دانشگاه علوم پزشکی و خدمات بهداشتی- درمانی استان اصفهان مدیریت اطلاعات سلامت 1735-7853 9 7 2013 02 19 Evaluating the Relationship between Individual-Organization Fit and Job Satisfaction among Nursing Managers in University Hospitals of Isfahan, Iran* رابطه‌‌ی تناسب فرد- سازمان با رضایت شغلی مدیران پرستاری بیمارستان‌های منتخب آموزشی شهر اصفهان 1024 1031 12193 FA احمد رضا رئیسی استادیار، مرکز تحقیقات مدیریت و اقتصاد سلامت، مدیریت اطلاعات سلامت، دانشگاه اصفهان گروه علوم پزشکی، اصفهان، ایران سوسن بهرامی مدیریت آموزشی، دانشکده علوم تربیتی و روانشناسی، دانشگاه اصفهان و پژوهشگر بهداشت مرکز تحقیقات مدیریت و اقتصاد، دانشکده مدیریت بهداشت و انفورماتیک پزشکی، دانشگاه اصفهان علوم پزشکی، اصفهان، ایران (نویسنده مسئول) ایمیل: bahrami837@gmail.com سمیه صفدری مدیریت خدمات سلامت، دانشکده مدیریت بهداشت و انفورماتیک پزشکی، دانشگاه علوم پزشکی اصفهان، اصفهان، ایران سمیه شفیعی مدیریت خدمات سلامت، دانشکده مدیریت بهداشت و انفورماتیک پزشکی، دانشگاه علوم پزشکی اصفهان، اصفهان، ایران Journal Article 2022 03 30 Introduction: Human resource is one of the most important resources of an organization. Since the<br />attempt of anyone is depend upon his motivation and satisfaction, these are important prerequisites to do<br />the right things. The more the individual-organization fit, the more and the finer the job consequences will<br />be. This study aimed to determine the relationship between individual-organization fit and job satisfaction<br />of nursing managers.<br />Methods: This was a descriptive-correlative study. The statistical population included nursing managers in<br />university hospitals of Isfahan, Iran. The method of sampling was census (n = 150). Data collection tools<br />included two standard questionnaires of individual-organization fit and job satisfaction. The content validity<br />was verified and the reliability of individual-organization fit questioner was 0.92’ and for job satisfaction it<br />was 0.86. For data analysis both descriptive and inferential statistics were used containing frequency<br />percentage, mean, standard deviation, Pearson correlation coefficient, t-test and multiple regression test.<br />Results: The level of interest and job characteristics were higher than mean score and the personality, skill<br />and knowledge level were lower than mean score. In general, person fit level was lower than mean score<br />among components of individual-organization fit. Moreover, components of organization fit were higher<br />than the mean level. Among job satisfaction components, opportunity component was higher than the<br />mean level and the colleagues, income, organization type and job component were lower than mean level.<br />In general, job satisfaction components were lower than the mean level. Finally, there was a positive and<br />significant correlation between individual-organization fit and job satisfaction. Multivariable regression<br />showed that there was a significant correlation between individual-organizations fit and job satisfaction.<br />Conclusion: Since the degree of individual-organizations fit and job satisfaction level was less than the<br />average score in nursing managers which will eventually lead to lower efficiency and effectiveness of<br />their performances and activities, the hospital managers must be careful in selecting human resources and<br />go along with the individual-organizations fit parameters and provide necessary conditions required for<br />the fulfillment of the organization objectives نیروی انسانی در هر سازمان جزء مهم‌ترین منابع سازمان به https://him.mui.ac.ir/article_12193_9274d9c796197a68442ddab7a28f5608.pdf