In today’s competitive world, the biggest challenge which the organizations are facing is to retain talented employees. Organizations often try to foster commitment in their employees to achieve stability and reduce costly turnover. It is commonly believed that committed employees will also work harder and are more likely to ‘go the extra mile’ to achieve organizational objectives. Organizational commitment refers to the employee’s emotional attachment to, identification with and involvement in a particular organization. The study was a descriptive-correlational survey method employing quantitative approach. The research participants of this study were randomly selected of the employees in a tertiary level hospital in Cebu City, Philippines. The study went through ethical review prior to recruitment of respondents. The findings of the study revealed that most of the respondents were in the health allied practices who are doctors and nurses comprising 60% of the total population. Also, most of the respondents were in regular status. The job performance result of the research respondents for the past year (2017-2018) exceeded expectations. The status of the level of organizational commitment of the research respondents in terms of: affective commitment; continuance; and normative commitment were high. The job stress of the research respondents in terms of: perception of job; work stress; attitude to the job; resilience; job performance; and personal well-being were moderately high. Overall, organizational commitment turned out that work stress, attitude to the job, and personal well-being are the different factors that co-relate to it. All have the decision of rejecting the null hypothesis and the interpretation for each is significant. This means that these factors/items influence well with the overall commitment in the organization. Performance among hospital employees does not influence overall commitment in the organization. Except for normative commitment in professionalism with a rejected decision and considered as significant being interpreted. Job stress among hospital employees do not influence the overall performance of the organization. Except for perception of the job, performance, and personal well-being in the category of customer service with all rejected decisions and considered as significant as being interpreted. It is highly recommended to have a performance framework in order to have an understanding and guidance for the betterment of the organization. The accuracy of the study is dependent upon the accuracy of the research works included in the study. Administrators must focus on the absolute need of the organization to change, rather than simply on the benefits of the anticipated change. Healthcare organizations today cannot afford to maintain the status quo: change is simply that critical for it to survive and deliver the complex health needs of the people.

TITLE - Organizational Commitment, Job Stress, and Performance of Hospital Employees in A Tertiary Hospital
AUTHOR - Adriel Arman V. P{pizarra
••••••IJSER Edition - March 2022

UNIVERSITY - Southwestern University PHINMA
GUIDE NAME -
Hospital Employees
Organizational Commitment
Job Stress
Performance
Correlational-descriptive Design
Performance Framework