Explanation of indicators of manager's communication skills and their relationship with organizational commitment in university of medical sciences

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1 Explanation indicators manager's communication and their relationship with organizational commitment in university medical sciences Fereshteh Tahmasebi 1, Mohamad Bagher Jafarpour 2, Masumeh Heidarian 3, Tahereh Safavipour 4, Javad Abdi 5,* Abstract 1 MA in Executive Management,Ilam University Medical Sciences, Ilam, Iran 2 MA in Health Care Management, Ilam University Medical Sciences, Ilam, Iran 3 MA in Psychology, Ilam University Medical Sciences, Ilam, Iran 4 MA in public management, Islamic Azad University, khoramabad,iran 5 MA in public management, Ilam University Medical Sciences, Ilam, Iran *E- Received: 5 March 2015, Accepted: 5 April 2015, Available online: 24 April 2015 An important part communication network is related to the relationship between manager and staff; to be effectively influential, the managers inevitably have to be equipped with communication. The objective this study was to investigate the effect managers communication on organizational commitment in Ilam city medical university. Due to its practical purpose it was methodologically a descriptive survey; in order to accomplish this we formulated for hypotheses. The statistical population was consisted all the staff, managers and supervisors different units and organizational levels (N=500). The sample size was estimated by Cochran formula to be 217 persons. Descriptive and inferential statistics which included Pearson's correlation coefficient (alpha=0.05) were performed by SPSS stware. we found that there was a significant positive correlation between managers communication (verbal, non-verbal, listening, and feedback ) and organizational commitment Ilam medical university staff (p<0.05), such that commitment increased with manager communication Keywords Managers communication, Organizational commitment, Ilam medical university 1

2 Introduction Theoreticians and experienced managers have known for many years that in nowadays organizations the effective communication between managers and staff leads to achievement to organization goals, increased productivity and satisfaction staff and beneficiaries (Khoshnazar, 2010). verbal communication, is one through words and conversation. Speech communication makes possible the mutual and immediate feedback (Sadeghifar, 2010). Nonverbal communication includes all those that do not need words either spoken or written; facial expressions and movements head and hand are used to send message (Mortazavi, 2012). Effective listening is the active process decoding and interpreting verbal messages; the art listening is one main principals communication between managers and staff (Shaker, 2011). Various studies have indicated that about three quarters manager time is devoted to communication, most which is spent in listening (Liebowitz, 2008). Effective communication includes feedback; when the recipient receives the information a reaction is produced, which is called feedback; it is a mechanism that directs the manager towards the goal (Fahimdavin, 2013). Organizational commitment is one dimension people's attitude in organization and is an index one's loyalty. It also shows how much a person recognizes the organization as his identifier and is proud that (Moshabaki, 2010). The objective current study was to investigate the effects managers communication (verbal, nonverbal, listening, and feedback) on staff organizational commitment. Research hypotheses Managers verbal affects staff organizational commitment in Ilam province medical university. Managers nonverbal affects staff organizational commitment in Ilam province medical university. 2

3 Managers listening affects staff organizational commitment in Ilam province medical university. Managers feedback affects staff organizational commitment in Ilam province medical university. Materials & Methods This was a correlational descriptive survey which was conducted in The statistical population consisted all staff, managers and supervisors in different units and organizational levels Ilam medical university (N=500). a sample size 217 persons was estimated using Cochran formula. Stratified random sampling was used and data were collected by questionnaire. The Cronbach's alpha coefficient for testing reliability was above 0.7 for all variables. We used a questionnaire with 30 items concerning managers communication (verbal, nonverbal, listening, and feedback) which affect organizational commitment the staff. The communication managers were regarded as independent and organizational commitment staff as dependent variables. Statistical analyses consisted descriptive and inferential statistics including Pearson's correlation coefficient (a=0.05). Results Of a total number 195 persons that took part in this study, 70% were male and 91 persons were female. the most frequent age group was in the range and the least frequent group had less than 30 years. Regarding education, persons with a bachelor degree had the highest frequency (27.7%) and people with doctoral degree were the lowest frequency (5.3%). the results Pearson's correlation coefficient showed that there was a significant relation between verbal, nonverbal, listening, and feedback communication managers with organizational commitment the staff (p < 0.05). This implies that these influenced the organizational commitment the 3

4 staff. The correlations were positive and fairly high (r > 0.66). The highest correlation was that nonverbal (r = 0.81) and the least was that verbal (r = 0.67) (table 1). Table 1. The results hypotheses testing (Pearson correlation test) correlation P- Independent Dependent coefficient value variable variable Verbal managers Non-verbal managers Listening managers Feedback managers Discussion We found that verbal, nonverbal, listening, and feedback managers influenced the organizational commitment the staff that is, an increase in these aspects increased organizational commitment the staff. Regarding verbal Moghimi held that verbal not only affected gaining job opportunities but also were very important regarding 4

5 job performance (Moghimi, 2012). Most managers attempt to transfer their message through nonverbal communication and prefer it to verbal communication (Korick, 2011). Regarding listening our finding is in accordance with Moshabaki who concluded that in work life the art good listening enhances managers communication quality and enables them to attract staff's compassion, cooperation and empathy and thus increase their commitment to work (Moshabaki, 2010). Concerning feedback skill our finding is in line with Korick, who concluded that the ability to provide feedback for the staff caused reinforcement and consolidation communication which improve interactions, motivation, and organizational commitment (Korick, 2011). We conclude that managers communication (verbal, nonverbal, listening, and feedback) improved organizational commitment among the staff and also the managers possessed good communication. Having verbal and nonverbal abilities, effective listening and empathy with others, and the ability to provide feedback are among the characteristics people with high communication ; making use these traits enables the managers to solve the organizational issues by making use everyone's contribution. References Fahimdavin, H. (2013). Relationship betweenemotional intelligence and communicational with conflict management strategies in educational and excutive managers country s physical education collegesdeveloping a model. Ph.D Dissertation. Islamic Azad University. Tehran, Iran. pp: Khoshnazar, H. (2010). The effect knowledge management on research performance highschool teachers from the Saqez city managers perspective. MSc thesis. Islamic Aazad University. Saqez, Iran. pp: Korick, R.E. (2011). Comparing the quality the provided services in public health sites with collaborative health sites. J. Health Systems. 26,

6 Liebowitz, j. (2008). Building organization intelligence a knowledge management primer. J. Services Economics and Management. 3, Moghimi, S.M. (2012). Organization and the management research strategy. second release. Termeh publications. Tehran, Iran. pp: Mortazavi, S. (2012). The relation between culture with human resource management and organizational behavior. Nakhle Tehran publications. Teheran, Iran. first release. pp: Moshabaki, A. (2010). Organizational behavior management and functional, valuable analysis from organizational behavior. Tehran, Iran. Terme Publication. pp: Sadeghifar, J. (2010). The person s value and organizational commitment. Navide Shiraz publications. Shiraz, Iran. First release. pp: Shaker, A. (2011). Knowledge sharing and technological capabilities: The Moderating role family involvement. J. Business Research. 20,

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