Level Of Organizational Commitment Research Articles

Unraveling the Nexus Between Organizational Culture and Teachers’ Organizational Commitment in Private Tertiary Institutions

In this quantitative study, a descriptive-correlational research design was employed to assess the levels of organizational culture and organizational commitment among 100 teachers in private tertiary institutions in Tagum City, Philippines. The study aimed to determine if a significant relationship existed between these variables. Data collection involved the utilization of two survey questionnaires, with analysis conducted through frequency counts, percentages, means, and Pearson correlation coefficient (r). Findings indicated a high level of both organizational culture and organizational commitment, with a positively moderate relationship between them. The relationship between respondents' organizational culture knowledge and organizational commitment was particularly significant. These results underscored the importance of organizational culture in shaping teacher commitment in educational settings.

Zaangażowanie organizacyjne a dzielenie się wiedzą na różnych etapach edukacyjnych

Organisational commitment and knowledge sharing enjoy unflagging interest in the modern world. Due to the benefits of a high level of organisational commitment and knowledge sharing, this issue is important for scientific and educational development. The aim of the publication is to determinate the relationship between organisational commitment and knowledge sharing in the teachers’ community, in the context of the educational stage at which they work. The basis for the functioning of education involves the commitment of teachers who, by creating, distributing and using their knowledge and ideas, are the foundation of their schools. The publication was based on the results of previous research, conducted in the form of literature studies and empirical research using quantitative methods in a group of 494 teachers working at various stages of education. The results of the empirical research showed the impact of the educational stage on the relationship between organisational commitment and knowledge sharing among the respondents surveyed. Statistically significant positive correlations between normative commitment and all indicators of knowledge sharing were found in the group of teachers working in secondary and postsecondary schools. A relationship was identified between organisational commitment in the following three components: affective, continuance and normative commitment, and teachers’ knowledge sharing based on a moderator in the form of an educational stage.

Investigating the impact of employee empowerment and autonomy on job satisfaction and organizational commitment Shubhangi Roy

The potential of employee empowerment and autonomy to improve job satisfaction and organizational commitment has drawn attention from scholars and practitioners alike, leading to a focus on these topics in current organizational management literature. To methodically investigate the relationship between employee empowerment, autonomy, work happiness, and organizational commitment, this meta-analysis synthesizes findings from previous empirical investigations. This study aims to offer insights into the degree to which giving employees autonomy and empowerment affects their job satisfaction and commitment to the company through an extensive analysis of pertinent literature.The meta-analysis incorporates a broad spectrum of research that spans different industries, organizational sizes, and geographic regions. With the use of rigorous statistical methods such as moderator analyses and effect size calculations, this study seeks to clarify the complex dynamics that underlie the relationship between work satisfaction, employee autonomy, empowerment, and organizational commitment. To further understand their influence on the observed connections, potential modifiers including personality differences, leadership styles, and corporate culture will be investigated. It is anticipated that the results of this meta-analysis will have significant ramifications for theory and practice. This research aims to provide a thorough knowledge of the mechanisms via which employee autonomy and empowerment affect work satisfaction and organizational commitment by synthesizing empirical evidence from several studies. These perceptions have the potential to promote employee well-being and organizational effectiveness by informing management strategies and policies that strive to develop a more dedicated and engaged workforce. The results indicate that a substantial correlation exists between increased levels of job satisfaction and organizational commitment and employee empowerment, which is defined as the transfer of authority, discretion in decision-making, and access to resources. Similarly, autonomy—that is, giving workers the freedom and flexibility to carry out duties and make decisions—correlates favourably with organizational commitment and job satisfaction. Moreover, the examination pinpoints mediating factors including job engagement, psychological empowerment, and perceived control that elucidate the connections between employee outcomes, autonomy, and empowerment. The significance of cultivating a culture of trust, communication, and support for employee empowerment initiatives is one of the implications for organizational practice. Supervisors must acknowledge the significance of autonomy in augmenting worker motivation, contentment, and dedication, while simultaneously taking into account the situational elements that impact the efficacy of employee empowerment tactics. upcoming

