Determinants of organizational commitment: A study in a hospital context.

Abstract

Organizational commitment is defined as a particular relationship between an individual and their work environment (Thévenet, 2002 ; Pennaforte, 2012). This article focuses on the organizational commitment model, drawing on Meyer and Allen's (1997) three components: affective, continuance, and normative commitment. In order to explain the different components of organizational commitment, the main focus of this research is on the determinants of organizational commitment. Two determinants were selected: the psychological contract and the psychological climate. Our research uses a quantitative approach that lends itself well to a hypothetical-deductive model that allows us to isolate certain variables and thus explain the simultaneity of the relationships between the variables. This approach lends itself to the specific questions of our research, given the context and previous research on organizational commitment. The targeted sample is composed of 223 participants from a hospital. The results show that the transactional contract is an important source of exchange and reciprocity. On the one hand, the relational contract has no effect on the dimensions of organizational commitment. On the other hand, the psychological climate relative to support is an important source of interpretation of the individual's perspective on their work world. In contrast, the psychological climate, relative to fairness, is only significant with continuance commitment.