over commitment

Organizational commitment includes behaviors that lead employees to strive to achieve the organization’s goals and stay loyal to the organization and its values. This study aimed to provide recommendations for improving the organizational commitment of the faculty members of Iran University of Medical Sciences (IUMS), Tehran, Iran.

The present study used the triangulation approach conducted at the IUMS from the summer of 2020 to June 2023. In the first phase, Allen and Meyer (2004)’s revised version of the organizational commitment scale (OCS) was completed by the faculty members of the IUMS. Descriptive statistics and analysis of variance were used to analyze the collected data. In the second phase, 15 purposefully selected faculty members participated in interviews, ensuring their maximum diversity. Graneheim and Lundman’s qualitative content analysis was used. The findings were finally presented to the faculty members, and they prioritized the practical recommendations.

The OCS scores were in a range of 74-124 (Mean=99.86), indicating that the organizational commitment of the faculty members was above average. The mean scores for the OCS dimensions of affective, continuance, and normative were 4.39, 4.05, and 4.09, respectively, indicating that the highest score belonged to the affective commitment. The effective factors were categorized as individual, organizational, and extra-organizational factors. The most important proposed solutions were: Developing meritocracy criteria for key positions of the university, modifying the appointments and dismissals, supervising and monitoring the performance of the managers of the faculties and research centers in the fair distribution of resources, and law violations.

Meritocracy is the most important factor for improving the organizational commitment of the IUMS faculty members. Therefore, it is recommended that meritocracy criteria be developed to make appointments and dismissals more objective, reduce discrimination, and increase the organizational commitment of faculty members.

The main goal of the current research is to investigate the effect of ethical leadership on organizational commitment, taking into account the mediating role of organizational justice in a hospital in Nazaja, Iran.

The available questionnaires were distributed based on the random sampling method. The data was collected through a questionnaire whose validity was confirmed by professors and experts. Then, based on the obtained data, in order to check the appropriate fit of the conceptual model, confirmatory factor analysis was used and to test the hypotheses.

The findings of the research indicated the acceptance of the assumptions at the confidence level of 95%, which shows that ethical leadership is effective on organizational justice, ethical leadership is effective on organizational commitment, and organizational justice is effective on organizational commitment.

Since committed human resources are an important factor in organizational success and excellence. On the other hand, leadership plays a very important and vital role in the growth, development and progress of the organization. Ethical leaders, by establishing justice and creating a positive perception of justice among employees, make them more committed to the organization. Therefore, it can be said that ethical leaders can promote employees' perception of justice in the organization by creating trust in the organization, and since employees feel that justice is observed in the organization, they become more interested in their organization and show higher commitment.

Organizational commitment among nurses, a critical aspect of hospital workforce management, is influenced by various factors, including job attachment. This attachment fosters motivation and commitment, which ultimately enhances the quality of healthcare services. This study investigates the relationship between organizational commitment and job attachment among nurses working in selected teaching hospitals affiliated with Shahid Sadoughi University of Medical Sciences in Yazd in 2022.

This descriptive-analytical study involved all nurses at Shahid Sadoughi Hospital in Yazd. A sample size of 298 nurses was determined using Cochran's formula. Data collection was conducted using the Job Descriptive Index (JDI) by Edwards and Kilpatrick (1984) and the Organizational Commitment Questionnaire (OCQ) by Allen and Meyer (1990). The data were analyzed using the Chi-square test with SPSS version 21 software and structural equation modeling via LISREL software.

Among the nurses surveyed, 43.17% reported being satisfied with their jobs, while 40.17% exhibited organizational commitment. The findings revealed a significant relationship between job attachment and organizational commitment (P<0.001). The average scores were 3.75 ± 0.76 for the affective dimension, 3.97 ± 0.26 for the continuance dimension, 3.65 ± 0.36 for the normative dimension, and 3.74 ± 0.93 for overall job attachment.

