ABSTRACT
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
ABSTRACT
Rural family physician program as the new reform in the Iranian health system has been implemented since 2005. Its success depends much on physicians' retention. The present study aimed to identify influential factors on physicians' willingness to leave out this program in Kerman province. The present cross-sectional study was performed in Kerman province in 2011. All family physicians working in this program [n = 271] were studied using a questionnaire. Data analysis was carried out using descriptive statistics and logistic regression through SPSS version 18.0. Twenty-six percent [70] of the physicians had left out the program in the past. In addition, 77.3% [208] intended to leave out in the near future. Opportunity for continuing education, inappropriate and long working hours, unsuitable requirements of salary, irregular payments, lack of job security and high working responsibility were regarded as the most important reasons for leaving out the program in the past and intention to leave out in future orderly. According to univariate logistic regression, younger physicians [odds ratio [OR] =2.479; 95% confidence interval [CI]: 1.261-4.872] and physicians who had older children [OR = 4.743; 95% CI: 1.441-15.607] were more willing to leave out the plan in the near future, however it was not significant in multivariate logistic regression. Physician retention in family physician program is faced with serious doubts due to different reasons. The success of the program is endangered because of the pivotal role of human resources. Hence, the revision of human resources policies of the program seems necessary in order to reduce physicians leave out and improving its effectiveness