Organizational Commitment in Relation to Occupational Stress, Work-Family Conflict, and Work Ethics among Bureau of Jail Management and Penology Personnel

Abstract

Organizational commitment is the psychological bond between employees and their employer, influencing their choice to stay or leave the organization. Three exogenous variables were utilized to generate the best-fit model: occupational stress, work-family conflict, and work ethics. The data were gathered from 400 jail personnel in Region 11, Philippines. Descriptive correlation and structural equation models were utilized as the study design. Further, this study adopted standardized instruments and gathered the data through online platforms in consideration of the healthy protocol of Jails in the adversities of COVID-19. Initially, analysis using descriptive statistical tools, namely mean, standard, and deviation, was utilized, followed by the inferential analysis of data such as Pearson r, multiple regression analysis, and structural equation modeling (SEM). Results revealed that occupational stress is moderate means it sometimes manifests, work-family conflict is moderate means it is sometimes felt, work ethics is very high means it is always observed, and organizational commitment is high means it oftentimes manifests. Moreover, there are links between occupational stresses, work ethics to organizational commitment; however, work-family conflict is not significantly correlated to organizational commitment. The test of influence also reveals that occupational stress and work ethics influence organizational commitment among BJMP personnel. In table 9, model 5 is the best-fit model, this model excludes work ethics and reveals that occupational stress and its correlation with work-family conflict is significantly influencing organizational commitment. Hence, these two factors significantly influence or predict the level of organizational commitment within the organization.