Abstract
Organizational commitment among Job Orders significantly influences workforce stability and performance in an institution like PhilHealth-CAR. This study investigates the levels of affective, continuance, and normative commitments among JOCs through a quantitative approach. The findings revealed the existence of moderate affective commitment, which is driven by a sense of belonging and a good culture at the workplace. Perceived costs drove the continuance commitment due to leaving, and normative commitment reflected ethical obligations and loyalty. These vary from improving the culture in an organization to having a stronger affective commitment to aligning leadership with the employees' values to enhance normative commitment.
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