Organizational Flexibility and Its Relationship with Organizational Commitment: A Field Study among Employees at Ben Jawad General Hospital
DOI:
https://doi.org/10.65421/jshd.v2i3.334Keywords:
Organizational Flexibility, Organizational Commitment, Affective Commitment, Continuance Commitment, Normative CommitmentAbstract
Objective: This study aims to determine the nature of the relationship between organizational flexibility and organizational commitment among employees at Ben Jawad General Hospital. It examines the relationship between organizational flexibility and affective, continuance, and normative commitment, and tests differences in organizational commitment by gender and job specialization.
Methodology: The study adopted a descriptive-analytical approach woth a cross-sectional desing. Data were collected using a questionnaire from random sample of 201 employees drawn from a population of 420 employees across different job categories at the hospital. Pearson’s correlation coefficient, an independent-samples t-test, and one-way analysis of variance ANOVA were used to analyze the date.
Key Findings: No statistically significant relationship was found between organizational flexibility and affective commitment (r = −.093, p = .191) or normative commitment (r = .000, p = .996). A weak positive statistically significant relationship was found between organizational flexibility and continuance commitment (r = .201, p = .004). No statistically significant differences in organizational commitment were found by gender or job specialization.
Conclusions: The overall relationship between organizational flexibility and organizational commitment was not statistically significant. Among the three commitment dimensions, only continuance commitment showed a statistically significant positive relationship with organizational flexibility.
Recommendations: The study recommends strengthening appropriate flexibility practices, developing adaptive capabilities, problem-solving, and stress-management capabilities, supporting communication and participation in operational problem solving, and reviewing incentive and job-stability practices in light of the observed relationship with continuance commitment.
