Abstract
Organizations need the committed manpower to provide effectiveness and progress which is an important factor in order to achieve organizational goals. According to this, organizational culture increases employees commitment 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 assess relationship between the organizational culture and the organizational commitment among staff of elected hospirals in Tehran University of Medical Sciences. This descriptive study accomplished at 2013. The study population was hospitals affiliated to Tehran University of Medical Sciences included the two hospitals “Vali Asr” & “farabi”. Also in hospitals, study populations were all hospital staffs (Administrative and Clinical). Data collection was done using a three parts questionnaire including: the first one contains background information, the second part consists of questions related to organizational culture based on Denison model and the third part includes questions related to organizational Commitment based on Porter model. Validity and reliability were confirmed through getting the opinions of experts and using Cronbach’s alpha. Data analysis was done by SPSS software using Pearson correlation test and the test “t” to determine the relation between 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 between the organizational culture dimentions and two hospitalas was seen. Also, in the organizational commitment, the maximum 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 was significant relation between the emotional commitment dimention & the type of the hospital. This relationship wasn’t meaningful in another dimentions. Except for the conflict dimension, there was significant correlations between the organizational culture dimension& the organizational commitment (p<0.05). Also, this correlation was between the organizational culture and the organizational commitment (r=0.552) Designing an appropriate and justified reward mechanism and development of teamwork skills between employees can increase their organizational commitment positively and improve hospital performances.
Highlights
Efficiency achievement is one of the main goals of any organization .To achieve this goal, a systemic, native and applied approach is required
Data collection was done using a three parts questionnaire including: the first one contains background information, the second part consists of questions related to organizational culture based on Denison model and the third part includes questions related to organizational Commitment based on Porter model
Arshadi reached to the similar results in his study (Arshadi, 2011) Proving of similar relation in the present study indicates that we can increase staff organizational commitment by formulating an appropriate reward mechanisms resulting in improving performance
Summary
Efficiency achievement is one of the main goals of any organization .To achieve this goal, a systemic, native and applied approach is required. Organizational culture is a set of features that distinguish an organization from other one. As the personality refers to the individual’s fundamental characteristics, culture relates to organizations stable features (Karaminia, Salimi, & Amini, 2010). Denison believes that organizational culture refers to basic values, beliefs and principles serves to management system as a firm foundation (Denison, Janovics, Young, & Cho, 2006). Organizational culture that is the sub product of social culture impresses individual’s values, morality, attitudes, defaults and expectations and appears in his or her behavior(Beekun & Badawi, 2005). Organizational culture causes unity & cohesion in the organization, so a weak organizational culture ,pack organization and unhealthy atmosphere causes staff disappointment and stress resulting in frustration and pessimism in employees towards themselves and the others and productivity reduction & dissatisfaction(Shamsudin, Kasim, Hassan, & Johari, 2010)
Sign-in/Register to view highlights & summary Sign-in/Register to access full text options 
Free) 
Talk to us
Join us for a 30 min session where you can share your feedback and ask us any queries you have
Schedule a call
