INFLUENCE OF ORGANIZATIONAL COMMITMENT ON TURNOVER INTENTION AMONG HEALTH PROFESSIONALS IN PUBLIC NATIONAL REFERRAL HOSPITALS IN KENYA

Abstract

The aim of this study was to establish the influence of organizational commitment on turnover intention among health professionals of public national referral hospitals in Kenya. The objectives of the study were: to assess the influence of affective commitment, to determine the influence of active continuance commitment, to find out the influence of passive continuance commitment, to establish the influence of normative commitment, to determine the influence of value commitment on turnover intentions among health professionals of public national referral hospitals in Kenya and to examine whether organizational culture moderates organizational commitment effect on turnover intentions among health professionals in public national referral hospitals in Kenya. The theories supporting this study include, theory of social exchange, the psychological ownership theory, the theory of equity, the self-categorization theory, the organizational support theory and theory Z. Quantitative research paradigm was adopted with descriptive and correlational research designs guided by positivistic research philosophy. The target population was 3,641 health professionals and a sample of 360 respondents’. The study used multi-stage sampling technique that incorporated proportionate stratified sampling. Data was collected using structured questionnaire. Data analysis used statistical computed means, correlation and regression analysis. Measurement of variables was adopted from established scales used in literature. Tables were used to present the data. The findings indicated that affective commitment, active continuance commitment, passive continuance commitment, normative commitment and value commitment had strong and positive statistically significant relationship with turnover intention. The effect of active continuance commitment, passive continuance commitment and value commitment on turnover intention were positive and significant. Affective commitment effect on turnover intention was negative and insignificant. Normative commitment effect on turnover intention was negative and significant. Organization culture moderated affective commitment, active continuance commitment, passive continuance commitment, normative and value commitments effect on turnover intention. Organization culture moderated organization commitment effect on turnover intention. The study recommends that human resource practitioners and board of directors could develop human resource policies and guidelines, code of conduct, training programs and service charters of their organizations based on the five dimensions of organizational commitment. It also recommends that Ministry of Health leadership in the country can use the findings to enhance universal health coverage goals in Kenya’s healthcare sector. The study was of great importance to legislators because it could help them pass legislation on the five dimensions of organizational commitment that can help improve service delivery. The information could be used by Public Service Commission and health regulatory agencies to develop appropriate training and development programs on organizational commitment.