Organizational Climate Affecting the Pharmacists' Organizational Commitment at the Regional Hospitals in the Northeast

Abstract

Objectives: To study the effect of the organizational climate on organizational commitment among the pharmacists working in the regional hospitals in the Northeast. Method: The study sample was 118 systematically random sampled pharmacists with an at least 1 year of practicing experience in any of 6 regional hospitals in the Northeast.  The instrument for data collection was the questionnaire which was assessed its content validity by 3 experts. Pilot test showed that Cronbach’s Alpha of the instrument was grater than 0.70. The questionnaires included the RICQ Form B by Litwin and Stringer for measuring organizational climate and the organizational commitment scale modified from that by Budsagon Silka. Results:  All 118 selected samples completed the questionnaires. Overall organizational climate was at the moderate levels (3.50±0.40; range 1-5). Most of the dimensions of organizational climate (structure, responsibility, reward, warmth, support, standards, and conflict) were at the moderate levels (3.13-3.63). The scores on identity and risk dimensions were at the high levels (3.74±0.58, 3.69±0.46, respectively). The level of pharmacists’ organizational commitment was moderate (3.60±0.44; rang in 1-5). The significant predictors of organizational commitment were warmth, risk and identity (P<0.05). These three factors explained 44.3% of the variance of organizational commitment. Conclusion: The intervention to increase the level of organizational commitment among the pharmacists should be designed to promotion the perception of warmth and identity within the workplace and reduce the perceived risk associated with the practice.