1PhD, Department of Nursing and Midwifery, Kerman University of Medical Sciences, Kerman, Iran
2MScN, Department of Nursing and Midwifery, Kerman University of Medical Sciences, Kerman, Iran
3MScN, Department of Nursing and Midwifery, Kerman University of Medical Sciences, Kerman, Iran
4Associate Professor, Department of Health, Kerman University of Medical Sciences, Kerman, Iran
*Corresponding Author Email: sfuladvand@yahoo.com
Online published on 28 August, 2014.
This is a cross-sectional study designed to assess organizational commitment and job motivation among nurses in South-East of Iran. The study also aimed to examine the relationship between these two variables.
Meyer and Allen's (1997) organizational commitment scale (OCS) and Job Motivation questionnaire were used to assess the relationship between organizational commitment and job motivation among 300 nurses working in 4 hospitals supervised by Kerman Medical University.
All questionnaires were analyzed using the Statistical Package for Social Scientists (SPSS 20). The mean total score of organizational commitment was 3.2. The mean score of sub category of continuance commitment was more than that of other subcategories (3.35). Overall mean score of job motivation scale was 3.42. The mean score of sub scale of extrinsic motivational factors (3.71 ±0.22) was more than that of intrinsic motivational factors (3.36 ±0.29). There was a positive correlation between subcategory of affective commitment and intrinsic motivational factors (r = 0.287, p = 0.000).
The study suggests that the physical and organisational context must be supportive and enable nurses to stand up to the demands of organization. Health care managers must be sensitive and pay attention to the preferences of each unique nurse through her or his needs.
Organizational commitment, job Motivation, nurses, extrinsic motivational, intrinsic motivational, affective, continuance, normative, salaries and wages, appreciation
