model. Validity and reliability were confirmed through getting the opinions ofexperts and using Cronbach’s alpha.Data analysis was done by SPSS software using Pearson correlation test and the test “t” to determine the relationbetween the areas of culture and commitment to the type of hospitals.In organizational culture, maximum average & standard deviation has been seen in professional identity(4.74±1.38). Except for the two dimentions of conflict & communication patterns, a significant relation betweenthe organizational culture dimentions and two hospitalas was seen. Also, in the organizational commitment, themaximum average & standard deviation was seen in continuous commitment scope. Overally, average &standard deviation (3.18±0.76) has been obtained for organizational commitment component; also there wassignificant relation between the emotional commitment dimention & the type of the hospital. This relationshipwasn’t meaningful in another dimentions. Except for the conflict dimension, there was significant correlationsbetween the organizational culture dimension& the organizational commitment (p<0.05). Also, this correlationwas between the organizational culture and the organizational commitment (r=0.552)Designing an appropriate and justified "reward mechanism" and development of "teamwork" skills betweenemployees can increase their organizational commitment positively and improve hospital performances.

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