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تناسب فرد- سازمان و تعهد سازمانی کارکنان بیمارستان‌های آموزشی دانشگاه علوم پزشکی تهران

نوع مقاله : مقاله پژوهشی

نویسندگان

1 دکترای تخصصی، سیاستگذاری و مدیریت سلامت، دانشکده‌ی مدیریت و اطلاع‌رسانی پزشکی، دانشگاه علوم پزشکی تهران، تهران، ایران

2 دانشجوی دکترای تخصصی، سیاست‌گذاری سلامت، دانشکده‌ی بهداشت دانشگاه علوم پزشکی تهران، تهران، ایران

3 دکترای تخصصی، آمار زیستی، دانشکده‌ی مدیریت و اطلاع‌رسانی پزشکی، دانشگاه علوم پزشکی تهران، تهران، ایران

چکیده

مقدمه: تعهد کارکنان به سازمان مولد دارایی نامشهود است که می‌تواند بر ارایه‌ی بهتر خدمات تأثیر به‌ سزایی داشته باشد، از آن ‌جایی که ارایه‌ی خدمات تنها با نیروی انسانی کارآمد امکان‌پذیر است، در این مطالعه به بررسی رابطه‌ی تناسب فرد- سازمان و تعهد سازمانی کارکنان در بیمارستان‌های دانشگاه علوم پزشکی تهران پرداخته شده است. روش بررسی: پژوهش حاضر به صورت تحلیلی و مقطعی در سال 1390 انجام گردیده است. جامعه‌ی پژوهش، کلیه‌ی کارکنان شاغل در مراکز آموزشی- درمانی عمومی بودند. بیمارستان‌های فیروزگر، بهارلو، شریعتی و حضرت رسول اکرم به صورت تصادفی انتخاب شدند و حجم نمونه (150 نفر) به روش طبقه‌ای- نسبتی بین بیمارستان‌ها تخصیص داده شد. داده‌ها با استفاده از پرسش‌نامه‌ی تناسب فرد- سازمان Scrogines و تعهد سازمانی Myer و Allen جمع‌آوری گردیده است. روایی و پایایی پرسش‌نامه‌های مذکور مورد سنجش قرار گرفته است. تحلیل داده‌ها با استفاده از نرم‌افزار SPSS از طریق آزمون‌های همبستگی Pearson/Spearman، Cronbach's alpha و ICC: Intra crosscorrelation صورت پذیرفته است. یافته‌ها: با عنایت به بررسی‌های صورت‌ گرفته، سطح تناسب فرد- سازمان در بین کارکنان متوسط (میانگین: 48/4، انحراف‌ معیار: 73/0) بوده است و در بین ابعاد تعهد سازمانی، تعهد هنجاری (68/4) بیش‌ترین میانگین (انحراف ‌معیار: 78/0) و تعهد مستمر (42/4) کم‌ترین میانگین (انحراف ‌معیار: 31/1) را به خود اختصاص داده‌اند. به ‌طور کلی، میزان تعهد سازمانی بالایی در بین کارکنان وجود دارد. همچنین بین تناسب فرد- سازمان و تعهد عاطفی، تعهد مستمر، تعهد هنجاری و تعهد سازمانی در کل کارکنان ارتباط آماری معنی‌داری ملاحظه شده است. نتیجه‌گیری‌: با عنایت به اهمیت بهداشت و درمان و نقش مهمی که نیروی انسانی در ارایه‌ی خدمات و تحقق اهداف غایی بیمارستان‌ها به عهده دارد، بر ما است که با عنایت به اثبات رابطه‌ی تناسب فرد- سازمان و تعهد سازمانی، در تصمیمات و سیاست‌گذاری جذب، انتخاب و تعدیل نیروی انسانی به متناسب نمودن فرد و سازمان توجه بیشتری شود. واژه‌های کلیدی: تناسب فرد- سازمان؛ تعهد سازمانی؛کارکنان؛ بیمارستان‌ها

کلیدواژه‌ها

عنوان مقاله [English]

Person-Organization Fit and Organizational Commitment in University Hospitals of Tehran University of Medical Sciences, Iran

نویسندگان [English]

  • Hamid Ravaghi 1
  • Lida Shams 2
  • Aidin Aryankhesal 1
  • Masoud Salehi 3

1 Health Policy and Management, School of Management and Medical Information Sciences, Tehran University of Medical Sciences, Tehran, Iran

2 PhD Student, Health Policy, School of Health, Tehran University of Medical Sciences, Tehran, Iran

3 Biomedical Statistics, School of Management and Information Sciences, Tehran University of Medical Sciences, Tehran, Iran

چکیده [English]

Introduction: Commitment of staff is intangible asset that can highly provide better services. Since providing healthcare services is only possible through efficient human resources, this study evaluated the association between person-organization fit and organizational commitment of staff in university hospitals of Tehran University of Medical Sciences, Iran. Methods: This was a descriptive and cross-sectional study which was conducted in 2011. All the staff employed in university hospitals and medical centers have been chosen. Firoozgar, Baharloo, Shariati and Hazrate Rasoul Hospitals were randomly selected as the study samples. Sample size (n = 180) distributed between the hospitals using the class-ratio method. Data were collected using person-organization fit (Scrogines) and organizational commitment (Myer and Allen) questionnaires, and their validity and reliability were evaluated. Data analysis was done through the Spearman-Pearson correlation test, Cronbach's alpha and Intra cross-correlation tests. Results: According to the study, the level of person-organization fit between staff was moderate (4.48). In the dimensions of organizational commitment, normative commitment (4.68) had the highest mean and continuous commitment (4.42) had the lowest mean. In general, organizational commitment among the staff has been in high levels. In addition, there was a statistical significant association between person-fit and affective commitment, continuance commitment, normative commitment and organizational commitment. Conclusion: Considering the important role of healthcare organizations and human resources for providing services and achieving conclusive goals, it is necessary to prove the association between person-organization fit and organizational commitment and policymaker must give more attention to the person-organization fit in attraction, selection and adjustability of staff. Keywords: Person-Organization Fit; Organizational Commitment; Personnel; Hospitals

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مدیریت اطلاعات سلامت
دوره 10، شماره 2 - شماره پیاپی 2
تیر 1392
فایل ها
هم رسانی
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