Background and objective: Improving quality of work- life ‎ of nurses requires existence of an organizational culture with collaborative and compatible features and with purpose and prospect. Human resources in different organizations such as hospitals with different organizational cultures have different interpretations about quality of work- life ‎; therefore, the aim of this study is to investigate the relationship between organizational culture and quality of work- life ‎ of the nurses  in the hospitals of Shahrekord University of Medical Sciences.

Methods: This study was a descriptive-correlation study, which was conducted in 2015 on 295 nurses at the hospitals of Shahrekord University of Medical Sciences. Sampling was performed by using convenience sampling method. Data collection tools were Walton’s quality of work-life questionnaire and Denison’s organizational culture survey. To analyze data, descriptive and analytic statistics methods were used and Spearman correlation coefficient and regression coefficient were also applied.

 Results: Results indicated that organizational culture of 76.9% of nurses (227 persons) was mediocre. Also, quality of work life ‎ of 72.92 of nurses was mediocre and only 1.4% enjoyed a good work life and 25/8% had a low level of work life. Results also showed that there is a significant positive correlation between quality of work life ‎ and all components of organizational culture (p<0/05). Also, results of regression analysis showed a positive linear correlation between organizational culture and quality of work- life ‎.

Conclusion: Based on the results of this study, improvement in quality of work life ‎ of nurses requires changes in the components of organizational culture and participation of employees in the organization.

Background: Health system is seeking to provide health services for people by creating the desirable culture and climate, in which, human resources are ready to provide the effective and high quality services. This study aimed to investigate the relationship between organizational culture and job satisfaction of midwives therapeutic, teaching and health centers of Karaj.

Methods: in this cross-sectional study, 200 midwives working in selected training, health and treatment centers of Alborz University of Medical Sciences were randomly chosen. The instruments were Robbins 'self-report organizational culture questionnaire and Herzberg job satisfaction questionnaire. The data was analyzed by Friedman test and Pearson's correlation coefficient.

 Results: Most midwives showed average organizational culture and job satisfaction. Pearson correlation coefficient showed a significant and direct relationship between organizational culture and job satisfaction (P>0.001 and r=0.71). Organizational identity and job status had the highest scores of organizational culture and job satisfaction, respectively.

Conclusion: The results show that there is a positive correlation between organizational culture and midwives' job satisfaction. Thus, the desirable organizational culture results in job satisfaction, desirable performance and high efficiency. Organizational culture and the degree of moral stress in working place can affect job satisfaction and desertion  ; therefore, making every effort to improve the organizational culture can increase the efficiency of the employees.