relationship between talent management and organizational commitment in midwives working in iran university of medical sciences

Background: one of the important challenges to health service policy makers is conservation of human force. shortage of human forces required for health and treatment services causes harm to quality of services. the present research aimed at determining the relationship between talent management and organizational commitment in midwives working in hospitals affiliated to iran university of medical sciences. methods: this research was a descriptive cross-sectional study. because the sample size was equal with the statistical population, all midwives working in hospitals affiliated to iran university of medical sciences participated in it (177 midwives). the total count sampling method was used and duration of sampling lasted two months (from april 2 to may 31). information was collected using arabpour and nikpour’s talent management researcher-made questionnaire and allen-meyer’s [24-item] organizational commitment questionnaire. the obtained data were analyzed using descriptive statistics, analysis of variance, pearson’s correlation and independent t test by spss (version 16). results: talent management was in a higher-than-average condition with a mean score of 3.05. dimensions of talent development (3.37) and talent conservation (2.73) had the highest and lowest mean scores, respectively. the score of organizational commitment of midwives was 101, and the affective commitment dimension had the highest mean value (35) among others. pearson’s correlation coefficient for the correlation between talent management (and its dimensions) and organizational commitment (and its dimensions) revealed a statistically significant relationship (p < 0.001, r = 0.48). conclusion: considering the correlation between talent management and organizational commitment, hospital managers can improve midwives’ commitment using new management methods to encourage growth of human force talents and capabilities.