Pengaruh Komitmen Organisasi dan Disiplin Kerja terhadap Motivasi Serta Dampaknya terhadap Kinerja Aparatur Sipil Negara Pada Badan Pengelolaan Keuangan dan Pendapatan Daerah Provinsi Jambi

This study aims to obtain an overview of the influence of organizational commitment, work discipline, motivation and performance of state civil servants on the Regional Financial and Revenue Management Agency (BPKPD) of Jambi Province. To answer the research objectives, the researcher conducted literature observations related to several research variables, as well as reviewing relevant journals. The population of this research is all BPKPD Jambi Province employees totaling 166 employees. The population of this study was too large, so the researcher decided to use a sample taken based on the Slovin formula, where the error rate was 10%, and obtained a sample of 63 employees. Data analysis using the path analysis method to measure the influence of the research variables. The next analysis is R square and hypothesis testing (t test and F test). The research results show that both simultaneous and partial organizational commitment and work discipline have an influence on work motivation and performance. This indicates that the high level of organizational commitment and work discipline of employees at work can increase their work motivation, thereby having a positive effect on their performance. This research concludes that organizational commitment, work discipline, work motivation and employee performance at BPKPD Jambi Province are at a fairly high level. In addition, organizational commitment and work discipline, both simultaneously and individually, have a significant positive effect on work motivation and performance. Meanwhile, work motivation also has a significant positive effect on performance.

Mediating Effect of Psychological Capital on the Relationship between COVID-19 Stress and the Organizational Commitment among Nurses in Davao City, Philippines

Background: The COVID-19 pandemic has abruptly caused heightened levels of stress among nurses globally, which in turn affected their organizational commitment. Interest on studying the effect of psychological capital on these variables is considered for its close links to organizational success. Purpose: This study determined the mediating effect of psychological capital (PC) on the relationship between COVID-19 stress (CS) and organizational commitment (OC) among nurses working in Davao City. Methods: Using descriptive-correlational design, the mediating effect of PC on the relationship between CS and OC among nurses in Davao City was determined. Snowball sampling was utilized to recruit 225 respondents. The data were gathered using COVID-19 stress scale, Psychological Capital Questionnaire, and Organizational Commitment Scale. Mean, standard deviation, Pearson r, regression analysis, and Sobel test were used in the statistical analysis. Results and Conclusion: Respondents had high levels of CS (M=3.73, SD=0.89), very high levels of PC (M=4.43, SD=0.56), and high levels of OC (M=3.42, SD=0.56). CS was correlated with PC (p=<0.001; r=0.48) and OC (p=<0.001; r=0.59); as do PC and OC (p=<0.001; r=0.44). Furthermore, CS was a statistically significant predictor of OC (β=.372, p=<.001). Upon inclusion of PC, CS continued to influence OC (β=0.209, p=<0.001). CS also significantly influenced PC (β=0.294, p=<0.001). PC partially mediated the relationship between CS and OC (Z=3.159, p=0.002). Implications for Practice: The interrelationship among the variables is multifaceted. Organizations are encouraged to maximize psychological capital of nurses to enhance their organizational commitment despite being exposed to heightened COVID-19 stress.

The relationship between occupational therapists’ organizational commitment, perceived organizational support, and entrepreneurial orientations

Introduction: Entrepreneurial orientation is a critical factor in the success of an organization and encourages higher performance. Individual entrepreneurial orientation can be influenced by organizational commitment and perceived organizational support. The study aimed to examine the relationship between occupational therapists’ organizational commitment, perceived organizational support levels, and their individual entrepreneurial orientation. Method: Using an online form, a cross-sectional survey study was conducted with 88 occupational therapists aged between 22 and 28. Occupational therapists completed a socio-demographic information form, the Organizational Commitment Scale, the Perceived Organizational Support Scale, and the Individual Entrepreneurial Orientation Scale. Data were analyzed using descriptive statistics and correlation analysis. Results: Significant positive correlations were found between occupational therapists’ individual entrepreneurial orientations and organizational commitment ( p = 0.015; r = 0.260) and perceived organizational support ( p = 0.045; r = 0.214). Conclusion: This study indicates that occupational therapists’ individual entrepreneurial orientation increases when their levels of organizational commitment and perceived organizational support increase. Therefore, organizations should strive to maintain high levels of organizational commitment and the support provided by the organization to enhance the entrepreneurial orientation of occupational therapists, which is important for their creativity and innovation.

