Effect of Subjective Well-being and Quality of Work Life on Job Commitment of Hospital Staff

Keywords: Job Commitment, Subjective Wellbeing, Quality of Work Life, Staff, Hospital

The causal relationship between subjective well-being, quality of life ... [7] Employee wellbeing and the HRM-organizational performance ... [8] Relationship between components of quality of work life ... [9] An investigation of the relationship between quality of work Life and middle ... [10] Relationship between quality of work life and occupational stress in ... [11] The influence of quality of work life on employee job satisfaction ... [12] Theoretical and practical research in the humanities ... [13] Nurses' career commitment and job performance ... [14] The measurement and utility of adult subjective ... [15] Proposed model of subjective well-being and happiness ... [16] Relationship between quality of work life and organizational ... [17] IQuality of working Life: What ... [18] Assessing the quality of work life, productivity of nurses and ... [19] Relationship between the meaning of life and optimism with ... [20] The relationship of work-family conflict and spillover to affective well-being of ... [21] The role of lifestyle, psychological capital and self-care behaviors in predicting ... [22] Health psychology: Biopsychosocial ... [23] Well-being and employee health-How employees' well-Being scores interact ... [24] When necessity is the mother of invention: Mood and ... [25] Is sexual well-being part of subjective well-being? An empirical ... [26] Exploring perspectives of medical staff on hospital's effects on ... [27] Modeling of the relationship between the quality of work life and organizational commitment by means of job satisfaction ... [28] Quality of work life of nurses working at tertiary health care ... [29] Predictors of quality of work life and job performance in ... 
