Document Type : Original Article
Authors
1 Assistant Professor, Health Information Management, Health Management and Economic Research Center, Isfahan University of Medical Sciences, Isfahan, Iran
2 Educational Administration, School of Education and Psychology, The University of Isfahan AND Researcher of Health Management and Economic Research Center, School of Health Management and Medical Informatics, Isfahan University of Medical Sciences, Isfahan, Iran (Corresponding Author) Email: bahrami837@gmail.com
3 Health Services Management, School of Health Management and Medical Informatics, Isfahan University of Medical Sciences, Isfahan, Iran
Abstract
Introduction: Human resource is one of the most important resources of an organization. Since the
attempt of anyone is depend upon his motivation and satisfaction, these are important prerequisites to do
the right things. The more the individual-organization fit, the more and the finer the job consequences will
be. This study aimed to determine the relationship between individual-organization fit and job satisfaction
of nursing managers.
Methods: This was a descriptive-correlative study. The statistical population included nursing managers in
university hospitals of Isfahan, Iran. The method of sampling was census (n = 150). Data collection tools
included two standard questionnaires of individual-organization fit and job satisfaction. The content validity
was verified and the reliability of individual-organization fit questioner was 0.92’ and for job satisfaction it
was 0.86. For data analysis both descriptive and inferential statistics were used containing frequency
percentage, mean, standard deviation, Pearson correlation coefficient, t-test and multiple regression test.
Results: The level of interest and job characteristics were higher than mean score and the personality, skill
and knowledge level were lower than mean score. In general, person fit level was lower than mean score
among components of individual-organization fit. Moreover, components of organization fit were higher
than the mean level. Among job satisfaction components, opportunity component was higher than the
mean level and the colleagues, income, organization type and job component were lower than mean level.
In general, job satisfaction components were lower than the mean level. Finally, there was a positive and
significant correlation between individual-organization fit and job satisfaction. Multivariable regression
showed that there was a significant correlation between individual-organizations fit and job satisfaction.
Conclusion: Since the degree of individual-organizations fit and job satisfaction level was less than the
average score in nursing managers which will eventually lead to lower efficiency and effectiveness of
their performances and activities, the hospital managers must be careful in selecting human resources and
go along with the individual-organizations fit parameters and provide necessary conditions required for
the fulfillment of the organization objectives
Keywords
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