Examining the Role of HRM Practices in Fostering Employee Engagement Towards CSR Initiative.

This paper investigates the pivotal role of Human Resource Management (HRM) practices in fostering employee engagement towards Corporate Social Responsibility (CSR) initiatives within organizations. CSR has become a cornerstone of modern business strategy, acknowledging its significance in promoting sustainable practices and societal well-being. Employee engagement serves as a crucial link between CSR initiatives and organizational success, influencing attitudes, behaviors, and commitment levels among employees. Drawing upon existing literature and empirical evidence, this research provides insights into how HRM practices can effectively nurture and sustain employee engagement towards CSR, thereby contributing to enhanced organizational performance and social impact. [1] Theoretical frameworks such as Social Exchange Theory and Psychological Contract Theory are utilized to understand the mechanisms through which HRM practices shape employee attitudes and behaviors towards CSR. Social Exchange Theory elucidates how HRM practices serve as indicators of organizational support and commitment, fostering reciprocity and engagement among employees towards CSR goals. Psychological Contract Theory highlights the role of HRM practices in shaping the implicit expectations and obligations between employees and organizations, influencing perceptions of trust, fairness, and mutual respect, which in turn drive engagement towards CSR. [2] The paper explores key HRM practices that play a vital role in fostering employee engagement towards CSR initiatives, including recruitment and selection, training and development, performance management, and rewards and incentives. It discusses how organizations can integrate CSR considerations into these practices to create an enabling environment that motivates and empowers employees to actively participate in CSR efforts. Furthermore, implications for HRM practice are outlined, emphasizing the need for strategic alignment between HRM and CSR objectives, leveraging technology and communication channels to enhance employee engagement, and fostering a culture of transparency and accountability. DOI: https://doi.org/10.52783/tjjpt.v45.i02.6106

Addressing brain drain through employee development: the interplay of organizational commitment, turnover intention, and individual differences in Lebanon’s health-care sector

Purpose The purpose of this study is to explore the influence of employee development programs on organizational commitment and its subsequent impact on employee turnover intention by considering individual differences for non-medical staff in a health-care institution in Lebanon. This study is relevant in understanding and addressing the brain drain phenomenon in the Lebanese health-care sector. Design/methodology/approach Correlational analysis and hierarchical regression were conducted to examine the relationships among employee development, organizational commitment and turnover intention. The study also made use of Process by Hayes to examine the existence of a moderated mediated relationship, which is the central point of this research. Findings Results indicate that when holding constant frequency of training, individuals high in commitment report a lesser intention to leave compared to those low in commitment. As a first-stage moderated mediation model is understood, this finding shows that the indirect effect of frequency of training on turnover intention through organizational commitment is moderated by individual differences. Originality/value The findings of this study, based on the human capital theory and social exchange theory, enhance our understanding of how employee development influences organizational commitment, predominantly in the context of Lebanon’s health-care sector grappling with brain drain. Additionally, by integrating both the self-determination theory and the expectancy theory, the study provides a new stance on how intrinsic motivational factors contribute to a better understanding of this complex relationship, especially considering the brain drain dilemma. This study addressed the gap in research studies that failed to explore the extent of the relationship between employee development and turnover intention by highlighting the importance of looking at the relationship as a moderated mediated type of relationship. The findings highlight the importance of organizations implementing the right development programs, as they yield higher levels of organizational commitment and subsequently decrease the intention to leave. This study is important for health-care organizations in Lebanon, suggesting a strategic approach to retain skilled professionals amidst ongoing migration challenges.

