مجله مراقبت های نوین
Modern Care Journal
چهارشنبه 13 آبان 1405
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دوره 9، شماره 3 - ( 6-1391 )
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Dehghani H, Salimi T, Hooshyar M, Fallahzadeh H. Effect of instruction of reducing work hours on organizational commitment of Intensive Care Units' nurses in Birjand Vali-e-asr Hospital. , Mod Care J. 2012; 9 (3) :190-198
URL: http://mcj.bums.ac.ir/article-1-425-fa.html
URL: http://mcj.bums.ac.ir/article-1-425-fa.html
دهقانی حمیده، سلیمی طاهره، هوشیار محمود، فلاح زاده حسین. تأثیر دستورالعمل کاهش ساعات کار بر تعهد سازمانی پرستاران بخش‌های مراقبت ویژه در بیمارستان ولی‌عصر (عج) بیرجند. , مراقبت های نوین. 1391; 9 (3) :190-198
حمیده دهقانی1 
، طاهره سلیمی1 ، محمود هوشیار*2 ، حسین فلاح زاده3
، طاهره سلیمی1 ، محمود هوشیار*2 ، حسین فلاح زاده3
1- کارشناس ارشد پرستاری، مربی و عضو هیات علمی، دانشکده پرستاری و مامایی، دانشگاه علوم پزشکی شهید صدوقی یزد، ایران
2- دانشجوی کارشناسی ارشد پرستاری مراقبت ویژه،دانشکده پرستاری و مامایی، دانشگاه علوم پزشکی شهید صدوقی یزد، ایران. تلفن: 05614442055 پست الکترونیک: mahmud.hooshyar@gmail.com
3- دانشیار دانشکده بهداشت، دانشگاه علوم پزشکی شهید صدوقی یزد، ایران
2- دانشجوی کارشناسی ارشد پرستاری مراقبت ویژه،دانشکده پرستاری و مامایی، دانشگاه علوم پزشکی شهید صدوقی یزد، ایران. تلفن: 05614442055 پست الکترونیک: mahmud.hooshyar@gmail.com
3- دانشیار دانشکده بهداشت، دانشگاه علوم پزشکی شهید صدوقی یزد، ایران
چکیده: (539 مشاهده)
Background and Aim: Organizational commitment subject has been attracted the attention of many researchers in recent years. In health care organizations, increasing of commitment and responsibility in human resources is very important, because customers of health organizations are human resources of other organizations. The present study was done to determine the effect of instruction of reducing work hours on organizational commitment of intensive care nurses.
Materials and Methods: In this semi experimental study, all nurses working in intensive care units were samples. Data collection was done by Allen and Meyer`s organizational commitment questionnaires before the implementation of instruction of reducing work hours and six month after it. Data was analyzed by statistical SPSS 16 software in significance level of P<0.05.
Results: 65 intensive care nurses participated in the study. The majority of nurses were female (92.3%) and married (70.8%). The mean age of samples in this study was 32.8±7.5 years and mean work history of them was 8.3±7.4 years. The mean total score of organizational commitment before the intervention was 95.2±20.9 and after it was 113.5±16.6 and the changes in the mean total score of organizational commitment and its dimensions before and after the intervention showed a statistically significant difference through increment (P<0.0001).
Conclusion:Results of present study showed increment of organizational commitment level by significant difference in organizational commitment score and its dimensions after the implementation of intervention. Considering the critical shortage of nurses in 57 countries and importance of retention of nurses especially in intensive units, nurse managers can achieve this by providing the satisfaction of the income and benefits and good working conditions and supporting and encouraging employees by increasing job satisfaction and organizational commitment and its dimensions.
Materials and Methods: In this semi experimental study, all nurses working in intensive care units were samples. Data collection was done by Allen and Meyer`s organizational commitment questionnaires before the implementation of instruction of reducing work hours and six month after it. Data was analyzed by statistical SPSS 16 software in significance level of P<0.05.
Results: 65 intensive care nurses participated in the study. The majority of nurses were female (92.3%) and married (70.8%). The mean age of samples in this study was 32.8±7.5 years and mean work history of them was 8.3±7.4 years. The mean total score of organizational commitment before the intervention was 95.2±20.9 and after it was 113.5±16.6 and the changes in the mean total score of organizational commitment and its dimensions before and after the intervention showed a statistically significant difference through increment (P<0.0001).
Conclusion:Results of present study showed increment of organizational commitment level by significant difference in organizational commitment score and its dimensions after the implementation of intervention. Considering the critical shortage of nurses in 57 countries and importance of retention of nurses especially in intensive units, nurse managers can achieve this by providing the satisfaction of the income and benefits and good working conditions and supporting and encouraging employees by increasing job satisfaction and organizational commitment and its dimensions.
نوع مقاله: پژوهشي |
دریافت: 1391/5/28 | پذیرش: 1391/7/23 | انتشار: 1391/8/30
دریافت: 1391/5/28 | پذیرش: 1391/7/23 | انتشار: 1391/8/30
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