The significant direct relationship between job satisfaction and organizational commitment highlights the importance of managerial focus on enhancing job satisfaction to increase employee responsibility and commitment. Managers should prioritize factors that improve job satisfaction as a means to strengthen organizational commitment.

Given the negative effects of satellite series on marital commitment, and the quality of life of women, and the destabilization of family systems, the present study aimed to examine the effectiveness of cognitive-behavioral therapy on marital commitment and quality of life in women who follow satellite series in Tehran

This study was designed as a quasi-experimental intervention with a pre-test and post-test approach. The statistical population consisted of women who were viewers of satellite series and members of an active institute in marriage and psychological services for couples in East Tehran. Using convenience sampling method, the first individual was selected randomly, and then through snowball sampling, 120 individuals were introduced. After screening and selecting eligible individuals, the sample size was reduced to 30, and the participants were randomly assigned to experimental and control groups (15 in each group). The women in the experimental group participated in virtual cognitive-behavioral therapy sessions. Data collection tools included two standardized questionnaires: the World Health Organization Quality of Life Questionnaire and the Adams and Jones Marital Commitment Questionnaire which were distributed and completed in both groups before and after the intervention. For data analysis, descriptive statistics such as mean, standard deviation, Shapiro-Wilk test, skewness, and kurtosis were used, and for inferential statistics to examine the significance of the intervention's effectiveness, analysis of covariance (ANCOVA) was employed. Data were analyzed using SPSS version 26.

The results indicated a significant difference between the experimental and control groups in both pre-test and post-test (p<0/05). The scores of the experimental group after the intervention showed a significant increase in the post-test analysis of covariance for the variables of physical health, psychological health, social relationships, social environment, overall quality of life, personal commitment, moral commitment, structural commitment, and overall marital commitment, compared to the pre-test (p<0/05). At the same time, the control group did not show a significant difference (p>0/05).

The findings of this study suggest that cognitive-behavioral therapy has a positive impact on quality of life and marital commitment. This type of therapy can be utilized as an effective strategy to improve marital commitment and quality of life for women who watch satellite series.

Professional autonomy and commitment are factors influencing the retention process in the nursing profession, job satisfaction and quality of care in Critical Care Units (CCUs). The level of education of nurses plays an important role in their ability to develop autonomy and commitment. This study was conducted with the aim of investigating the relationship between autonomy and professional commitment with the level of education.

The present study is a cross-sectional study was conducted in the year 2021 in the CCUs of hospitals affiliated to Qom University of Medical Sciences. The study population consisted of 160 nurses working in CCUs who were selected by available method. Research tools included demographic questionnaire, autonomy and professional commitment questionnaire. In order to determine the relationship between the variables, Pearson correlation, analysis of variance and independent t tests were used.

According to the findings, the average score of professional commitment in the CCUs in general (12.82 ± 91.14) and the average score of professional autonomy in nurses (74.10 ± 15.35) was reported, which shows the commitment and high professional autonomy of the nurses working in these units. Among the different dimensions of professional commitment, the highest score was related to engagement with the nursing profession with an average of 3.63 ± 0.78 and the lowest score was related to understanding of nursing with an average of 3.02 ± 0.56. Professional autonomy in the performance-based autonomy dimension had the highest mean (25.26 ± 6.31) and value-based autonomy dimension had the lowest mean (23.87 ± 6.15). Professional autonomy had a significant relationship with the level of education (P = 0.020).

The findings showed that there is a significant relationship between commitment and professional autonomy. Therefore, familiarizing nurses with the factors affecting professional autonomy, including increasing and updating knowledge, can be effective in increasing professional autonomy. Considering the autonomy in the performance of nurses in CCUs, it can increase the quality of care by increasing professional commitment. Also, the findings showed that considering the limited level of education, it cannot be concluded that nurses with a bachelor's degree show higher autonomy and professional commitment.

