The Relationship Between Organizational Climate, Organizational Commitment, and Job Burnout: A Case Study Among Employees of the University of Medical Sciences



Iman Seyedmoharrami1, Behzad Fouladi Dehaghi2, Maryam Tatari3, Sedigheh Abbaspour4, Anahita Zandi4, Gholamheidar Teimori 4, *, Abbas Ghodrati Torbati5
1 Unit of counseling, Torbat Heydariyeh University of Medical Sciences, Islamic Republic of Iran
2 Department of Occupational Health, School of Public Health, Ahvaz Jondishapour University of Medical Sciences, Islamic Republic of Iran
3 School of Public Health, Torbat Heydariyeh University of Medical Sciences, Islamic Republic of Iran
4 Department of Environmental and Occupational Health Engineering, School of Public Health, Torbat Heydariyeh University of Medical Sciences, Islamic Republic of Iran
5 Department of Nursing, Torbat Heydariyeh University of Medical Sciences, Islamic Republic of Iran

Abstract

Background and Objective:

Organizational climate and organizational commitment have a tangible effect on organizational performance. This study aims to investigate organizational climate in a university of medical sciences along with organizational commitment and job burnout in the university staff.

Methods:

This cross-sectional study is carried out via descriptive-analytical method on 250 employees of Torbat Heydariyeh University of Medical Sciences, Iran in 2016. Data collection tools include standard questionnaires of organizational climate, organizational commitment, and Maslach burnout inventory. Data analysis was carried out with SPSS software version 21 and Man-Whitney statistical tests, Kruskal-Wallis analysis, ANOVA, Chi-2, and Spearman’s correlation tests.

Results:

Average age of the participants was 34.52 ± 7.70 including 55.6% men and 44.4% women. In the present study, organizational climate of employees was medium and high, and also, mean score of the organizational commitment of subjects was 66.11 ± 16.35. The highest amount of employees job burnout was related to low level (66%). Organizational climate among the employees lead to higher organizational commitment (r=0.472, P<0.001), and greater organizational climate and commitment contributes significantly towards a decrease in job burnout (r=-0.227, P<0.001; r=-0.335, P<0.001).

Conclusion:

If the managers of these deputies pay more attention to the importance of the services of the health staff and manpower employed in this organization, they can improve the organizational commitment of healthcare workers and prevent their burnout, in order to maximize the quality of service delivery.

Keywords: Burnout, Employees of the University, Organizational Climate, Organizational Commitment.


Abstract Information


Identifiers and Pagination:

Year: 2019
Volume: 12
Publisher Item Identifier: EA-TOPHJ-2018-102

Article History:

Received Date: 18/12/2018
Revision Received Date: 05/02/2019
Acceptance Date: 07/02/2019
Print publication date: 04/03/2019
Collection year: 2019

© 2019 Seyedmoharrami et al.

open-access license: This is an open access article distributed under the terms of the Creative Commons Attribution 4.0 International Public License (CC-BY 4.0), a copy of which is available at: (https://creativecommons.org/licenses/by/4.0/legalcode). This license permits unrestricted use, distribution, and reproduction in any medium, provided the original author and source are credited.


Correspondence: Address correspondence to this author at the Department of Environmental and Occupational Health Engineering, School of Public Health, Torbat Heydariyeh University of Medical Sciences, Islamic Republic of Iran; E-mail: teimorigh1@gmail.com