Aims Job commitment is one of the characteristics of a positive relationship between an organization and its employees that makes it effective and conducive the performance of the organization. Regarding the importance of this issue, the present study was conducted with the aim of investigating the effect of subjective well-being and quality of work life on job commitment of staff of Isar Hospital, Ardabil. 

Instrument & Methods

In the present descriptive correlational study conducted in 2018, all the staff of Isar Hospital were selected and examined. The instruments, including Blavo Career Commitment Scale, standard questionnaire of quality of work life of Walton, and subjective well-being scale of Keyes and Magyar-Moe were used to collect the required information. The data were analyzed by SPSS 23 software, using Pearson correlation coefficient and multivariate regression analysis. Findings There was a positive and significant correlation between subjective well-being (p<0.01; r=0.78) and quality of work life (p<0.01; r=0.42). Subjective well-being alone expressed 60.8% of the variance in job commitment of hospital staff and by adding quality of work life, the value reached 62.0% (p<0.01). 

Conclusion

The high subjective well-being and quality of work life increase job commitment in hospital staff. 


Journal of War and Public Health Volume 11, Issue 3, Summer 2019

  
	۱۷۰ ‫ﻓﺼﻞ‬ ‫ﺗﺎﺛ‬ ‫ﻋﻠﻤﯽ‬ ‫ﻧﺎﻣﻪ‬ ‫ﻋﻠ‬ ‫ﯽ‬ ‫ﻣﻨﺼﻮرﻟﮑﻮرج‬ -‫ﺟﺎﻧﺒﺎز‬ ‫ﻃﺐ‬ ‫ﭘﮋوﻫﺸﯽ‬ ‫ﻫﻤﮑﺎران‬ ‫و‬ ‫ــــــــــــــــــــــــــــــ‬ ‫ﯿ‬ ‫ﺮ‬ ‫ﺑﻬﺰ‬ ‫ﯾ‬ ‫ﺴﺘ‬ ‫ﯽ‬ ‫ذﻫﻨ‬ ‫ﯽ‬ ‫ﮐ‬ ‫و‬ ‫ﯿ‬ ‫ﻔ‬ ‫ﯿ‬ ‫ﺖ‬ ‫ـ‬ ‫ــ‬ ‫ـــــ‬ ‫زﻧﺪﮔ‬ ‫ـــــــــــــــــ‬ ‫ــ‬ ‫ﯽ‬ ‫ﮐﺎر‬ ‫ــــــــــــــــــــــــــ‬ ‫ی‬ ‫ﺑﺮ‬ ‫ﺷﻐﻠ‬ ‫ﺗﻌﻬﺪ‬ ‫ﯽ‬ ‫ﺑ‬ ‫ﮐﺎرﮐﻨﺎن‬ ‫ﯿ‬ ‫ﻤﺎرﺳﺘﺎن‬ ‫ﻋﻠ‬ ‫ﯽ‬ ‫ﻣﻨﺼﻮرﻟﮑﻮرج‬ MSc ‫ﻣﺪ‬ ‫ﮔﺮوه‬ ‫ﯾ‬ ‫ﺮ‬ ‫ﯾ‬ ‫ﺖ،‬ ‫اردﺑ‬ ‫واﺣﺪ‬ ‫ﯿ‬ ‫ﻞ،‬ ‫ﻋﻠﻤ‬ ‫داﻧﺸﮕﺎه‬ ‫ﯽ‬ ‫ﮐﺎرﺑﺮد‬ ‫ی‬ ‫ﻣﺪ‬ ‫ﯾ‬ ‫ﺮ‬ ‫ﯾ‬ ‫ﺖ‬ ‫ﺻﻨﻌﺘ‬ ‫ﯽ‬ ، ‫اردﺑ‬ ‫ﯿ‬ ‫ﻞ،‬ ‫ا‬ ‫ﯾ‬ ‫ﺮان‬ ‫ﻋﺒﺪاﻟﻠﻬ‬ ‫داود‬ ‫ﯽ‬ PhD ‫اﺟﺘﻤﺎﻋ‬ ‫ﻋﻠﻮم‬ ‫ﮔﺮوه‬ ‫ﯽ‬ ، ‫اﻧﺴﺎﻧ‬ ‫ﻋﻠﻮم‬ ‫داﻧﺸﮑﺪه‬ ‫ﯽ‬ ، ‫ﻓﺮﻫﻨﮕ‬ ‫داﻧﺸﮕﺎه‬ ‫ﯿ‬ ‫ﺎن،‬ ‫اردﺑ‬ ‫ﯿ‬ ‫ﻞ،‬ ‫ا‬ ‫ﯾ‬ ‫ﺮان‬ ‫رﺳﻮﻟ‬ ‫اﺳﺤﺎق‬ ‫ﯽ‬ PhD ‫ﻣﺪ‬ ‫ﮔﺮوه‬ ‫ﯾ‬ ‫ﺮ‬ ‫ﯾ‬ ‫ﺖ،‬ ‫اﻧﺴﺎﻧ‬ ‫ﻋﻠﻮم‬ ‫داﻧﺸﮑﺪه‬ ‫ﯽ‬ ، ‫اردﺑ‬ ‫واﺣﺪ‬ ‫ﯿ‬ ‫ﻞ،‬ ‫اﺳﻼﻣ‬ ‫آزاد‬ ‫داﻧﺸﮕﺎه‬ ‫ﯽ‬ ، ‫اردﺑ‬ ‫ﯿ‬ ‫ﻞ،‬ ‫ا‬ ‫ﯾ‬ ‫ﺮان‬ ‫ﭼﮑﻴﺪه‬ ‫ا‬ ‫ﻫﺪ‬ ‫ا‬ ‫ف‬ : ‫ﺷﻐﻠ‬ ‫ﺗﻌﻬﺪ‬ ‫ﯽ‬ ‫ﯾ‬ ‫ﮑ‬ ‫ﯽ‬ ‫و‬ ‫از‬ ‫ﯾ‬ ‫ﮋﮔ‬ ‫ﯽ‬ ‫ﻫﺎ‬ ‫ی‬ ‫ﺑ‬ ‫ﻣﺜﺒﺖ‬ ‫راﺑﻄﻪ‬ ‫ﯿ‬ ‫ﻦ‬ ‫ﯾ‬ ‫ﮏ‬ ‫ﮐﺎرﮐﻨﺎن‬ ‫و‬ ‫ﺳﺎزﻣﺎن‬ ‫اﺛﺮﺑﺨﺸ‬ ‫ﻣﻮﺟﺒﺎت‬ ‫ﮐﻪ‬ ‫اﺳﺖ‬ ‫آن‬ ‫ﯽ‬ ‫ارﺗﻘﺎ‬ ‫و‬ ‫ی‬ ‫ﺑﻪ‬ ‫را‬ ‫ﺳﺎزﻣﺎن‬ ‫ﻋﻤﻠﮑﺮد‬ ‫ﺳﻄﺢ‬ ‫ﺧﻮﺑ‬ ‫ﯽ‬ ‫ﻓﺮاﻫﻢ‬ ‫ﻣ‬ ‫ﯽ‬ ‫ﻧﻤﺎ‬ ‫ﯾ‬ ‫ﺪ‬ ‫اﻫﻤ‬ ‫ﺑﻪ‬ ‫ﺗﻮﺟﻪ‬ ‫ﺑﺎ‬ . ‫ﯿ‬ ‫ﺖ‬ ‫ا‬ ‫ﯾ‬ ‫ﻦ‬ ‫ا‬ ‫اﻣﺮ،‬ ‫ﯾ‬ ‫ﻦ‬ ‫ﺑﺮرﺳ‬ ‫ﻫﺪف‬ ‫ﺑﺎ‬ ‫ﭘﮋوﻫﺶ‬ ‫ﯽ‬ ‫ﺗﺎﺛ‬ ‫ﯿ‬ ‫ﺮ‬ ‫ﺑﻬﺰ‬ ‫ﯾ‬ ‫ﺴﺘ‬ ‫ﯽ‬ ‫ذﻫﻨ‬ ‫ﯽ‬ ‫ﮐ‬ ‫و‬ ‫ﯿ‬ ‫ﻔ‬ ‫ﯿ‬ ‫ﺖ‬ ‫زﻧﺪﮔ‬ ‫ﯽ‬ ‫ﮐﺎر‬ ‫ی‬ ‫ﺷﻐﻠ‬ ‫ﺗﻌﻬﺪ‬ ‫ﺑﺮ‬ ‫ﯽ‬ ‫ﺑ‬ ‫ﮐﺎرﮐﻨﺎن‬ ‫ﯿ‬ ‫ﻤﺎرﺳﺘﺎن‬ ‫ﺗﺨﺼﺼ‬ ‫ﯽ‬ ‫و‬ ‫روان‬ ‫ﭘﺰﺷﮑ‬ ‫ﯽ‬ ‫ا‬ ‫ﯾ‬ ‫ﺜﺎر‬ ‫اردﺑ‬ ‫ﯿ‬ ‫ﻞ‬ ‫ﺷﺪ.‬ ‫اﻧﺠﺎم‬ ‫ﻣﻮاد‬ ‫روش‬ ‫و‬ ‫ﻫﺎ‬ : ‫ا‬ ‫در‬ ‫ﯾ‬ ‫ﻦ‬ ‫ﺗﻮﺻ‬ ‫ﭘﮋوﻫﺶ‬ ‫ﯿ‬ ‫ﻔ‬ ‫ﯽ‬ -‫ﻫﻤﺒﺴﺘﮕ‬ ‫ﯽ‬ ‫ﺳﺎل‬ ‫در‬ ۱۳۹۷ ‫ﮐﻠ‬ ، ‫ﯿ‬ ‫ﻪ‬ ‫ﺑ‬ ‫ﮐﺎرﮐﻨﺎن‬ ‫ﯿ‬ ‫ﻤﺎرﺳﺘﺎن‬ ‫ا‬ ‫ﯾ‬ ‫ﺜﺎر‬ ‫ﺷﻬ‬ ‫ﯿ‬ ‫ﺪ‬ ‫ﭘﺎر‬ ‫ﯾ‬ ‫ﺎب‬ ‫اردﺑ‬ ‫ﯿ‬ ‫ﻞ‬ ‫ﺗﻌﺪاد‬ ‫ﺑﻪ‬ ۱۸۰ ‫ﺷﺪه‬ ‫ﻣﻄﺎﻟﻌﻪ‬ ‫وارد‬ ‫ﻧﻔﺮ‬ ‫ﺑﺮرﺳ‬ ‫ﻣﻮرد‬ ‫و‬ ‫ﯽ‬ ‫ﺟﻤﻊ‬ ‫اﺑﺰار‬ ‫ﮔﺮﻓﺘﻨﺪ.‬ ‫ﻗﺮار‬ ‫آور‬ ‫ی‬ ‫ﭘﺮﺳﺶ‬ ‫اﻃﻼﻋﺎت،‬ ‫ﺷﻐﻠ‬ ‫ﺗﻌﻬﺪ‬ ‫ﻧﺎﻣﻪ‬ ‫ﯽ‬ ‫ﺑﻼو،‬ ‫ﭘﺮﺳﺶ‬ ‫ﮐ‬ ‫اﺳﺘﺎﻧﺪارد‬ ‫ﻧﺎﻣﻪ‬ ‫ﯿ‬ ‫ﻔ‬ ‫ﯿ‬ ‫ﺖ‬ ‫زﻧﺪﮔ‬ ‫ﯽ‬ ‫ﮐﺎر‬ ‫ی‬ ‫ﻣﻘ‬ ‫و‬ ‫واﻟﺘﻮن‬ ‫ﯿ‬ ‫ﺎس‬ ‫ﺑﻬﺰ‬ ‫ﯾ‬ ‫ﺴﺘ‬ ‫ﯽ‬ ‫ذﻫﻨ‬ ‫ﯽ‬ ‫ﮐ‬ ‫ﯿﯿ‬ ‫ﺰ‬ ‫ﻣﺎﮔ‬ ‫و‬ ‫ﯿ‬ ‫ﺎرﻣﻮ‬ ‫ﺗﺠﺰ‬ ‫ﺑﻮد.‬ ‫ﯾ‬ ‫ﻪ‬ ‫ﺗﺤﻠ‬ ‫و‬ ‫ﯿ‬ ‫ﻞ‬ ‫داده‬ ‫ﻫﻤﺒﺴﺘﮕ‬ ‫آزﻣﻮن‬ ‫از‬ ‫اﺳﺘﻔﺎده‬ ‫ﺑﺎ‬ ‫ﻫﺎ‬ ‫ﯽ‬ ‫ﭘ‬ ‫ﯿ‬ ‫ﺮﺳﻮن‬ ‫و‬ ‫ﺗﺤﻠ‬ ‫ﯿ‬ ‫ﻞ‬ ‫رﮔﺮﺳ‬ ‫ﯿ‬ ‫ﻮن‬ ‫ﮔﺎم‬ ‫ﺑﻪ‬ ‫ﻃﺮ‬ ‫از‬ ‫و‬ ‫ﮔﺎم‬ ‫ﯾ‬ ‫ﻖ‬ ‫ﻧﺮم‬ ‫آﻣﺎر‬ ‫اﻓﺰار‬ ‫ی‬ SPSS 23 ‫ﺷﺪ.