A Strategic Study of Organisational Commitment of Public Sector Healthcare Workforce: Evidence from Ghana

Abstract

The exodus of public sector healthcare professionals, for example nurses to most developed countries (e.g. the US and the UK) has been a source significant problem to the government of Ghana. However, in recent times, it is identified that the commitment of the nurses in Ghana seems to be improving. This study draws on the Meyer (1993) organisational commitment model following a review of literature informing the study. The study seeks to validate the model by using data from the nursing profession of Ghana. The overall objective is to ascertain which of the three dimensions of the Meyer and Allen’s model is dominant among the nurses in Ghana. The sample for the study is based on a non-probability convenience sample consisting of 193 respondents. A standard questionnaire  based on Meyer (1993) organisational commitment measurement is adopted for the study. Using the mean rankings of the respondents’ average scores the results indicate that of the three dimensions of organisational commitment from the model, normative commitment ranks the highest, whilst affective commitment ranks the second highest. The continuance commitment is the least ranked factor. Based on this, implications of the findings on practice and public policy are suggested.