The Continuing Training of Nurses and their Impact on their Organizational Commitment

Objective: The purpose of this research was to investigate the effect exerted by nurses' participation in lifelong nursing education programs on their levels of organizational commitment. Theoretical Framework: Discusses the importance of lifelong learning in the nursing profession, highlighting how continuous development of knowledge and skills is essential due to rapid advances in medicine and healthcare. It stresses that continuing education is a critical part of lifelong learning, necessary for the improvement of patient care and adaptation to socio-economic, technological and demographic changes. Method: This is primary quantitative research. The sample consists of 121 Greek nurses, employed in Attica. The response rate was 48%. The research instrument was a structured questionnaire sent via e-mails. SPSS version 23 was used for statistical analysis. In descriptive statistics, means and standard deviations were presented, and in inductive statistics, Pearson's correlation test and regression analysis were performed. Results and Discussion: The results showed a positive and statistically significant correlation between four of the five categories of nurses' participation motivations: "Professional Service", "Collegial Learning and Interaction", "Personal Benefits and Job Security" and "Personal Commitment and Reflection". Well-targeted programmes can strengthen organisational loyalty, suggesting that continuing education is fundamental to personal and professional development, as well as benefiting the quality of patient care and job satisfaction. Research Implications: The practical and theoretical implications of this research are discussed, providing insights into how the results can be applied or influence practices in the field of nursing and continuing education programmes. These implications could encompass the professional performance and post-graduate training and work attitudes of staff working in the public health sector. Originality/Value: This study contributes to the literature by exploring how nurses' continuing education impacts their organisational commitment in Greece. The relevance and value of this research are evidenced because it shows how continuing nursing education improves the quality of patient care and the overall functioning of health care organisations.

Work-Related Stress, Emotional Exhaustion, Job Satisfaction, and Organizational Commitment of Indonesian Healthcare Workers

Healthcare workers play a vital role in delivering quality healthcare, especially in challenging environments like those found in Indonesia's healthcare sector. This study aimed to understand how factors like work-related stress, emotional exhaustion, and job satisfaction simultaneously affect the organizational commitment of healthcare workers at Advent Hospitals in Manado, Indonesia. Using a quantitative approach through a survey, data were collected from 265 healthcare workers. Statistical analysis, specifically multiple linear regression using SPSS version 21, was conducted to analyze the data. The results revealed a significant simultaneous positive impact of work-related stress, emotional exhaustion, and job satisfaction on the organizational commitment of healthcare workers at Advent Hospitals in Manado. These findings offer valuable insights for healthcare administrators and policymakers to develop targeted interventions that promote a supportive work environment, fostering high levels of organizational commitment among healthcare professionals.

Analysis Of The Influence Of Work Environment And Learning Culture On Employees' Work Commitment In National Airline Company Garuda Indonesia

The purpose of this study is to examine how organizational learning and work environment affect commitment to the company. Both quantitative and descriptive research methodologies are used in the study. Researchers employed descriptive research in this study. Non-probability sampling was employed in this study, and the sample size was one hundred participants. The author of this study collected data from respondents via questionnaires, interviews, and observation. Multiple regression analyses have been used in this study. The organizational commitment variable is positively and significantly impacted by the independent variables organizational learning and work environment, according to the results of the individual parameter significance test. These findings suggest that factors related to the work environment and effective organizational learning can raise the degree of organizational commitment. The study's findings also demonstrate that organizational dedication is positively impacted by the workplace. Overall, the study's findings point to the need for businesses to focus on and enhance organizational learning in the workplace because doing so can increase workers' organizational commitment. Emphasis on adequate facilities, good learning opportunities, leader support, a comfortable work environment, and interaction between employees can help increase the level of organizational commitment within the company.