Human capital is the most vital strategic element and the most basic way to improve the performance and efficiency of an organization. Concerning the importance of human resources, it is obvious that in order to achieve the goals of the health system, human resources must have a favorable sense of belonging and commitment in addition to skills and expertise. Based on this, the current study aimed at providing a structural model for predicting professional commitment based on the components of self-leadership among the employees of a medical science university.

  The current applied research utilized a descriptive-correlational design. The statistical population of the employees of Tabriz University of Medical Sciences (northwest of Iran) was 976. Of this amount, 276 individuals were estimated as the statistical sample based on Cochran's formula and were randomly selected. Data were collected randomly through a questionnaire. In this study, structural equation modeling based on PLS3 software was used to test the hypotheses.

  The results indicated that the components of self-leadership-visualization of successful performance, personal goal setting, self-rewarding, evaluation of beliefs and assumptions, personal observation, focusing on natural rewards, and self-guidance had a positive effect on professional commitment among the employees of Tabriz University of Medical Sciences. What is more, the components of self-leadership positively predicted professional commitment.

  Strengthening the components of self-leadership among employees will lead to the improvement of their morale, job satisfaction, and professional commitment, and in general, a better manifestation of lofty goals and a significant increase in the performance of the organization.

The emergence of presenteeism in the organizational environment can have significant negative consequences. A key point in this regard is that the quality of leader-member exchange can influence the increase or decrease of presenteeism. Additionally, organizational commitment has a significant relationship with presenteeism. Therefore, the present study aims to analyze the relationship between leader-member exchange and organizational presenteeism among university employees through the mediating role of organizational commitment.

This descriptive-correlational method was conducted using the structural equation modeling technique. The research population consisted of all 145 male and female employees of Malayer University, and due to their small number, a census method was used to select the samples. The required data were collected using three questionnaires, namely Leader-Member Exchange, Organizational Presenteeism, and Organizational Commitment. The gathered data were analyzed in SPSS version 23 and SMART PLS version 3 software packages using descriptive statistics and inferential statistics.

The research findings showed that leader-member exchange had a significant negative path coefficient (-0.271) on organizational presenteeism, leader-member exchange had a significant positive path coefficient (0.585) on organizational commitment, and organizational commitment had a significant negative path coefficient (-0.286) on organizational presenteeism, all at the 0.01 level of significance. Additionally, the indirect effect of leader-member exchange on organizational presenteeism through the mediating role of organizational commitment was significant, with a Sobel test statistic of 2.627 at the 0.05 level of significance.

Overall, the results of this study indicate that improving leader-member exchange as well as increasing organizational commitment can lead to a reduction in organizational presenteeism in an academic environment.

Anxiety and depression are determinants of the prognosis of coronary artery disease(CAD). Spiritual well-being and religious commitment affect people's mental well-being. Due to the limitations of previous similar studies in the difference in demographic characteristics of participants with CAD patients, it was necessary to repeat these studies in coronary artery disease patients. In this study, the state of spiritual well-being and religious commitment and their relationship with anxiety and depression in coronary artery disease patients referred to Fatemeh Zahra Hospital (Mazandaran Cardiology Center) in 1400 and 1401 were investigated.

In this cross-sectional descriptive-analytical study, 159 heart and CAD patients referred to Fatemeh Zahra Hospital (Mazandaran Cardiology Center) were selected by conventional sampling method. Demographic and well-being variables including age, gender, marital status, education level, employment status, and history of psychiatric diseases and substance abuse were measured using the data collection form. The participants answered the questionnaires of the Hospital Anxiety and Depression Scale (HADS) (with validity in the anxiety component t260=21.32 and depression t260=23.41 and reliability in the anxiety component r=0.75 and depression r=0.71), the scale of the practice of religious beliefs (Mabad) (reliability confirmed with Cronbach's alpha coefficient of 91.0 and criterion-related validity coefficient of .0.84) and Palutzian Ellison's spiritual well-being (validity confirmed by content validity and reliability with Cronbach's alpha coefficient of 0.89). Data were analyzed with the help of Stata 14 statistical software at the significance level of P<0.05. Independent T-test and ANOVA tests were used to compare quantitative scores between study groups, and the Chi-square test was used to compare the frequency of qualitative variables between groups. The relationship between the variables was measured by Pearson's correlation coefficient test.