‬ ‫اﻧﺠﺎم‬ ‫ﯾﺎﻓﺘﻪ‬ ‫ﻫﺎ‬ : ) ‫ذﻫﻨﯽ‬ ‫ﺑﻬﺰﯾﺴﺘﯽ‬ ‫ﻧﻤﺮه‬ ‫ﺑﯿﻦ‬ ۷۸ / ۰ = r ‫؛‬ ۰۱ / ۰ p< ‫ﮐﺎری‬ ‫زﻧﺪﮔﯽ‬ ‫ﮐﯿﻔﯿﺖ‬ ‫و‬ ( ) ۴۲ / ۰ = r ‫؛‬ ۰۱ / ۰ p< ‫و‬ ‫ﻣﺜﺒﺖ‬ ‫ﻫﻤﺒﺴﺘﮕﯽ‬ ‫آﻧﻬﺎ‬ ‫ﺷﻐﻠﯽ‬ ‫ﺗﻌﻬﺪ‬ ‫ﺑﺎ‬ ‫ﺑﯿﻤﺎرﺳﺘﺎن‬ ‫ﮐﺎرﮐﻨﺎن‬ ( ‫ﻣﻌﻨﯽ‬ ‫ﺑﻪ‬ ‫ذﻫﻨﯽ‬ ‫ﺑﻬﺰﯾﺴﺘﯽ‬ ‫داﺷﺖ.‬ ‫وﺟﻮد‬ ‫داری‬ ‫ﺗﻨﻬﺎﯾﯽ‬ ۸ / ۶۰ % ‫ﺷﻐﻠﯽ‬ ‫ﺗﻌﻬﺪ‬ ‫وارﯾﺎﻧﺲ‬ ‫اﺿﺎﻓﻪ‬ ‫ﺑﺎ‬ ‫و‬ ‫ﮐﺮد‬ ‫ﺗﺒﯿﯿﻦ‬ ‫را‬ ‫ﺑﯿﻤﺎرﺳﺘﺎن‬ ‫ﮐﺎرﮐﻨﺎن‬ ‫ﻣﯿﺰان‬ ‫ﮐﺎری‬ ‫زﻧﺪﮔﯽ‬ ‫ﮐﯿﻔﯿﺖ‬ ‫ﺷﺪن‬ ‫ﺑﻪ‬ ‫ﺷﻐﻠﯽ‬ ‫ﺗﻌﻬﺪ‬ ‫وارﯾﺎﻧﺲ‬ ‫ﺗﺒﯿﯿﻦ‬ ۰ / ۶۲ % ) ‫رﺳﯿﺪ‬ ۰۱ / ۰ p< .( ‫ﻧﺘﯿﺠﻪ‬ ‫ﮔﯿﺮی‬ : ‫ﺑﻬﺰ‬ ‫ﯾ‬ ‫ﺴﺘ‬ ‫ﯽ‬ ‫ذﻫﻨ‬ ‫ﯽ‬ ‫ﮐ‬ ‫و‬ ‫ﯿ‬ ‫ﻔ‬ ‫ﯿ‬ ‫ﺖ‬ ‫زﻧﺪﮔ‬ ‫ﯽ‬ ‫ﮐﺎر‬ ‫ی‬ ‫اﻓﺰا‬ ‫ﺑﺎﻋﺚ‬ ‫ﺑﺎﻻ‬ ‫ﯾ‬ ‫ﺶ‬ ‫ﺗﻌﻬﺪ‬ ‫ﺷﻐﻠ‬ ‫ﯽ‬ ‫ﺑ‬ ‫ﮐﺎرﮐﻨﺎن‬ ‫در‬ ‫ﯿ‬ ‫ﻤﺎرﺳﺘﺎن‬ ‫ﻣ‬ ‫ﯽ‬ ‫ﺷﻮد‬ . ‫ﮐﻠﯿﺪواژه‬ ‫ﻫﺎ:‬ ‫ﺷﻐﻠ‬ ‫ﺗﻌﻬﺪ‬ ‫ﯽ‬ ، ‫ﺑﻬﺰ‬ ‫ﯾ‬ ‫ﺴﺘ‬ ‫ﯽ‬ ‫ذﻫﻨ‬ ‫ﯽ‬ ، ‫ﮐ‬ ‫ﯿ‬ ‫ﻔ‬ ‫ﯿ‬ ‫ﺖ‬ ‫زﻧﺪﮔ‬ ‫ﯽ‬ ‫ﮐﺎر‬ ‫ی‬ ، ‫ﺑ‬ ‫ﮐﺎرﮐﻨﺎن،‬ ‫ﯿ‬ ‫ﻤﺎرﺳﺘﺎن‬ ‫درﻳﺎﻓﺖ:‬ ‫ﺗﺎرﻳﺦ‬ ۰۸ / ۱۰ / ۱۳۹۷ ‫ﭘﺬﻳﺮش:‬ ‫ﺗﺎرﻳﺦ‬ ۱۷ / ۰۲ / ۱۳۹۸ amin.mansour1300@gmail.com ‫ﻣﻘﺪﻣﻪ‬ ‫ﻧﯿﺮوی‬ ‫اﻧﺴﺎﻧﯽ‬ ‫در‬ ‫ﻫﺮ‬ ‫ﺳﺎزﻣﺎن‬ ‫از‬ ‫ارﮐﺎن‬ ‫اﺳﺎﺳﯽ‬ ‫آن‬ ‫ﺳﺎزﻣﺎن‬ ‫ﺑﻪ‬ ‫ﺣﺴﺎب‬ ‫ﻣﯽ‬ ‫آﯾﺪ،‬ ‫ﭼﺮا‬ ‫ﮐﻪ‬ ‫اﮔﺮ‬ ‫ﮐﺎرﮐﻨﺎن‬ ‫ﺳﺎزﻣﺎﻧﯽ‬ ‫از‬ ‫ﺗﻌﻬﺪ‬ ‫و‬ ‫وﻓﺎداری‬ ‫ﺑﯿﺸﺘﺮی‬ ‫ﻧﺴﺒﺖ‬ ‫ﺑﻪ‬ ‫ﺳﺎزﻣﺎن‬ ‫ﺑﺮﺧﻮردار‬ ‫ﺑﺎﺷﻨﺪ‬ ‫وﻇﺎﯾﻒ‬ ‫ﻣﺤﻮﻟﻪ‬ ‫را‬ ‫ﺑﻬﺘﺮ‬ ‫اﻧﺠﺎم‬ ‫داده‬ ‫و‬ ‫در‬ ‫ﻧﺘﯿﺠﻪ‬ ‫اﺛﺮ‬ ‫ﺑﺨﺸﯽ‬ ‫و‬ ‫ﺑﻬﺮه‬ ‫وری‬ ‫ﺳﺎزﻣﺎن‬ ‫ﺑﺎﻻ‬ ‫رﻓﺘﻪ‬ ‫و‬ ‫ﻣﻮﺟﺒﺎت‬ ‫ﭘﯿﺸﺮﻓﺖ‬ ‫ﺳﺎزﻣﺎن‬ ‫را‬ ‫ﻓﺮاﻫﻢ‬ ‫ﻣﯽ‬ ‫ﺳﺎزﻧﺪ‬ . ‫در‬ ‫ﺳﺎزﻣﺎﻧﯽ‬ ‫ﮐﻪ‬ ‫اﻓﺮاد‬ ‫ﻧﺴﺒﺖ‬ ‫ﺑﻪ‬ ‫اﻧﺠﺎم‬ ‫وﻇﺎﯾﻒ‬ ‫ﺷﻐﻠﯽ‬ ‫ﺧﻮد‬ ‫ﻫﯿﭻ‬ ‫ﮔﻮﻧﻪ‬ ‫ﺗﻌﻬﺪ‬ ‫و‬ ‫ﻣﺴﺌﻮﻟﯿﺘﯽ‬ ‫ﻧﺪارﻧﺪ‬ ‫ﯾﺎ‬ ‫ﮐﻤﺘﺮ‬ ‫اﺣﺴﺎس‬ ‫ﻣﺴﺌﻮﻟﯿﺖ‬ ‫ﻣﯽ‬ ‫ﮐﻨﻨﺪ‬ ‫ﺑﺎ‬ ‫ﮐﺎﻫﺶ‬ ‫ﻋﻤﻠﮑﺮد‬ ‫ﺧﻮد‬ ‫ﻣﻮﺟﺒﺎت‬ ‫ﺗﺨﺮﯾﺐ‬ ‫ﻫﺮ‬ ‫ﭼﻪ‬ ‫ﺑﯿﺸﺘﺮ‬ ‫ﺳﺎزﻣﺎن‬ ‫از‬ ‫ﺟﻨﺒﻪ‬ ‫ﻫﺎ‬ ‫ی‬ ‫ﮐﻤﯽ‬ ‫و‬ ‫ﮐﯿﻔﯽ‬ ‫ﻣﯽ‬ ‫ﺷﻮﻧﺪ‬ [1] ‫از‬ . ‫ﻋﻮاﻣﻞ‬ ‫ﭘﻨﻬﺎن‬ ‫وﻟﯽ‬ ‫ﺗﺎﺛﯿﺮ‬ ‫ﮔﺬار‬ ‫در‬ ‫رﻓﺘﺎر‬ ‫ﺷﻐﻠﯽ‬ ‫ﮐﺎرﮐﻨﺎن‬ ‫ﻫﺮ‬ ‫ﺳﺎزﻣﺎن،‬ ‫ﺗﻌﻬﺪ‬ ‫ﺷﻐﻠﯽ‬ ‫آﻧﻬﺎ‬ ‫اﺳﺖ‬ . ‫ﺗﻌﻬﺪ‬ ‫ﺷﻐﻠﯽ‬ ‫درﺟﻪ‬ ‫ﯾﺎ‬ ‫ﻣﯿﺰاﻧﯽ‬ ‫اﺳﺖ‬ ‫ﮐﻪ‬ ‫ﺷﺨﺺ‬ ‫و‬ ‫ﺷﻐﻞ‬ ‫ﮐﺎر‬ ‫ﯾﺎ‬ ‫ﻋﻤﻠﮑﺮدش‬ ‫را‬ ‫ﻣﻮﺟﺐ‬ ‫ﺳﺮﺑﻠﻨﺪی‬ ‫و‬ ‫ﮐﺴﺐ‬ ‫ﺣﯿﺜﯿﺖ‬ ‫و‬ ‫اﻋﺘﺒﺎرش‬ ‫ﻣﯽ‬ ‫داﻧﺪ‬ . ‫ﻣﻨﻈﻮر‬ ‫از‬ ‫ﺗﻌﻬﺪ‬ ‫ﺷﻐﻠﯽ‬ ‫ﺗﻮﺟﻪ‬ ‫اﻓﺮاد‬ ‫ﺑﻪ‬ ‫وﻇﺎﯾﻒ‬ ‫و‬ ‫ﻣﺴﺌﻮﻟﯿﺖ‬ ‫ﻫﺎی‬ ‫ﺷﻐﻠﯽ‬ ‫و‬ ‫اﻧﺠﺎم‬ ‫درﺳﺖ‬ ‫و‬ ‫ﻣﻌﻘﻮل‬ ‫ﮐﺎر‬ ‫ﺑﻮده‬ ‫ﮐﻪ‬ ‫ﻧﻬﺎﯾﺖ‬ ‫ﻣﻮﻓﻘﯿﺖ‬ ‫ﺳﺎزﻣﺎن‬ ‫ﻣﺘﺒﻮع‬ ‫را‬ ‫ﺑﻪ‬ ‫ﻫﻤﺮاه‬ ‫دارد‬ . ‫ﻧﯿﺮوی‬ ‫اﻧﺴﺎﻧﯽ‬ ‫ﻣﺘﺨﺼﺺ،‬ ‫وﻓﺎدار،‬ ‫ﻣﺘﻌﻬﺪ،‬ ‫ﺳﺎزﮔﺎر‬ ‫ﺑﺎ‬ ‫اﻫﺪاف‬ ‫و‬ ‫آرﻣﺎن‬ ‫ﻫﺎ‬ ‫ی‬ ‫ﺳﺎزﻣﺎﻧﯽ‬ ‫و‬ ‫ﻣﺘﻤﺎﯾﻞ‬ ‫ﺑﻪ‬ ‫ﺣﻔﻆ‬ ‫ﻋﻀﻮﯾﺖ‬ ‫ﺳﺎزﻣﺎﻧﯽ‬ ‫ﮐﻪ‬ ‫ﺣﺎﺿﺮ‬ ‫اﺳﺖ‬ ‫ﻓﺮاﺗﺮ‬ ‫از‬ ‫وﻇﺎﯾﻒ‬ ‫ﻣﻘﺮر‬ ‫ﻓﻌﺎﻟﯿﺖ‬ ‫ﻧﻤﺎﯾﺪ،‬ ‫ﻣﻮﺟﺒﺎت‬ ‫اﺛﺮﺑﺨﺸﯽ‬ ‫و‬ ‫ارﺗﻘﺎی‬ ‫ﺳﻄﺢ‬ ‫ﻋﻤﻠﮑﺮد‬ ‫ﺳﺎزﻣﺎن‬ ‫را‬ ‫ﺑﻪ‬ ‫ﺧﻮﺑﯽ‬ ‫ﻓﺮاﻫﻢ‬ ‫ﻣﯽ‬ ‫ﻧﻤﺎﯾﺪ‬ [2] . ‫ﺗﻌﻬﺪ‬ ‫ﺷﻐﻠﯽ‬ ‫ﻣﯽ‬ ‫ﺗﻮاﻧﺪ‬ ‫ﺑﻪ‬ ‫رﺿﺎﯾﺖ‬ ‫ﺷﻐﻠﯽ‬ ‫ﻣﻨﺠﺮ‬ ‫ﺷﻮد‬ ‫و‬ ‫رﺿﺎﯾﺖ‬ ‫از‬ ‫اﻧﺠﺎم‬ ‫ﮐﺎر‬ ‫ﻣﻮﺟﺐ‬ ‫دﻟﮕﺮﻣﯽ‬ ‫و‬ ‫ﻣﯿﻞ‬ ‫ﺑﻪ‬ ‫ﻣﺎﻧﺪن‬ ‫در‬ ‫ــــــــــــــــــــــــــــــــــــــــــــــــــــــــــــــــــــــــــــــــــــــــــــ‬ ‫ـــــــــــــ‬ ‫ــــــــــ‬ ‫ـــــــ‬ ‫ــــــــــ‬ ‫ــــ‬ ‫ــــــــــــــــــــــــــــــــــــــــــــــــــــــــــــــــــــــــــــــــــــــــــــــــــــــــــــــــــــ‬ ‫دوره‬ ۱۱ ‫ﺷﻤﺎره‬ ، ۳ ، ‫ﺗﺎﺑﺴﺘﺎن‬ ۱۳۹۸ ‫ﺳﺎزﻣﺎن‬ ‫و‬ ‫اﺣﺴﺎس‬ ‫ﻣﻔﯿﺪﺑﻮدن‬ ‫ﺑﺮای‬ ‫ﻓﺮد‬ ‫ﻣﯽ‬ ‫ﺷﻮد‬ ‫ﮐﻪ‬ ‫اﯾﻦ‬ ‫ﺧﻮد‬ ‫ﻣﻮﻓﻘﯿﺖ‬ ‫ﺳﺎزﻣﺎن‬ ‫را‬ ‫ﺑﻪ‬ ‫دﻧﺒﺎل‬ ‫ﺧﻮاﻫﺪ‬ ‫داﺷﺖ‬ [1] . ‫ﻧﺘﺎﯾﺞ‬ ‫ﻣﻄﺎﻟﻌﻪ‬ ‫ﮐﯿﻢ‬ ‫و‬ ‫ﺑﺮاﯾﻤﺮ‬ [3] ‫ﻧﺸﺎن‬ ‫داده‬ ‫اﺳﺖ‬ ‫ﮐﻪ‬ ‫ارﺗﺒﺎط‬ ‫ﻣﻌﻨﯽ‬ ‫داری‬ ‫ﺑﯿﻦ‬ ‫ﺗﻌﻬﺪ‬ ‫ﺷﻐﻠﯽ‬ ‫و‬ ‫ﻋﻤﻠﮑﺮد‬ ‫وﺟﻮد‬ ‫دارد‬ . ‫ﻫﻤﭽﻨﯿﻦ‬ ‫ﻋﻮاﻣﻞ‬ ‫ﺑﺴﯿﺎری‬ ‫از‬ ‫ﺟﻤﻠﻪ‬ ‫ﺣﻤﺎﯾﺖ‬ ‫ﺳﺎزﻣﺎن‬ ‫از‬ ‫ﮐﺎرﮐﻨﺎن‬ ‫ﺑﻪ‬ ‫ﺷﺪت‬ ‫ﺗﻌﻬﺪ‬ ‫را‬ ‫اﻓﺰاﯾﺶ‬ ‫و‬ ‫ﺗﺮک‬ ‫ﺧﺪﻣﺖ‬ ‫را‬ ‫ﮐﺎﻫﺶ‬ ‫ﻣﯽ‬ ‫دﻫﺪ‬ ‫و‬ ‫ﻋﻤﻠﮑﺮد‬ ‫را‬ ‫ﺑﺎﻻ‬ ‫ﻣﯽ‬ ‫ﺑﺮد‬ . ‫وﺟﻮد‬ ‫ﺗﻌﻬﺪ‬ ‫ﺑﺎﻋﺚ‬ ‫اﻓﺰاﯾﺶ‬ ‫ﭼﺸﻤﮕﯿﺮ‬ ‫ﻋﻤﻠﮑﺮد‬ ‫ﺳﺎزﻣﺎن،‬ ‫ﻧﺸﺎط‬ ‫روﺣﯽ‬ ‫ﮐﺎرﮐﻨﺎن،‬ ‫ﺗﺠﻠﯽ‬ ‫ﺑﻬﺘﺮ‬ ‫اﻫﺪاف‬ ‫ﺳﺎزﻣﺎن‬ ‫و‬ ‫ﻧﯿﺰ‬ ‫دﺳﺘﯿﺎﺑﯽ‬ ‫ﺑﻪ‬ ‫اﻫﺪاف‬ ‫ﻓﺮدی‬ ‫ﺧﻮاﻫﺪ‬ ‫ﺷﺪ‬ [4] ‫را‬ ‫ﻋﻤﻠﮑﺮدش‬ ‫ﯾﺎ‬ ‫ﮐﺎر‬ ‫ﺷﺨﺺ‬ ‫ﮐﻪ‬ ‫ﻣﯿﺰاﻧﯽ‬ ‫ﺑﻪ‬ ‫ﻫﻤﭽﻨﯿﻦ‬ . ‫اﻓﺰاﯾﺶ‬ ‫او‬ ‫ﺷﻐﻠﯽ‬ ‫ﺗﻌﻬﺪ‬ ‫ﺑﺪاﻧﺪ‬ ‫اﻋﺘﺒﺎرش‬ ‫ﮐﺴﺐ‬ ‫و‬ ‫ﺳﺮﺑﻠﻨﺪی‬ ‫ﻣﻮﺟﺐ‬ ‫ﻣﯽ‬ ‫ﺑﯽ‬ ‫ﻋﻮاﻣﻞ‬ ‫ﯾﺎﺑﺪ.