As noted in several articles, beside lack of distinction between the legal nature of the relationship between doctor and patient and its legal consequences, there has also been a mixture of the natural commitment of the physician and the appurtenance of such a commitment. (Inferred from article 683 of the Civil Code). In our view first of all the subject of the commitment must be analyzed under the substantial effect of it and secondly, the partition of the commitment into apparatus and consequence should be expurgated as well in order to avoid its transmission into the subject of the commitment, as the latter is subordinate of another system.

Introduction: Trust is considered as an essential variable affecting organizational effectiveness which is known as trust level that employees have in their managers. It appears as if trust in supervisor has an essential role in making an effective means between organizational commitment and commitment to organizational change. Methodology: in the current research that was conducted on 225 employees of Electricity Distribution Company of north Isfahan, organizational commitment questionnaire of Baulfour and Wechsler (1996), commitment to organizational change questionnaire of Barati and Oreyzi (2012), and trust in supervisor questionnaire of MCAllister (1995) was used. Findings: results of the research showed that there existed direct and indirect relationship between organizational commitment (OC) and commitment to change (CTC) and bootstrapanalysis showed that this relationship is established through mediating role of trust in supervisor (TIS). Exchange dimension of OC and CTC was mediated by cognitive dimension of trust, identification dimension was mediated by affective component of trust and affiliation dimension was mediated by cognitive and affective components.Conclusion: it is suggested to managers and organizations to try to create trust in subordinates if they want to create organizational commitment and commitment to change.

The purpose of this study was to examine the predictability of employee’s organizational commitment from the personality traits, self-esteem and quality of life. The statistical population was the personnel of Ministry of Education in Qom province. A sample size of 141 individuals were selected with stratified the random sampling method (depending on the type of employment). Research method was descriptive- correlation. To collect the data Eysenck personality questionnaire (EPQ), self-esteem Eysenck questionnaire (ESQ), SF-36 quality of life questionnaire and organizational commitment questionnaire (OCQ) were used. The data were analyzed through Pearson correlation coefficient and multiple regression analysis. The results showed significant relations between personality characteristics and organizational commitment (P<0.01), self-esteem and organizational commitment (P<0.01, quality of life and organizational commitment (P<0.05). Also significant relationships were found between personality characteristics and self-esteem (P<0.01); between personality characteristics and quality of life (P<0.05) and between quality of life and self esteem (P<0.01). Three dimensions of energy, mental health and social performance of the eight dimensions of quality of life were also able to predict organizational commitment (P<0.05). Based on the results of this study we proposed organizations use the tests of personality characteristics, self-esteem and quality of life in order to promote commitment and efficiency of the staff.