Sulu Stage College

School of Graduate Studies

Capitol Site, Patikul, Sulu

WORK COMMITMENT AND JOB SATISFACTION

AMONG NURSES UNDER NURSE DEPLOYMENT PROGRAM IN SULU

A thesis paper presented to the faculty of

Sulu State College – Graduate School

In partial fulfillment of the requirements

For the degree in Masters of Arts in Nursing
Major in Nursing Administration

Proposal Defence

Submitted by:
Khalil Gibran J. Amilhamja, RN

October 2023
TABLE OF CONTENTS
LIST OF TABLES
 CHAPTER 1

Introduction

The nursing manpower comprises the majority of workforce in the health system.1 From

the World Health Organization statistics, there is an estimated 19.3 million nurses out of a total

of 43.5 million health workers worldwide.2 In addition to being the major workforce, nurses also

contribute crucial roles as they serve as the primary patient health contact. Thus, the effectivity

of health services is partly dependent on the quality of nursing service rendered.

With the apparent importance of nursing workforce contribution in the health system,

however, there still has been limited attention paid to strategic workforce growth and evaluation

of workforce issues in this setting, leading to nursing turnovers with national average of 8.8 % to

37.0%, depending on geographic location and nursing specialty.3

Job satisfaction has been cited as an important factor contributing to the turnover of

nurses and as an antecedent to nursing retention. Therefore, understanding factors that impact on

job satisfaction is important to inform recruitment and retention strategies. 3 In relation to this,

work commitment, which usually refers to the relative strength of an individual’s identification

with and involvement in a particular organization, involves a psychological phenomenon that

encourages employees to stay with the organization and participate wholeheartedly in its work as

their ‘side-bet’.4

In Sulu, as of September 2023, there are approximately 160 nurses under the Nurse

Deployment Program, distributed equitably to each 19 Municipalities.4 They assists in the

implementation of various health programs of the local Government Unit in accordance with the

program goals and objectives of Department of Health and the health sector.5 As with the global

nursing issues, our local nurses also face organizational and work-related concerns leading to

burnout and job turnovers. Numerous studies have been made regarding job satisfaction and

others that relate to it, in national workforce, however, none was yet to be done among nurses

under the Nurse Deployment Program in Sulu, despite the apparent unjustness in their

employment system. Hence, this study, with the intention to measure the extent of work

commitment and job satisfaction among nurses under the nursing deployment program in Sulu.

Statement of the Problem

This study seeks to measure the extent of the work commitment and level of job

satisfaction among nurses under the Nurse Deployment Program in Sulu. The study aims to

answer the following questions:

1. What is the socio-demographic profile of respondents under the Nurse Deployment

Program in Sulu, in terms of:

1.1. Age;

1.2. Gender; and

1.3. Length of service?

2. What is the extent of work commitment among nurses under the Nurse Deployment

Program in Sulu, in terms of:

2.1. Affective commitment;

2.2. Continuance commitment; and

 2.3. Normative commitment?

3. What is the level of job satisfaction among nurses under the Nurse Deployment Program

in Sulu, in terms of:

3.1. Family and work-life balance;

3.2. Co-workers;

3.3. Praise and recognition?

4. Is there a significant difference in the extent of work commitment among nurses under

the Nurse Deployment Program in Sulu in terms of a.) Affective commitment; b.)

Continuance commitment; c.) Normative commitment, when data are classified

according to their demographic profile, in terms of:

4.1. Age;

4.2. Gender; and

4.3. Length of service?

5. Is there a significant difference in the extent of work commitment among nurses under

the Nurse Deployment Program in Sulu in terms of a.) Family and work-life balance; b.)

Co-workers; c.) Praise and recognition, when data are classified according to their

demographic profile, in terms of:

5.1. Age;

5.2. Gender; and

5.3. Length of service?

6. Is there a significant correlation among the sub-categories sub served under work

commitment and job satisfaction among nurses under the Nurse Deployment Program in

Sulu?
 7. Is there a significant correlation between work commitment and job satisfaction among

nurses under the Nurse Deployment Program in Sulu?