Organizational Commitment: A Comparative Study of Public and Private Higher Education Institutions in Punjab

This study examined and compared levels of organizational commitment (OC) between public and private university teachers in Punjab province, Pakistan. Understanding distinctions in factors influencing teacher retention and engagement across institutional contexts holds value. Yet this topic remains under-researched, especially locally. Multistage stratified sampling selected comparable public and private Punjab-based universities and faculty profiles. A sample of 315 public and private sector university faculty completed an adapted (OC) scale. Independent t-tests and descriptive analyses were utilized to assess differences across affective, normative, and continuance commitment means. Analyses revealed moderately higher overall OC among public university teachers, particularly driven by heightened continuance commitment tied to perceiving greater barriers and difficulties exiting their jobs. Affective and normative commitment promoting emotional connections and a sense of obligation also differed slightly. Tailored OC interventions should account for public teachers' "trapped" mindsets due to limited career alternatives; private faculty warrant strengthening of socioemotional rewards and mentoring. Developing context-appropriate retention strategies necessitates addressing differential needs across university types. Implementing targeted professional growth, culture building, career pathing services, and HR policies catering to distinct public and private settings can enhance teacher commitment. Further qualitative inquiries to deeply explore influencing factors are also advised.

Organizational Commitment: A Comparative Study of Public and Private Higher Education Institutions in Punjab

This study examined and compared levels of organizational commitment (OC) between public and private university teachers in Punjab province, Pakistan. Understanding distinctions in factors influencing teacher retention and engagement across institutional contexts holds value. Yet this topic remains under-researched, especially locally. Multistage stratified sampling selected comparable public and private Punjab-based universities and faculty profiles. A sample of 315 public and private sector university faculty completed an adapted (OC) scale. Independent t-tests and descriptive analyses were utilized to assess differences across affective, normative, and continuance commitment means. Analyses revealed moderately higher overall OC among public university teachers, particularly driven by heightened continuance commitment tied to perceiving greater barriers and difficulties exiting their jobs. Affective and normative commitment promoting emotional connections and a sense of obligation also differed slightly. Tailored OC interventions should account for public teachers' "trapped" mindsets due to limited career alternatives; private faculty warrant strengthening of socioemotional rewards and mentoring. Developing context-appropriate retention strategies necessitates addressing differential needs across university types. Implementing targeted professional growth, culture building, career pathing services, and HR policies catering to distinct public and private settings can enhance teacher commitment. Further qualitative inquiries to deeply explore influencing factors are also advised.

The Decision Behaviour Evaluation of Interrelationships among Personality, Transformational Leadership, Leadership Self-Efficacy, and Commitment for E-Commerce Administrative Managers

Abstract Due to the impact of the Coronavirus disease 2019 (COVID-19) epidemic isolation, the E-commerce market encountered great impact and changes. Faced with such a transformed situation, E-Commerce administrative managers usually have different individual personalities and transformational leadership to enhance leadership self-efficacy and organizational commitment. The purpose of this study is to investigate the interrelationships among the personality, transformational leadership, leadership self-efficacy, and commitment of E-Commerce administrative managers. The research population is randomly selected from E-Commerce administrative managers who are responsible for E-Commerce administrative affairs. Based on a sample of 408 participants, the Confirmatory Factor Analysis (CFA) is applied to examine the construct validity. Then, the Structured Equation Modelling (SEM) method is used to estimate a series of interrelated dependent relationships and perform a comprehensive model. The research results show that a leader with Big Five personality traits has a positive influence on transformational leadership and leadership self-efficacy. An E-Commerce administrative manager with transformational leadership behaviours has a positive influence on leadership self-efficacy. In addition, an E-Commerce administrative manager with leadership self-efficacy has a positive influence on commitment. The research results contribute to a better evaluation model of E-Commerce administrative manager’s leadership by applying their personalities and transformational leadership to enhance leadership self-efficacy and increase the level of organizational commitment.

