Job Motivating Potential Score and Its Relationship with Employees' Organizational Commitment among Health Professionals

Objectives: Job motivation affects the productivity and performance, job satisfaction, and organizational commitment of the employees of each organization. Alternatively, understanding factors affecting motivation provokes a sense of creativity and innovation in employees. The purpose of this study was to investigate the relationship between jobs’ motivating potential scores and employees’ organizational commitment. Methods: A cross-sectional study was conducted in an educational hospital of Yazd, Iran, in 2014 and 2015. A total of 181 employees from different units of the hospital contributed to this study. We used the stratified-random sampling method for choosing the required sample from different wards. Required data were gathered using two valid questionnaires. After completing the questionnaires, collected data were analyzed using statistical software SPSS version 19. We used descriptive statistics, analysis of variance, and Spearman correlation coefficients in data analyses. Results: Results showed that the majority of study participants rated their jobs as low motivating and the mean motivating potential score and its three components (task identity, autonomy, and feedback) were below the mean standard. The motivating potential score and its three components, including job variety, feedback, and autonomy, have a significant positive correlation with organizational commitment. These results confirm that any improvement of job characteristics will lead to organizational commitment incensement. Conclusion: Our study observed a negative correlation between some motivating potential dimensions and some kinds of organizational commitment, including the correlation of task identity, skill variety, and feedback with normative commitment and the relation of task significance with affective commitment. These are surprising results that need to be studied more.