The average age of the participants was 57.82±14.0 and 33.33% of the sample were men. The religious commitment score of the participants was in the range of 97-10 with an average of 63.73±19.10 (high commitment level). 23% of participants had low religious commitment and 77% had high religious commitment. The religious well-being score of the participants was in the range of 60-34 with an average of 55.28±6.38 and the existential well-being score of the participants was in the range of 60-13 with an average of 43.07±11.24. Also, the spiritual well-being score of the participants was at the average level with a range of 120-54 and an average of 98.35±14.54. 51% of the participants had average spiritual well-being and 49% had high spiritual well-being. The hospital anxiety score of the participants was in the range of 0-21 with an average of 8.23±5.67 (at the level of mild anxiety). 44.2% of the participants had no anxiety, 16% had mild anxiety, 19.2% had moderate anxiety, and 20.5% had severe anxiety. The hospital depression score of the participants was in the range of 0-21 with an average of 7.35±5.06 (at the level of mild depression). 46.4% of the participants had no depression, 14.6% had mild depression, 12.1% had moderate depression, and 26.7% had severe depression. A negative correlation was found between the severity of spiritual well-being and the severity of depression with a Pearson coefficient of -0.62 (P<0.001) and the severity of anxiety (-0.48, P<0.001). The relationship between the intensity of religious commitment with the intensity of anxiety (P=0.87) and the intensity of depression (P=0.12) was not significant.

Considering the reduction of anxiety and depression scores in samples with higher spiritual well-being scores, it is recommended to focus more on improving the spiritual well-being level of CAD patients by medical staff, as well as group training programs and spiritual self-care training programs after discharge. Follow. Psychotherapy sessions with a spiritual approach can also be useful.

A professional and educated midwifery workforce is essential to provide high-quality maternal and newborn care. Midwives’ awareness and knowledge of professional rules and regulations would be necessary for correct practice. Accordingly, this study aimed to investigate midwives’ awareness and knowledge of the professional rules and regulations in Iran. In this systematic review study, the PICO guidelines were used to find the relevant articles through searching MeSH terms in Irandoc, SID, Scopus, EMBASE, Cochrane, Magiran, and PubMed databases up to September 7, 2023. The JBI checklist was used to assess the quality of the articles. This systematic review investigated 14 cross-sectional studies with a total of 2161 participants. The results demonstrated that midwives in Iran do not have a satisfactory level of awareness and knowledge about the professional rules and regulations. Based on the results, much more focus is required to enhance the awareness and knowledge of midwives about the professional rules and regulations. The results of this study can be used for developing educational programs on midwifery professional rules and regulations as a necessity for providing high-quality maternal and newborn care

Professional commitment is described as a set of attitudes, values, behaviors, and relationships that serve as the foundation of a health professional's contract with society. The present study was conducted with the aim of determining the attitude of medical students of Bushehr University of Medical Sciences towards professional commitment in 2022. The research population of this descriptive study included 254 students of the last 3 years of the Faculty of Medicine of Bushehr University of Medical Sciences who were included in the study by census. The standard questionnaire of attitude towards the professional commitment of doctors was used for data gathering. Data were analyzed using SPSS software version 25. Descriptive tests, Spearman's correlation test, linear regression and Mann-Whitney test were used to analyze the data. The mean and standard deviation of the age of the students participating in the study was 24.69±2.25 years. The mean and standard deviation of the attitude score towards professional commitment were 67.12±12.72 out of 100. There was a statistically significant relationship between the variables of age, academic semester and experience of participating in training courses related to professional ethics with the mean attitude score (p < 0.05), but there was no relationship between gender and the attitude score towards professional commitment. There was no statistical significance (p > 0.05). Educational centers and its professors, as the most influential force on the formation of students' morals, should revise and implement the educational program well in the field of medical professionalism, considering professional needs

