Relationship between organizational culture and commitment of employees in health care centers in west of Iran
Introduction: Presence of committed personnel in each organization not only reduces their absenteeism, delays, and displacements but also leads to a dramatic increase in performance and efficiency of an organization, mental freshness of employees, better manifestation of noble objectives, and orga...
| Main Authors: | , , , |
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| Format: | Article |
| Language: | English |
| Published: |
Electronic Physician
2017-01-01
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| Series: | Electronic Physician |
| Subjects: | |
| Online Access: | https://www.ncbi.nlm.nih.gov/pmc/articles/PMC5308507/ |
| Summary: | Introduction: Presence of committed personnel in each organization not only reduces their absenteeism, delays,
and displacements but also leads to a dramatic increase in performance and efficiency of an organization, mental
freshness of employees, better manifestation of noble objectives, and organizational mission as well as fulfillment
of personal goals. Therefore, the purpose of this study was to determine the relationship between organizational
culture and organizational commitment of employees in administrative units of health care centers in the cities of
Hamedan Province based on the Denison model in 2015.
Methods: In this cross-sectional study, 177 employees in administrative units of health care centers in the cities
of Hamedan Province were selected by a multistage stratified sampling method. The data collection instruments
included the standardized Denison organizational culture survey and organizational commitment questionnaire by
Meyer and Allen. Data were analyzed by IBM-SPSS version 21 using descriptive statistics and Pearson product- moment coefficient.
Results: Among the 12 indicators of organizational culture, the highest mean scores were assigned to
empowerment (16.74), organizational learning (16.41), vision (16.4), and strategic direction (16.35); respectively.
Furthermore, the indicators of capability development (14.2), core values (15.31), team orientation (15.45), and
goals (15.46) received the lowest mean scores in this respect. Among the four dimensions of organizational
culture, the highest mean score was related to “mission” in organizational culture and the lowest score was
associated with “involvement.” Meyer and Allen’s organizational commitment model also had three components
in which affective commitment in this study obtained the highest score (26.63) and continuance commitment
received the lowest score (24.73). In this study, there was a significant correlation between all the components of
organizational culture and organizational commitment of employees in administrative units of health care centers
(p < 0.05).
Conclusion: Reflecting on all the dimensions and indicators of organizational culture can lead to an escalation of
organizational commitment among employees. Furthermore, focus on factors affecting the improvement of
continuance commitment can promote organizational commitment of employees in administrative units of health
care centers. |
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| ISSN: | 2008-5842 2008-5842 |