[ relationship between organizational commitment and job burnout: a study on staff of selected hospitals affiliated to Kerman university of medical sciences]

Introduction: The presence of committed human resources improves organizational performance and achievement of individual and organizational goals. The objective of this study was to investigate the relationship between organizational commitment and job burnout among staff of the selected hospitals affiliated to Kerman University of Medical Sciences

Methods: This cross-sectional, descriptive-analytic study was carried out in 2015. In this study, 278 employees were selected using quota sampling. In order to collect data, Maslach questionnaires on job burnout [22 questions] and Allen and Meyer organization commitment questionnaire [24 questions] were used. Data analysis was performed through SPSS 16 and using descriptive statistics as well as analytical statistics tests such as Pearson correlation, ANOVA and linear regression

Results: In whole, 74.8% of the participants were female and 40% had less than 10 years of work experience. Mean scores of organizational commitment [98.20] and job burnout [74.58] were in moderate level. Organization commitment and all its dimensions had significant inverse relationship with job burnout [P=0.000]. In addition, the relationships of organization commitment with gender and age, and job burnout with employment status were significant [P=0.01]

Conclusion: High organizational commitment represents the acceptance of organizational goals and values by the employees. Committed employees have better job performance in the organization and less job burnout. Therefore, managers must attempt to raise the level of organizational commitment and put it in their programs planning

[ survey on present status of health services priority setting in Iran]

To analyze the process of priority setting at different levels of Iran's health system. In this qualitative study, 19 Experts of different levels of health system were interviewed. The semi-structured interview guide was designed based on literature review and four initial in depth interviews. Framework analysis method was used for the analysis of qualitative data. Eight themes and 22 sub-themes regarding health priority setting were identified: Health priority at macro-level; Priority setting between and within medical universities; Priority setting criteria; Measuring costs and outcomes; Resource shift; Public participation; and Resource allocation decision rule. Health sector share of public budget was unrealistic and was based on historical patterns. Political factors and lobbying influenced resource allocation between and within medical universities. Resource allocation was mainly structure based and health factors were least influential. Although resource shifting was possible within programs but it was impossible within them, Public participation in priority setting was not sufficient and systematic, decision making on resource allocation was mainly based on needs and judgment. Some priority setting activities are in progress, but they do not tend to be either comprehensive or systematic. In order to improve priority setting, developing an approach which enables stakeholders' involvement is suggested