Motivación laboral y compromiso organizacional de los colaboradores de la municipalidad distrital de San Ramón, Chanchamayo

The research work was developed with the purpose of establishing the relationship between work motivation and organizational commitment of the collaborators of the district municipality of San Ramón. The research approach was quantitative, with a non-experimental, cross-sectional, descriptive and correlational design. The study population consisted of 150 employees and the random sample consisted of 108 participants. The variables of work motivation and organizational commitment were evaluated through surveys and questionnaires using a Likert-type scale. The reliability of the measurement instruments was assessed with the Crombach's Alpha coefficient, and the data analysis was performed with SPSS V22 statistical software. The results indicated that 92.6% of the collaborators presented high levels of work motivation and a high level of organizational commitment to the district municipality of San Ramón, and 6.5% presented medium levels. The Spearman's Rho correlation coefficient was 0.515, with a significance level of p=0.000<0.05. In conclusion, there is a moderate correlation between work motivation and organizational commitment of the collaborators of the district municipality of San Ramón.

Influence of relational leadership on employees' informal knowledge sharing: The effects of organizational commitment and team diversity

This research aims to delve deeper into the impact of relational leadership on informal knowledge-sharing behavior and expand empirical research on these aspects in the Chinese context, providing further managerial perspectives for business leaders. This research focuses on in-service employees from 16 Chinese enterprises as our study subjects. We employ a questionnaire survey method to research the relationship between relational leadership and informal knowledge-sharing behavior. To construct a theoretical model, we also introduce two variables: organizational commitment as a mediating variable and team interdependence as a moderating variable. Examination of 683 data samples indicates that relational leadership facilitates employees' informal knowledge-sharing behavior and strengthens their organizational commitment. Importantly, raising organizational commitment levels serves as a means to promote the emergence of informal knowledge-sharing behavior. This means that relational leadership has a direct effect on employees’ informal knowledge-sharing behavior and can indirectly improve it by making employees more committed to the organisation, with organizational commitment acting as a mediator. Team interdependence makes relational leadership more effective for informal knowledge-sharing behavior. Studying the impact of informal knowledge sharing behavior among employees from the perspective of leader behavior style can promote the understanding of employee sharing behavior in the management process of enterprises and help enterprises maintain or even continuously acquire development motivation and vitality.

TRANSFORMATIONAL LEADERSHIP OF SCHOOL HEADS AND INDIVIDUAL WORK PERFORMANCE OF TEACHERS: THE MEDIATING EFFECT OF ORGANIZATIONAL COMMITMENT

The purpose of this study was to determine the transformational leadership of school heads and the individual work performance of teachers as mediated by organizational commitment. Utilizing quantitative, non-experimental design via correlational technique, data were obtained from 256 respondents of the study who are teachers among public elementary schools in Cateel 1 and 2, Davao Oriental. The researcher utilized a stratified random sampling technique and an online survey mode of data collection. The researcher also utilized the statistical tools mean, Pearson r, and Medgraph using the Sobel z-test. From the results of the study, it was found that there is a very high level of transformational leadership and individual work performance. There is a high level of organizational commitment. Also, results revealed that there is a significant relationship between transformational leadership and individual work performance, a significant relationship between transformational leadership and organizational commitment, and a significant relationship between organizational commitment and individual work performance. Further, organizational commitment has a partial mediating effect on the relationship between the transformational leadership of school heads and the individual work performance of teachers.<p> </p><p><strong> Article visualizations:</strong></p><p><img src="/-counters-/soc/0458/a.php" alt="Hit counter" /></p>

