Abstract
Purpose: The purpose of this study was identifying the relationship between emotional intelligence and organizational commitment with job satisfaction of staff of Ebne Sina Hospital. Method: For this purpose, NEO personality inventory and Minnesota job satisfaction questionnaires were used and after assuring of reliability and validity, Measuring tool were distributed among 125 sample of staffs of the Ebne Sina hospital. The research method is survey-correlation. Results: The results showed that there is a significant positive relationship between emotional intelligence and organizational commitment with job satisfaction of staff of Ebne Sina hospital.
Highlights
IntroductionThe important point in studies of job satisfaction that has ambiguities, contradictions and complexities is determining the role of personality factors in job satisfaction, so that some researchers considered minimal impact on these factors and other researchers emphasize on the role of personality factors on organizational variables such as performance, organizational behavior, leadership and especially job satisfaction and believe that personality factors in dissatisfaction, deformation and leaving job is effective more than low income and talent (Davis and Newstrom, 1995)
The purpose of this study was identifying the relationship between emotional intelligence and organizational commitment with job satisfaction of staff of Ebne Sina Hospital
For the evaluate of first hypothesis that shows a significant positive relationship between emotional intelligence and organizational commitment, correlation of subjects score were calculated in two mentioned variables using regression
Summary
The important point in studies of job satisfaction that has ambiguities, contradictions and complexities is determining the role of personality factors in job satisfaction, so that some researchers considered minimal impact on these factors and other researchers emphasize on the role of personality factors on organizational variables such as performance, organizational behavior, leadership and especially job satisfaction and believe that personality factors in dissatisfaction, deformation and leaving job is effective more than low income and talent (Davis and Newstrom, 1995) This relationship is expressed in the theory of Holland in the best aspect. Holland believes that people who have got more and better self-knowledge will have got better choices and his theory is based on two important principles: a) Choice of profession depends on type of personality. b) Choice of profession has got direct relationship with one's attitude and orientation
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