The Relationship between Organizational Transparency and Commitment with Mediating Role of Organizational Trust of Staff of Hospitals Affiliated to Tehran University of Medical Sciences, 2021

Human resources determine the quality of performance of health care organizations and are one of their most important competitive advantages. Also, committing is very important to perform their duties. Therefore, it is necessary to recognize the factors that affect organizational commitment. This study aimed to investigate how organizational transparency could affect organizational trust and commitment from the perspective of hospital staff.

The present study is an applied descriptive-analytical study conducted on 640 staff members in teaching hospitals affiliated to Tehran University of Medical Sciences. The instruments used were: Organizational Transparency and Trust developed by Rawlins (2008) and  Organizational Commitment developed by Meyer and Allen (1997). Data were analyzed using SPSS software version 26 and AMOS.

Organizational transparency dimensions (overall transparency, participation, substantial information, and accountability) had a positive indirect effect on organizational commitment dimensions (affective, continuance, and normative commitment). Additionally, secrecy has a negative indirect effect on organizational commitment dimensions. The relationship between organizational transparency and commitment was also statistically significant, which indicates that organizational trust mediated the relationship between organizational transparency and commitment.

Managers might be able to improve transparency and staff participation in decision-making by taking cognizance of the priorities and information that can be disseminated by hospitals. In fact, increasing organizational transparency expands cooperation and leads to enhancing staff’s organizational trust, and ultimately increases their organizational commitment.