The Influence of Employee Commitment on Job Performance in the Health Care Sector
DOI:
https://doi.org/10.5281/zenodo.23230301Keywords:
organizational commitment, job performance, healthcare employees, organizational trust, employee retention, healthcare managementAbstract
This study examined the influence of employee commitment on job performance among employees of Saint Francis Doctors’ Hospital and Medical Center Inc. in Cagayan de Oro City. A descriptive-correlational quantitative design was used, with simple random sampling and a sample size of 95 hospital employees drawn from a population of 250 as reported in the methodology. Organizational commitment was assessed through sense of kinship, trust, and willingness to stay, while job performance was examined through task efficiency, contextual performance, and counterproductive behaviors. The study used adapted survey instruments, descriptive statistics, tests of significant differences, and multiple regression analysis. Results showed generally favorable organizational commitment, with sense of kinship obtaining the highest overall mean (M = 3.41, SD = 0.58), followed by trust (M = 3.18, SD = 0.70) and willingness to stay (M = 3.05, SD = 0.76). Task efficiency (M = 3.60, SD = 0.53) and contextual performance (M = 3.49, SD = 0.60) were rated excellent, while counterproductive behaviors yielded a very good overall rating (M = 2.92, SD = 1.05). Job performance did not significantly differ by age or sex but differed significantly by job position (p = .009). The regression model was significant (F = 11.782, p < .001; adjusted R² = .256), and trust was the only significant positive predictor of job performance (β = .310, p = .021). The findings emphasize organizational trust and role-responsive performance management as important considerations for strengthening healthcare workforce performance.
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