Isfahan University of Medical Sciences Health Information Management 1735-7853 8 8 2012 02 20 The Relationship between Organizational Socialization and Commitment among Nurses in Shariati Hospital, Isfahan, Iran* The Relationship between Organizational Socialization and Commitment among Nurses in Shariati Hospital, Isfahan, Iran* 1104 1111 26140 FA Zohre Raisi MSc, Human Resource Managment, Payame Noor University, Tehran, Iran Farhad Salimian MSc, Information Technology, Payam-e-Noor University, Najaf Abad, Iran Reza Najari Assistant Professor, Human Resource Managment, Payame Noor University, Tehran, Iran Amir Amirkhani Assistant Professor, Human Resource Managment, Payame Noor University, Tehran, Iran Journal Article 2010 11 29 Introduction: One of the significant processes concerning human resources is the organizationalsocialization of the recruited people through which new members get acquainted with values, norms and behavioral models and adapt themselves with the organizational culture. The present study evaluated the relationship between organizational socialization and commitment among nurses in Shariati Hospital, Isfahan, Iran. Methods: In 2010, a descriptive-correlational study was conducted to assess employed nurses (209 subjects) in Shariati Hospital. Due to the limited number of participants, the questionnaires were distributed among all subjects. However, 206 questionnaires were finally returned. In this research, Jones's standard socialization and Allen and Meyer's organizational commitment questionnaires were used. The 6 hypotheses of the research (significant relationships exist between collective, formal, sequential, fixed, serial and investiture socialization methods and organizational commitment among nurses in Shariati Hospital) were investigated by Pearson's correlation test and regression analysis. Furthermore, in order to complete the research results, multivariate analysis of variance (MANOVA), independent t-test, and the least significant difference (LSD) test were used. Results: The correlation coefficient between socialization and commitment was calculated as 0.573 at P ≤ 0.05. Therefore, there was a significant relationship between socialization and organizational commitment. Regression analysis results revealed that socialization, and sequential and formal methods are more powerful predictors for organizational commitment. Conclusion: When appropriately fulfilled, organizational socialization can increase organizational commitment which is one of the major factors in the efficacy of organizations. Introduction: One of the significant processes concerning human resources is the organizationalsocialization of the recruited people through which new members get acquainted with values, norms and behavioral models and adapt themselves with the organizational culture. The present study evaluated the relationship between organizational socialization and commitment among nurses in Shariati Hospital, Isfahan, Iran. Methods: In 2010, a descriptive-correlational study was conducted to assess employed nurses (209 subjects) in Shariati Hospital. Due to the limited number of participants, the questionnaires were distributed among all subjects. However, 206 questionnaires were finally returned. In this research, Jones's standard socialization and Allen and Meyer's organizational commitment questionnaires were used. The 6 hypotheses of the research (significant relationships exist between collective, formal, sequential, fixed, serial and investiture socialization methods and organizational commitment among nurses in Shariati Hospital) were investigated by Pearson's correlation test and regression analysis. Furthermore, in order to complete the research results, multivariate analysis of variance (MANOVA), independent t-test, and the least significant difference (LSD) test were used. Results: The correlation coefficient between socialization and commitment was calculated as 0.573 at P ≤ 0.05. Therefore, there was a significant relationship between socialization and organizational commitment. Regression analysis results revealed that socialization, and sequential and formal methods are more powerful predictors for organizational commitment. Conclusion: When appropriately fulfilled, organizational socialization can increase organizational commitment which is one of the major factors in the efficacy of organizations. https://him.mui.ac.ir/article_26140_af5c4b7bf58c31737588e1fd4adcec9a.pdf