| dc.description.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. | en_US |