‬ ‫اﻓﺮاد‬ ‫در‬ ‫ﺷﻐﻠﯽ‬ ‫ﺗﻌﻬﺪ‬ ‫اﯾﺠﺎد‬ ‫ﻣﻮﺟﺐ‬ ‫ﺷﻤﺎری‬ ‫ﻣﯽ‬ ‫اﻧﮕﯿﺰه‬ ‫و‬ ‫ﻋﻮاﻣﻞ‬ ‫و‬ ‫ﺷﻮد‬ ‫ﺷﻐﻠﯽ‬ ‫ﺗﻌﻬﺪ‬ ‫در‬ ‫ﺷﻐﻞ‬ ‫ﺑﯿﺮوﻧﯽ‬ ‫و‬ ‫دروﻧﯽ‬ ‫ﻫﺎی‬ ‫اﺳﺖ‬ ‫ﻣﻮﺛﺮ‬ [5] . ‫از‬ ‫ﺟﻤﻠﻪ‬ ‫ﻋﻮاﻣﻞ‬ ‫درون‬ ‫ﻓﺮدی‬ ‫ﮐﻪ‬ ‫ﻣﯽ‬ ‫ﺗﻮاﻧﺪ‬ ‫در‬ ‫ﺗﻌﻬﺪ‬ ‫ﺷﻐﻠﯽ‬ ‫ﮐﺎرﮐﻨﺎن‬ ‫ﻫﺮ‬ ‫ﺳﺎزﻣﺎن‬ ‫ﺗﺎﺛﯿﺮ‬ ‫داﺷﺘﻪ‬ ‫ﺑﺎﺷﺪ،‬ ‫ﺑﻬﺰﯾﺴﺘﯽ‬ ‫ذﻫﻨﯽ‬ ‫اﺳﺖ‬ . ‫ﺑﻬﺰﯾﺴﺘﯽ‬ ‫ذﻫﻨﯽ‬ ‫ﻧﺸﺎن‬ ‫دﻫﻨﺪه‬ ‫ارزﯾﺎﺑﯽ‬ ‫ﻓﺮد‬ ‫از‬ ‫روﻧﺪ‬ ‫و‬ ‫ﺟﻬﺖ‬ ‫زﻧﺪﮔﯽ‬ ‫ﺧﻮد‬ ‫اﺳﺖ‬ ‫ﮐﻪ‬ ‫درﺑﺮﮔﯿﺮﻧﺪه‬ ‫دﯾﺪﮔﺎه‬ ‫و‬ ‫ﻧﮕﺮش‬ ‫ﻓﺮد‬ ‫از‬ ‫رﺿﺎﯾﺖ‬ ‫زﻧﺪﮔﯽ‬ ‫ﻣﻨﺪی‬ ‫اﺳﺖ‬ . ‫ﺑﻬﺰﯾﺴﺘﯽ‬ ‫ذﻫﻨﯽ‬ ‫ﺑﻪ‬ ‫ﻋﻠﺖ‬ ‫ارﺗﺒﺎط‬ ‫ﺑﺎ‬ ‫ﺷﯿﻮه‬ ‫ﻓﮑﺮی‬ ‫ﺑﺎﻋﺚ‬ ‫رﺿﺎﯾﺖ‬ ‫از‬ ‫زﻧﺪﮔﯽ‬ ‫و‬ ‫اﻓﺰاﯾﺶ‬ ‫ﺧﻮدﮐﺎرآﻣﺪی‬ ‫در‬ ‫ﻣﺴﯿﺮ‬ ‫زﻧﺪﮔﯽ‬ ‫ﻣﯽ‬ ‫ﺷﻮد‬ . ‫ﺑﻨﺎﺑﺮاﯾﻦ‬ ‫ﺟﻬﺖ‬ ‫ﮔﯿﺮی‬ ‫ﺧﻮش‬ ‫ﺑﯿﻨﺎﻧﻪ‬ ‫و‬ ‫اﻣﯿﺪ‬ ‫ﺑﻪ‬ ‫ﻣﻮﻓﻘﯿﺖ‬ ‫در‬ ‫زﻧﺪﮔﯽ‬ ‫ﻣﯽ‬ ‫ﺗﻮاﻧﺪ‬ ‫ﺣﺎﺻﻞ‬ ‫ﮐﺎرﮐﺮد‬ ‫ﺑﻬﺰﯾﺴﺘﯽ‬ ‫ذﻫﻨﯽ‬ ‫و‬ ‫ﻋﺎﻃﻔﻪ‬ ‫ﻣﺜﺒﺖ‬ ‫ﺑﺎﺷﺪ‬ ‫ﮐﻪ‬ ‫اﯾﻦ‬ ‫اﻣﺮ‬ ‫ﻣﻮﺟﺐ‬ ‫اﻓﺰاﯾﺶ‬ ‫و‬ ‫ﺑﻬﺒﻮد‬ ‫اﻧﮕﯿﺰش‬ ‫ﺑﺮای‬ ‫ﺗﻼش‬ ‫ﺑﯿﺸﺘﺮ‬ ‫و‬ ‫اﺣﺴﺎس‬ ‫ﺧﻮﺷﺒﺨﺘﯽ‬ ‫و‬ ‫ﻣﻮﻓﻘﯿﺖ‬ ‫در‬ ‫زﻧﺪﮔﯽ‬ ‫ﻣﯽ‬ ‫ﺷﻮد‬ [6] . ‫ون‬ ‫دی‬ ‫ورد‬ ‫ﻫﻤﮑﺎران‬ ‫و‬ [7] ‫روان‬ ‫ﺑﻬﺰﯾﺴﺘﯽ‬ ‫ﮐﻪ‬ ‫دادﻧﺪ‬ ‫ﻧﺸﺎن‬ ‫ﭘﮋوﻫﺸﯽ‬ ‫در‬ ‫ﻣﻌﻨﯽ‬ ‫ﺗﺎﺛﯿﺮ‬ ‫ﺷﻨﺎﺧﺘﯽ‬ ‫داری‬ ‫اﺳﺖ.‬ ‫داﺷﺘﻪ‬ ‫ﮐﺎرﮐﻨﺎن‬ ‫ﺳﺎزﻣﺎﻧﯽ‬ ‫ﻋﻤﻠﮑﺮد‬ ‫ﺑﺮ‬ ‫ﺟﺎودان‬ ‫و‬ ‫ﻫﻤﮑﺎران‬ [6] ‫ﻧﯿﺰ‬ ‫در‬ ‫ﭘﮋوﻫﺸﯽ‬ ‫ﻧﺸﺎن‬ ‫دادﻧﺪ‬ ‫ﮐﻪ‬ ‫ﺑﻬﺰﯾﺴﺘﯽ‬ ‫ذﻫﻨﯽ،‬ ‫ﮐﯿﻔﯿﺖ‬ ‫زﻧﺪﮔﯽ‬ ‫و‬ ‫ﺳﻼﻣﺖ‬ ‫رواﻧﯽ‬ ‫ﺑﺎ‬ ‫ﻫﻢ‬ ‫راﺑﻄﻪ‬ ‫ﻣﻌﻨﯽ‬ ‫داری‬ ‫دارﻧﺪ‬ . ‫ﯾﮑﯽ‬ ‫دﯾﮕﺮ‬ ‫از‬ ‫ﻋﻮاﻣﻞ‬ ‫درون‬ ‫ﻓﺮدی‬ ‫ﮐﻪ‬ ‫ﻣﯽ‬ ‫ﺗﻮاﻧﺪ‬ ‫ﺑﺎ‬ ‫ﺗﻌﻬﺪ‬ ‫ﺷﻐﻠﯽ‬ ‫ﮐﺎرﮐﻨﺎن‬ ‫ﻫﺮ‬ ‫ﺳﺎزﻣﺎﻧﯽ‬ ‫ﻣﺮﺗﺒﻂ‬ ‫ﺑﺎﺷﺪ،‬ ‫ﮐﯿﻔﯿﺖ‬ ‫زﻧﺪﮔﯽ‬ ‫ﮐﺎری‬ ‫اﺳﺖ‬ . ‫ﮐﯿﻔﯿﺖ‬ ‫زﻧﺪﮔﯽ‬ ‫ﮐﺎری‬ ‫ﻃﺮز‬ ‫ﺗﻠﻘﯽ‬ ‫ﮐﺎرﮐﻨﺎن‬ ‫ﺑﻪ‬ ‫ﻃﻮر‬ ‫ﺧﺎص‬ ‫از‬ ‫ﮐﺎر‬ ‫ﺧﻮد‬ ‫اﺳﺖ‬ ‫و‬ ‫ﺑﺮﻧﺎﻣﻪ‬ ‫ﺟﺎﻣﻊ‬ ‫و‬ ‫وﺳﯿﻌﯽ‬ ‫اﺳﺖ‬ ‫ﮐﻪ‬ ‫ﺑﻪ‬ ‫ﻣﻨﻈﻮر‬ ‫ﺟﻠﺐ‬ ‫رﺿﺎﯾﺖ‬ ‫و‬ ‫ﺗﻮﺟﻪ‬ ‫ﮐﺎرﮐﻨﺎن،‬ ‫ﮐﻤﮏ‬ ‫ﺑﻪ‬ ‫آﻧﺎن‬ ‫ﺑﺮای‬ ‫ﻣﺪﯾﺮﯾﺖ‬ ‫ﺗﻐﯿﯿﺮات‬ ‫و‬ ‫ﺣﻔﻆ‬ ‫ﮐﺎرﮐﻨﺎن‬ ‫در‬ ‫ﺳﺎزﻣﺎن‬ ‫ﻃﺮاﺣﯽ‬ ‫ﻣﯽ‬ ‫ﺷﻮد‬ . ‫ﺑﻬﺒﻮد‬ ‫ﮐﯿﻔﯿﺖ‬ ‫ﮐﺎری‬ ‫در‬ ‫ﻫﺮ‬ ‫ﺳﺎزﻣﺎﻧﯽ‬ ‫آراﻣﺶ‬ ‫رواﻧﯽ‬ ‫و‬ ‫اﻧﮕﯿﺰه‬ ‫ﻫﺎ‬ ‫ی‬ ‫ﭘﯿﺸﺮﻓﺖ‬ ‫را‬ ‫در‬ ‫ﺑﯿﻦ‬ ‫ﮐﺎرﮐﻨﺎن‬ ‫ﺗﻘﻮﯾﺖ‬ ‫ﻣﯽ‬ ‫ﮐﻨﺪ‬ . ‫ﺑﺮﻧﺎﻣﻪ‬ ‫ﮐﯿﻔﯿﺖ‬ ‫زﻧﺪﮔﯽ‬ ‫ﮐﺎری‬ ‫ﻓﺮآﯾﻨﺪی‬ ‫اﺳﺖ‬ ‫ﮐﻪ‬ ‫ﺑﻪ‬ ‫وﺳﯿﻠﻪ‬ ‫آن‬ ‫ﻫﻤﻪ‬ ‫اﻋﻀﺎی‬ ‫ﺳﺎزﻣﺎن‬ ‫از‬ ‫راه‬ ‫ﻣﺠﺎری‬ ‫ارﺗﺒﺎﻃﯽ‬ ‫ﺑﺎز‬ ‫و‬ ‫ﻣﺘﻨﺎﺳﺒﯽ‬ ‫ﮐﻪ‬ ‫ﺑﺮای‬ ‫اﯾﻦ‬ ‫ﻣﻨﻈﻮر‬ ‫اﯾﺠﺎد‬ ‫ﺷﺪه‬ ‫اﺳﺖ،‬ ‫در‬ ‫ﺗﺼﻤﯿﻢ‬ ‫ﮔﯿﺮی‬ ‫ﻫﺎﯾﯽ‬ ‫ﮐﻪ‬ ‫ﺑﺮ‬ ‫ﺷﻐﻞ‬ ‫ﻫﺎ‬ ‫ﯾﺸﺎن‬ ‫ﺑﻪ‬ ‫ﺧﺼﻮص‬ ‫و‬ ‫ﺑﺮ‬ ‫رواﺑﻂ‬ ‫و‬ ‫ﻣﺤﯿﻂ‬ ‫ﮐﺎرﺷﺎن‬ ‫ﺑﻪ‬ ‫ﻃﻮر‬ ‫ﮐﻠﯽ‬ ‫اﺛﺮ‬ ‫ﻣﯽ‬ ‫ﮔﺬارد،‬ ‫ﺑﻪ‬ ‫ﻧﻮﻋﯽ‬ ‫دﺧﺎﻟﺖ‬ ‫ﻣﯽ‬ ‫ﯾﺎﺑﻨﺪ‬ ‫و‬ ‫در‬ ‫ﻧﺘﯿﺠﻪ‬ ‫ﻣﺸﺎرﮐﺖ‬ ‫و‬ ‫ﺧﺸﻨﻮدی‬ ‫آﻧ‬ ‫ﻬﺎ‬ ‫از‬ ‫ﮐﺎر‬ ‫ﺑﯿﺸﺘﺮ‬ ‫ﻣﯽ‬ ‫ﺷﻮد‬ [8] . ‫رﺣﯿﻤﯿﺎن‬ ‫و‬ ‫ﻧﺠﻔﯽ‬ [9] ‫و‬ ‫ﻗﻠﻌﻪ‬ ‫ای‬ ‫و‬ ‫ﻫﻤﮑﺎران‬ [10] ‫در‬ ‫ﭘﮋوﻫﺶ‬ ‫ﻫﺎ‬ ‫ی‬ ‫ﺧﻮد‬ ‫ﻧﺸﺎن‬ ‫دادﻧﺪ‬ ‫ﮐﻪ‬ ‫ﺑﯿﻦ‬ ‫ﮐﯿﻔﯿﺖ‬ ‫زﻧﺪﮔﯽ‬ ‫و‬ ‫ﮐﺎری‬ ‫ﺳﻼﻣﺖ‬ ‫ﺳﺎزﻣﺎﻧﯽ‬ ‫ﺑﺎ‬ ‫ﺗﻌﻬﺪ‬ ‫ﺳﺎزﻣﺎﻧﯽ‬ ‫راﺑﻄﻪ‬ ‫وﺟﻮد‬ ‫دارد‬ . ‫ﭼﯿﻨﻮﻣﻨﺎ‬ ‫و‬ ‫دراپ‬ [11] ‫ﺑﯿﻦ‬ ‫ﮐﻪ‬ ‫دادﻧﺪ‬ ‫ﻧﺸﺎن‬ ‫ﭘﮋوﻫﺸﯽ‬ ‫در‬ ‫ﻧﯿﺰ‬ ‫ﮐﯿﻔﯿﺖ‬ ‫زﻧﺪﮔﯽ‬ ‫ﮐﺎری‬ ‫و‬ ‫ﺗﻌﻬﺪ‬ ‫ﺷﻐﻠﯽ‬ ‫ﮐﺎرﮐﻨﺎن‬ ‫راﺑﻄﻪ‬ ‫ﻣﺜﺒﺖ‬ ‫و‬ ‫ﻣﻌﻨﯽ‬ ‫دار‬ ‫وﺟﻮد‬ ‫دارد‬ . ‫ﮐﻪ‬ ‫اﺳﺖ‬ ‫آن‬ ‫از‬ ‫ﺣﺎﮐﯽ‬ ‫ﭘﮋوﻫﺸﯽ‬ ‫ﭘﯿﺸﯿﻨﻪ‬ ‫و‬ ‫ادﺑﯿﺎت‬ ‫ﺑﺮ‬ ‫ﻣﺮوری‬ ‫ﺑﻬﺰﯾﺴﺘﯽ‬ ‫ﮐﺎرﮐﻨﺎن‬ ‫ﺷﻐﻠﯽ‬ ‫ﺗﻌﻬﺪ‬ ‫ﺑﺎ‬ ‫اﺳﺖ‬ ‫ﻣﻤﮑﻦ‬ ‫ﮐﺎری‬ ‫زﻧﺪﮔﯽ‬ ‫ﮐﯿﻔﯿﺖ‬ ‫و‬ ‫ذﻫﻨﯽ‬ ‫روان‬ ‫و‬ ‫ﺗﺨﺼﺼﯽ‬ ‫ﺑﯿﻤﺎرﺳﺘﺎن‬ ‫ارﺗﺒﺎط‬ ‫اردﺑﯿﻞ‬ ‫ﭘﺎرﯾﺎب‬ ‫ﺷﻬﯿﺪ‬ ‫اﯾﺜﺎر‬ ‫ﭘﺰﺷﮑﯽ‬ ‫ﺑﯿﻤﺎرﺳﺘﺎن‬ ‫ﺑﺎﺷﻨﺪ.‬ ‫داﺷﺘﻪ‬ ‫روان‬ ‫ﭘﺰﺷﮑﯽ‬ ‫اﯾﺜﺎر‬ ‫واﺑﺴﺘﻪ‬ ‫ﺑﻪ‬ ‫ﺑﻨﯿﺎد‬ ‫ﺷﻬﯿﺪ‬ ‫و‬ ‫اﻣﻮر‬ ‫اﯾﺜﺎرﮔﺮان‬ ‫اﺳﺘﺎن‬ ‫اردﺑﯿﻞ‬ ‫ﮐﻪ‬ ‫ﺑﻪ‬ ‫اراﯾﻪ‬ ‫ﺧﺪﻣﺎت‬ ‫روان‬ ‫ﭘﺰﺷﮑﯽ‬ ‫ﺑﻪ‬ ‫ﮔﺮوه‬ ‫ﻫﺪف‬ ‫ﺧ‬ ‫ﺎص‬ ‫از‬ ‫ﺟﻤﻠﻪ‬ ‫ﺟﺎﻧﺒﺎزان‬ ‫ﻣﻌﺰز‬ ‫ﻣﯽ‬ ‫ﭘﺮدازد‬ ‫ﺑﻪ‬ ‫ﯾﮏ‬ ‫ﻋﻨﻮان‬ ‫ﺳﺎزﻣﺎن‬ ‫ﺧﺪﻣﺎﺗﯽ‬ -‫درﻣﺎﻧﯽ‬ ‫از‬ ‫ﻇﺮﻓﯿﺖ‬ ‫ﺑﺎﻻی‬ ‫ﻧﯿﺮوی‬ ‫اﻧﺴﺎﻧﯽ‬ ‫ﺑﺮﺧﻮردار‬ ‫اﺳﺖ‬ ‫ﮐﻪ‬ ‫ﻋﻤﻠﮑﺮد‬ ‫و‬ ‫ﺑﻬﺮه‬ ‫وری‬ ‫ﮐﺎرﮐﻨﺎن‬ ‫آن‬ ‫ﻣﯽ‬ ‫ﺗﻮاﻧﺪ‬ ‫ﻣﺘﺎﺛﺮ‬ ‫از‬ ‫ﻣﻮﻟﻔﻪ‬ ‫ﻫﺎی‬ ‫ـ‬ ‫ــــــــ‬ ‫ـــ‬ ‫ﺗﺎﺛ‬ ‫ﯿ‬ ‫ﺮ‬ ‫ﺑﻬﺰ‬ ‫ﯾ‬ ‫ﺴﺘ‬ ‫ﯽ‬ ‫ذﻫﻨ‬ ‫ﯽ‬ ‫ﮐ‬ ‫و‬ ‫ﯿ‬ ‫ﻔ‬ ‫ﯿ‬ ‫ﺖ‬ ‫زﻧﺪﮔ‬ ‫ﯽ‬ ‫ﮐﺎر‬ ‫ی‬ ‫ﺷﻐﻠ‬ ‫ﺗﻌﻬﺪ‬ ‫ﺑﺮ‬ ‫ﯽ‬ ‫ﺑ‬ ‫ﮐﺎرﮐﻨﺎن‬ ‫ﯿ‬ ‫ﻤﺎرﺳﺘﺎن‬ ۱۷۱ ‫و‬ ‫ذﻫﻨﯽ‬ ‫ﮐﯿﻔﯿﺖ‬ ‫زﻧﺪﮔﯽ‬ ‫ﮐﺎری‬ ‫ﺑﺎﺷﺪ؛‬ ‫از‬ ‫اﯾﻦ‬ ‫رو‬ ‫ﺗﺤﻠﯿﻞ‬ ‫و‬ ‫ﺑﺮرﺳﯽ‬ ‫راﺑﻄﻪ‬ ‫اﯾﻦ‬ ‫ﻣﺘﻐﯿﺮﻫﺎ‬ ‫ﺑﺎ‬ ‫ﺗﻌﻬﺪ‬ ‫ﺷﻐﻠﯽ‬ ‫ﮐﺎرﮐﻨﺎن‬ ‫اﯾﻦ‬ ‫ﺑﯿﻤﺎرﺳﺘﺎن‬ ‫ﻣﯽ‬ ‫ﺗﻮاﻧﺪ‬ ‫در‬ ‫ﺑﻬﺮه‬ ‫وری‬ ‫ﻧﯿﺮوﻫﺎ‬ ‫و‬ ‫اﺛﺮﺑﺨﺸﯽ‬ ‫ﺧﺪﻣﺎت‬ ‫ﻣﻮرد‬ ‫اراﯾﻪ‬ ‫و‬ ‫ﺑﻪ‬ ‫ﺗﺒﻊ‬ ‫آن‬ ‫ﺟﻠﺐ‬ ‫رﺿﺎﯾﺖ‬ ‫ﺟﺎﻣﻌﻪ‬ ‫ﻫﺪف‬ ) ‫ﺟﺎﻧﺒﺎزان‬ ‫و‬ ‫ﺧﺎﻧﻮاده‬ ‫ﻫﺎی‬ ‫آﻧﻬﺎ‬ ‫و‬ ‫ﻋﻤﻮم‬ ‫ﻣﺮدم‬ ( ‫ﮐﺎرﺳﺎز‬ ‫ﺑﺎﺷﺪ‬ . ‫ﺑﻨﺎﺑﺮاﯾﻦ‬ ‫ﭘﮋوﻫﺶ‬ ‫ﺣﺎﺿﺮ‬ ‫ﺑﺎ‬ ‫ﻫﺪف‬ ‫و‬ ‫ذﻫﻨﯽ‬ ‫ﺑﻬﺰﯾﺴﺘﯽ‬ ‫ﺗﺎﺛﯿﺮ‬ ‫ﺗﻌﯿﯿﻦ‬ ‫ﺗﻌﻬﺪ‬ ‫ﺑﺮ‬ ‫ﮐﺎری‬ ‫زﻧﺪﮔﯽ‬ ‫ﮐﯿﻔﯿﺖ‬ ‫ﺷﻐﻠﯽ‬ ‫ﮐﺎرﮐﻨﺎن‬ ‫ﺑﯿﻤﺎرﺳﺘﺎن‬ ‫اﻧﺠﺎم‬ ‫ﺷﺪ‬ . Iranian ‫ﺑﻬﺰﯾﺴﺘﯽ‬ ‫روش‬ ‫و‬ ‫اﺑﺰار‬ ‫ﻫﺎ‬ ‫اﯾﻦ‬ ‫ﭘﮋوﻫﺶ‬ ‫ﯾﮏ‬ ‫ﻣﻄﺎﻟﻌﻪ‬ ‫ﺗﻮﺻﯿﻔﯽ‬ -‫ﻫﻤﺒﺴﺘﮕﯽ‬ ‫ﮐﻪ‬ ‫اﺳﺖ‬ ‫در‬ ‫ﺳﺎل‬ ۱۳۹۷ ‫ﺷﻬﯿﺪ‬ ‫اﯾﺜﺎر‬ ‫ﺑﯿﻤﺎرﺳﺘﺎن‬ ‫ﮐﺎرﮐﻨﺎن‬ ‫ﮐﻠﯿﻪ‬ ‫ﺑﯿﻦ‬ ‫ﭘﺎرﯾﺎب‬ ‫اردﺑﯿﻞ‬ ‫ﮐﻪ‬ ‫در‬ ‫ﺑﺎ‬ ‫ﺷﺪ.‬ ‫اﻧﺠﺎم‬ ‫ﺑﻮدﻧﺪ،‬ ‫ﮐﺎر‬ ‫ﺑﻪ‬ ‫ﻣﺸﻐﻮل‬ ‫ﺳﺎزﻣﺎن‬ ‫آن‬ ‫ﺗﻮﺟﻪ‬ ‫ﻗﺎﻧﻮن‬ ‫ﺑﻪ‬ ‫ﮐﻪ‬ ‫ﻫﻤﺒﺴﺘﮕﯽ‬ ‫ﺗﺤﻘﯿﻘﺎت‬ ‫در‬ ‫ﻧﻤﻮﻧﻪ‬ ‫ﺣﺠﻢ‬ ‫ﺣﺪاﻗﻞ‬ ۱۰۰ ‫ﺷﺪه‬ ‫ذﮐﺮ‬ ‫ﻧﻔﺮ‬ ‫اﺳﺖ‬ [12] ‫ﭘﺎﯾﯿﻦ‬ ‫ﻧﯿﺰ‬ ‫و‬ ‫اﻋﺘﺒﺎر‬ ‫اﻓﺰاﯾﺶ‬ ‫ﺑﺮای‬ ‫آﻣﺎری،‬ ‫ﺟﺎﻣﻌﻪ‬ ‫ﺣﺠﻢ‬ ‫ﺑﻮدن‬ ‫ﺗﻌﺪاد‬ ‫ﺑﻪ‬ ‫اﯾﺜﺎر‬ ‫ﺑﯿﻤﺎرﺳﺘﺎن‬ ‫ﮐﺎرﮐﻨﺎن‬ ‫ﮐﻠﯿﻪ‬ ‫ﺑﯿﺮوﻧﯽ،‬ ۱۸۰ ‫ﺑﻪ‬ ‫ﻧﻔﺮ‬ ‫ﺻﻮرت‬ ‫ﺗﻤﺎم‬ ‫ﺷﺪه‬ ‫ﻣﻄﺎﻟﻌﻪ‬ ‫وارد‬ ‫ﺷﻤﺎری‬ ‫و‬ ‫ﻣﻮرد‬ ‫ﺑﺮرﺳﯽ‬ ‫ﻗﺮار‬ ‫ﮔﺮﻓﺘﻨﺪ.‬ ‫از:‬ ‫ﺑﻮدﻧﺪ‬ ‫ﻋﺒﺎرت‬ ‫ﭘﮋوﻫﺶ‬ ‫در‬ ‫اﺳﺘﻔﺎده‬ ‫ﻣﻮرد‬ ‫اﺑﺰار‬ ۱ -‫ﭘﺮﺳﺶ‬ ‫ﺗﻌﻬﺪ‬ ‫ﻧﺎﻣﻪ‬ ‫ﺷﻐﻠﯽ:‬ ‫ﭘﺮﺳﺶ‬ ‫ﻧﺎﻣﻪ‬ ‫ﺗﻌﻬﺪ‬ ‫ﺷﻐﻠﯽ‬ ‫ﺗﻮﺳﻂ‬ ‫ﺑﻼو‬ ‫در‬ ‫ﺳﺎل‬ ۱۹۸۵ ‫ﻃﺮاﺣﯽ‬ ‫ﺷﺪه‬ ‫اﺳﺖ‬ . ‫اﯾﻦ‬ ‫ﭘﺮﺳﺶ‬ ‫ﻧﺎﻣﻪ‬ ‫ﺷﺎﻣﻞ‬ ۸ ‫ﺳﺌﻮال‬ ‫و‬ ‫درﺑﺮﮔﯿﺮﻧﺪه‬ ‫ﺗﮏ‬ ‫ﻣﻮﻟﻔﻪ‬ ‫اﺳﺖ‬ ‫و‬ ‫ﻫﺪف‬ ‫از‬ ‫ﻃﺮاﺣﯽ‬ ‫آن‬ ‫ارزﯾﺎﺑﯽ‬ ‫ﻣﯿﺰان‬ ‫ﺗﻌﻬﺪ‬ ‫ﺷﻐﻠﯽ‬ ‫در‬ ‫ﮐﺎرﮐﻨﺎن‬ ‫ﺑﻮده‬ ‫اﺳﺖ‬ . ‫آزﻣﻮدﻧﯽ‬ ‫ﻣﯽ‬ ‫ﺗﻮاﻧﺪ‬ ‫در‬ ‫ﻫﺮ‬ ‫ﺳﺌﻮال‬ ‫ﭘﺮﺳﺶ‬ ‫ﻧﺎﻣﻪ‬ ‫ﻧﻤﺮات‬ ‫ﯾﮏ‬ ‫ﺗﺎ‬ ‫را‬ ‫ﻃﯿﻒ‬ ‫ﺑﺮاﺳﺎس‬ ‫ﻟﯿﮑﺮت‬ ) ً ‫ﮐﺎﻣﻼ‬ ‫ﻣﻮاﻓﻘﻢ،‬ ‫ﻣﻮاﻓﻘﻢ،‬ ‫ﻧﻪ‬ ‫ﻣﻮاﻓﻖ‬ ‫ﻧﻪ‬ ‫ﻣﺨﺎﻟﻒ،‬ ‫ﻣﺨﺎﻟﻒ،‬ ً ‫ﮐﺎﻣﻼ‬ ‫ﻣﺨﺎﻟﻒ‬ ( ‫و‬ ‫ﺑﺎ‬ ‫ﺗﻮﺟﻪ‬ ‫ﺑﻪ‬ ‫ﻧﺤﻮه‬ ‫ﺳﺌﻮال‬ ‫اﻧﺘﺨﺎب‬ ‫ﮐﻨﺪ‬ . ‫ﻧﻤﺮه‬ ‫ﺑﯿﻦ‬ ۸ ‫ﺗﺎ‬ ۱۹ ‫ﺗﻌﻬﺪ‬ ‫ﺷﻐﻠﯽ‬ ‫ﻧﻤﺮه‬ ‫ﭘﺎﯾﯿﻦ،‬ ‫ﺑﯿﻦ‬ ۱۹ ‫ﺗﺎ‬ ۳۰ ‫ﺗﻌﻬﺪ‬ ‫ﺷﻐﻠﯽ‬ ‫ﻧﻤﺮه‬ ‫و‬ ‫ﻣﺘﻮﺳﻂ‬ ‫ﺑﺎﻻﺗﺮ‬ ‫از‬ ۳۰ ‫ﺗﻌﻬﺪ‬ ‫ﺷﻐﻠﯽ‬ ‫ﻣﯽ‬ ‫ﻧﺸﺎن‬ ‫را‬ ‫اﻓﺮاد‬ ‫در‬ ‫ﺑﺎﻻ‬ ‫دﻫﺪ‬ [13]

* * ‫ﻣﺴﺌﻮل:‬ ‫ﻧﻮﻳﺴﻨﺪه‬
Effect of Subjective Well-being and Quality of Work Life on Job Commitment of Hospital Staff