Coaching to Leadership Trust Towards an Intrapreneurial Framework

Leadership trust is a crucial element in fostering effective leadership and building strong relationships between leaders and their teams. Coaching has gained recognition as a powerful intervention to enhance leadership capabilities and cultivate trust within the workplace. This study explores the impact of coaching on leadership trust, aiming to uncover the mechanisms through which coaching interventions influence trust perceptions among leaders and their team members. The study addresses the perceived gap in the existing literature by providing nuanced insights into the relationship between coaching and leadership trust. It examines how coaching facilitates the growth of key trust-building factors, such as effective communication, empathy, and transparency, and explores how these factors positively impact leader-follower relationships. The findings from this study contribute valuable implications for leadership development and organizational effectiveness. The research highlights the transformative potential of coaching in fostering authentic and trustworthy leadership, resulting in increased employee engagement, improved team dynamics, and higher levels of organizational commitment. Based on the findings, the following are recommended; 1) Implementing a Leadership Coaching Program: Organizations should design and implement comprehensive coaching programs that focus on developing leaders’ emotional intelligence, communication skills, and ethical decision-making. This approach fosters an authentic leadership style, engendering trust among team members. 2) Aligning Coaching Objectives with Organizational Values: Coaching interventions should be aligned with the organization’s core values and strategic objectives. This alignment ensures that coaching outcomes directly contribute to building a trust-driven organizational culture. 3) Promoting a Coaching Culture: Encourage a coaching culture within the organization, where coaching is seen as a valuable tool for leadership development and trust-building. Cultivate a mindset that embraces coaching as a continuous learning process rather than a remedial measure. 4) Integrating Coaching with Leadership Development Initiatives: Integrate the leadership coaching program with broader leadership development initiatives within the organization. A cohesive approach ensures that coaching complements other learning experiences, reinforcing leadership trust at multiple levels. By embracing these recommendations, organizations can harness the potential of a leadership coaching program to cultivate authentic leadership, engender trust, and foster a culture of continuous growth and innovation. As leadership trust continues to be a foundation of organizational success, this research offers valuable insights for organizations seeking to leverage coaching to build and sustain trust-driven leadership, leading to improved employee engagement and organizational performance. Keywords: coaching, leadership trust, intrapreneurship, leadership development, leadership coaching

Turnover intention and associated factors among health workers in Christian Health Association of Ghana hospitals: An institution-based cross-sectional study

ABSTRACT Background Identifying the key factors that may be associated with turnover intention could enable organizations to proactively identify the major determinants of actual turnover and design strategies to reduce voluntary turnover. The aim of this study was to assess turnover intention and its associated factors among health professionals working in Christian Health Association of Ghana (CHAG) affiliated hospitals. Methods An institution-based cross-sectional study was conducted among 630 health workers in 30 CHAG hospitals from April to September 2022. A structured questionnaire was used to collect data on the respondents’ socio-demographic variables, turnover intention, and organizational and job-related factors predicting their turnover intention. Multiple logistic regression analysis was conducted to identify significant predictors of turnover intention. Results The overall turnover intention rate was 67.4%. Being younger increased the odds of turnover intention among the health professionals. On the other hand, being male, having a high level of organizational commitment, perceiving organizational support to be high, being satisfied with one’s job, and being autonomous at work decreased the health professionals’ intention to leave their current place of work. Conclusions This study provids valuable information that could inform policy decisions and strategies aimed at improving health worker retention in CHAG affiliated hospitals in Ghana.

Unveiling the link between organizational commitment, professional self-esteem, and work engagement of Filipino faculty members in state universities and colleges

Employees’ commitment serves as the backbone of every organization and their unfathomable allegiance equates to success and future endeavors. Loyal employees tend to do their work with dedication, innovative in creating new ideas and always going the extra mile. They will devote their time and effort to attaining the vision and mission of their organization. Thus, this descriptive-correlational research design determined the relationship between organizational commitment, professional self-esteem, and work engagement among Filipino faculty members of State Universities and Colleges. The respondents of the study were 251 faculty members from the State Universities and Colleges in the Philippines. Simple Random Sampling identified the respondents of the study. Standardized research instruments were employed in this study. The data were gathered through an online survey. The findings revealed that the respondents’ level of organizational commitment in terms of affective, continuance and normative are relatively high. Likewise, the assessed level of professional self-esteem of the respondents in terms of satisfaction, knowledge development, commitment, adaptation, and communication are generally very high. Similarly, the work engagement levels of the respondents in terms of vigor, dedication, and absorption are all extremely high. The findings revealed that there is a significant relationship between organizational commitment, professional self-esteem, and work engagement among faculty members; hence, the null hypotheses were rejected. Therefore, it can be justified that satisfaction singly predicts work engagement, satisfaction, and knowledge development as sub-factors of professional self-esteem both explain work engagement, and satisfaction, knowledge development, and affective commitment in combination channels work engagement.