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Organisational Commitment In Mental Health Care

1168 Words5 Pages

Healthcare delivery in mental health sector is a critical duty that needs to be discharged carefully. The application of effective human resource management tools in mental health sector adopting newer techniques and procedures can improve the quality of the service offered to the mentally disabled patients. Organisational commitment is generally viewed as a topic of interest in the field of human resource management and industrial psychology bearing an important role in the study of organisational behaviour. This study was an attempt to assess the organisational commitment level of mental health professionals working in mental healthcare institutions of Kerala along with the effect of demographic factors on it. The data for the study was collected …show more content…

The way and style that healthcare professionals behave and deal with patients and their innate commitment skills can offer best quality of service in healthcare delivery if it was wisely groomed and nurtured. Employees once get committed they tend to deliver their best for the sake of organisational success and further leads to their increased satisfaction with the organisational settings. Affective, continuance and normative commitment skills can make unprecedented changes in the way professional behave in their routine work roles. Thus organisations should take care of making meaningful investments for improving the commitment skills and talents of its workforce. This paper attempts to assess the organisational commitment level of mental healthcare professionals working in mental healthcare sector of Kerala along with its interrelationships and effects on certain demographic …show more content…

Over a long period the multi construct of organisational commitment has become familiar and popular among academicians and researchers from the field of organisational and psychology. In the early studies organisational commitment was narrated as a concept with single dimension. This sole dimension was identified based on involvement, attitudinal identification and loyalty (Ashforth et al., 2008). According to Porter et al (1974), an attitudinal perspective in commitment refers to the affective relationship or psychological attachment that gets developed by an individual. This attachment generally develops through his identification or engagement with the specific organisation. Meyer et al. (2001) came forth later to conceptualise organisational commitment as a multidimensional construct. According to their view commitment can initiate a force that can guide a course of action towards its one or more targets. In initial stage organisational commitment was identified by Meyer and Allen (1984) as a construct with two dimensions named as affective commitment and continuance commitment. The first dimension, affective commitment was described by Meyer and Allen (1984) as positive feelings one employee holds while he identifies with or attach to or involve in the work of a certain

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