Organizational commitment has been considered as the objective and efficient achievement of the organization's goals and values, the achievement of the individual's role in relation to the goals and values, and the achievement of the organization for its own sake. This study was conducted to investigate the quality of work life and organizational commitment and their relationship with each other.

A descriptive-analytical cross-sectional study was conducted in 2022. 280 employees of the health service delivery levels of Gorgan City participated in the study in a random stratified method. The data were collected using valid and established questionnaires of Walton's quality of work life and Allen and Mayer's organizational commitment and were analyzed with descriptive methods and statistical tests in SPSS-23 software.

The average age of the participants was 40.11 ± 9.04 years. The majority of participants were female (69.3%) and the rest were male. In general, 18.9% of people had a low quality of work life (QWL), 66.8% had an average QWL, and 14.3% had a high quality of life. Also, 11.1 percent of people had low organizational commitment, 77.1 percent had medium organizational commitment, and 11.8 percent had high organizational commitment. There was a statistically significant relationship between the QWL and organizational commitment (P-Value = 0.001).

The QWL and organizational commitment of employees were evaluated at moderate levels, and with the increase in the QWL, organizational commitment also increases.

By making new changes in the organization, organizations are looking for various innovations to maintain their level of performance in the existing competitive environment. But these frequent changes can lead to change fatigue and its negative consequences for employees. Therefore, the present study was conducted to evaluate the change fatigue and its related consequences in health care providers.

The present study is a cross-sectional study conducted in health centers in western Iran. In this study, 803 people were selected using the available method. In this study, the change fatigue scale, Parker and Decotis’ job stress questionnaire, Ruth and Field’s job satisfaction questionnaire, Maslash and Jackson’s burnout questionnaire, turnover intention questionnaire, and standard questionnaire of organizational commitment of Mowday et al. are used. All analyzes were performed using SPSS23 and AMOS18 software.

The results of the present study showed that with the increase of change fatigue, the intention to leave, stress and burnout increased significantly and job satisfaction decreased significantly; however, there was no significant relationship between change fatigue and organizational commitment. Also, a significant relationship was observed between marital status, age, work experience, type of employment, type of job and education with change fatigue.

In environments that are associated with rapid and continuous changes, it is important to consider the change fatigue and its consequences because it can increase job stress, burnout, reducing job satisfaction, and organizational commitment and provide a basis for leaving the job.

 In health systems, such as other organization, human resources are the basis of the organization and the main factor of success and achievement of goals of the organization that requires organizational trust and organizational learning ability to affective Commitment. The purpose of this study was to investigate the relationship between organizational trust and organizational learning ability with affective commitment of Health Centers Staffs.

 This study is a descriptive - correlation study. 141employees of health center were studied according to Cochran formula by convenience sampling method. Data were collected using three standard questionnaires of organizational learning, organizational trust and emotional commitment. Statistical analysis was done using descriptive and analytical statistics, with SPSS v.24.

 There is a meaningful relationship between the mean of employees' organizational trust score and affective Commitment (r=0.395 ،p>0.001). There is a significant relationship between the mean score of employees' organizational learning ability and affective Commitment (r=0.405 ، p>0.001). There is a significant relationship between the mean score of employees' organizational trust and organizational learning ability (r=0.412 ، p>0.001).

 According to the research results, organizational trust and organizational learning ability are directly and positively related to affective commitment. In order to apply the findings of this study, it is suggested to the relevant authorities to strengthen the areas of fostering organizational trust and organizational learning ability of health workers that to provide a stronger basis for their employee’s affective commitment.