Institutional commitment and aging among allied health care professionals in the British National Health Service

Abstract

Because of a perceived decline in staff morale, the UK National Health Service has begun to routinely assess the extent to which commitment to the National Health Service may aid staff retention. While a number of studies have investigated the role of employee commitment in relation to staff turnover, no research to date has empirically tested if staff commitment to the NHS could protect job satisfaction from the effects of high job demands, and if this varies according to age. Using latent variable path analysis, this novel study examined this question among a national sample of Healthcare Professionals Allied to Medicine in the National Health Service. The results indicate that the negative effects of high job demands on job satisfaction were fully mediated by commitment to the National Health Service, but age mattered. Among the over 45s and over 55s, commitment to the National Health Service acted as an effective buffer against the negative effects of job demands on job satisfaction, but this effect was not as strong among the 35–44 age group. The broader policy implications of these findings are that age sensitive policies to support NHS workforce retention are needed. Also, pro-social institutions who employ Healthcare Professionals Allied to Medicine should develop policies for inspiring commitment to that institution, as it could help them with the demands of the job, and may even encourage more skilled workers to work longer.

Model of Organizational Commitment Applied to Health Management Systems

“…Organizational commitment has been shown to be a mediating factor that contributes to improved job satisfaction despite high job demands, especially in people over 45 years of age [ 34 ]. This variable makes the resources invested more efficient in improving job satisfaction and reducing the intention to quit [ 35 ].…”

Antecedents of Perceived Job Commitment among Employees of Local Government in Ilesha Metropolis

“…They proposed that the key determinant of an individual's behaviour is that the expectation of behaviour that others have for him or her. Various antecedents of employee commitment have been investigated such as motivation (Afshari, 2020), team cognition (Kroll, DeHart-Davis, & Vogel, 2019), employee participation (Yahaya, 2020;Bryer, 2020), employee training and development (Paillé & Valéau, 2020), employee job satisfaction, employees' age and employee demographic characteristics (Roy, Weyman, Plugor, & Nolan, 2020), style management/leadership (Tuffour, Gali, & Tuffour, 2019;Abasilim, Gberevbie, & Osibanjo, 2019), job security (Hur, & Perry, 2019), employee productivity employee performance, and managerial support (Khalid, 2020;Wang, Weng (Derek), & Jiang, 2020).However, none of the reviewed studies haveinvestigated the combined influence of the assorted psychological factors like work-family conflict, job stress and self-concept on perceived job commitment among employees of local government authority in Ilesha Metropolis. To bridge the gap, the current study investigates the antecedents of perceived job commitment among employees of local government in Ilesha Metropolis using these psychological factors as a proxy of the antecedents.…”