Document Type : Original Article
Authors
1 Assistant Professor, Health Services Management, Qazvin University of Medical Sciences, School of Health, Qazvin, Iran
2 Lecturer, Health Services Management, School of Health, Ahvaz Jundishapur University of Medical Sciences, Ahvaz AND PhD Candidate, Health Policy, Tehran University of Medical Sciences, Tehran, Iran (Corresponding Author) Email: hossein_comely1367@yahoo.com
3 Instructor, Health Services Management, School of Health, Ahvaz University of Medical Sciences, Ahvaz, Iran
4 PhD Candidate, Health Services Management, School of Management and Medical Information, Tehran University of Medical Sciences, Tehran, Iran
5 Health Services Management, School of Health, Qazvin University of Medical Sciences, Qazvin, Iran
Abstract
Introduction: Citizenship behaviors are behaviors which are not mentioned directly in the formal rewarding
system of organization and often are forgotten and usually are regarded as voluntary; nonetheless, they affect
the activities of organization. Quality of work life is an important index which can provide enough and
beneficial information for management from employees-related major issues and creates sense of ownership,
autonomy, responsibility and security for them which may result in increasing productivity of employees.
This study aimed to analyze the relationship between organizational citizenship behavior and quality of work
life in university hospitals affiliated to Qazvin University of Medical Sciences, Qazvin, Iran.
Methods: This was an analytic cross-sectional study which performed on 117 physicians, nurses and
para-clinical and supporting staff who were selected randomly from university hospitals affiliated to
Qazvin University of Medical Sciences. Williams-Anderson and Casio questionnaires were used for data
collection and data were analyzed using SPSS version 11 and Spearman, chi-square, Student’s t-test and
ANOVA tests were employed.
Results: Quality of work life had obtained higher mean score than organizational citizenship behavior.
Among organizational citizenship behavior’s dimensions, the highest mean score was for altruism (0.89),
and the least belonged to the civic virtue (0.78). There was a direct correlation between quality of work life
and reverence, civic virtue and altruism. None of these relationships were statistically significant except the
relationship between organizational citizenship behavior and quality of work life. Correlation coefficient
between organizational citizenship behavior and quality of work life was -0.177. It means that there was an
indirect significant correlation between organizational citizenship behavior and quality of work life (P < 0.05).
Conclusion: Improving quality of work life will affect performance and productivity of employee and
also any improvement in each dimension of organizational citizenship behavior affects other dimensions
and creates a desirable environment for implementing tasks. Considering the adverse relationship between
quality of work life and organizational citizenship behavior, hospital managements should implement
appropriate procedures in order to make them paralleled.
Keywords
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