Objectives of the Study

The goal of this study is to measure the extent of the work commitment, in terms of

Affective commitment; Continuance commitment; and Normative commitment, and job

satisfaction, in terms of Family and work-life balance; Co-workers; and Praise and recognition

among nurses under the Nurse Deployment Program in Sulu. Further, it also aims to determine

any significant differences and correlations between each variables.

Hypotheses

The hypotheses in this study is stated in null.

H1. There is no significant difference in the extent of work commitment among nurses

under the Nurse Deployment Program in Sulu in terms of a.) Affective commitment; b.)

Continuance commitment; c.) Normative commitment, when data are classified

according to their demographic profile.

H2. There is a significance difference in the extent of work commitment among nurses

under the Nurse Deployment Program in Sulu in terms of a.) Family and work-life

balance; b.) Co-workers; c.) Praise and recognition, when data are classified according to

their demographic profile.

H3. There is a significant correlation among the sub-categories sub served under work

commitment and job satisfaction among nurses under the Nurse Deployment Program in

Sulu.
 H4. There is a significant correlation between work commitment and job satisfaction

among nurses under the Nurse Deployment Program in Sulu.

Significance of the Study

The result of the study is expected to be important to the following:

Department of Health

As the head unit for human resource for health deployment program, the result of the

study will provide them basic information regarding the level of work commitment and job

satisfaction of the nurses under the Nurse Deployment Program in Sulu. Such information will

help them come up with a more comprehensive plan on how to increase the level of job

satisfaction and work commitment of the study respondents and eventually increase quality of

health service delivery.

Heads of Rural Health Unit

This study shall provide them with an update regarding how satisfied the nurses working

with them and to what extent is the level of the commitment of these nurses have towards their

organization as this will help to increase the effectiveness in reaching the organization’s vision

and mission.

Nurses under the Nurse Deployment Program

As respondents of this study, they can have a fuller understanding of their own selves as

this can help them assess as to how they are satisfied with their job and to help them realize their

commitment to the organization that they are working with.

Patients

The result of this study will be to their advantage as the end-receiver of health care

services because the level of job satisfaction and organizational commitment of the nurses, when

increased can help nurses have more effectiveness in their work delivery, thereby increasing the

satisfaction of patients receiving the caring services.

Researcher

The findings of this study can be a significant contribution to serve as a baseline data for

the conduct of other researches.

Scope and Limitations of the Study

As much as the researcher wanted a wider scope of inclusions, however, due to

geographical challenges, the study can only cater Nurses under Nurse Deployment Program who

are assigned in Sulu area. Nurses under Nurse Deployment Program are usually assigned on

primary health care facilities, hence, nurses in hospitals and other health settings are also not

included in the study.

Conceptual Framework

WORK COMMITMENT JOB SATISFACTION

 Affective commitment  Family and work-life balance
 Continuance commitment  Co-workers
 Normative commitment  Praise and recognition

Age
Gender
Length of stay

Figure 1. Conceptual Framework of the Study.

Theoretical Framework

Job satisfaction has been widely research and researcher vary in their definition to the

concept. Smith (1996) defines it as the feelings of individuals about their jobs and Cumbey and

Alexander (1998) consider it as “an effective feeling that depends on the interaction of

employees, their personal characteristics, values, and expectations with work environment and

the organization.

While increasing the satisfaction felt by the employees in the work place employees’

feeling of commitment towards their work and to the organization that they are working in also

increases and there are studies that reflect the strong association between job satisfaction and

organizational commitment and its effect towards the work productivity.

Generally, commitment has been defined as the psychological attachment felt by the

person for the organization, a predisposition which reflects the degree to which the person
internalizes or adopts the characteristics or perspectives of the organization. Organizational

commitment according to Balu and Boal in 1987 refers to the identification with and loyalty to

the organization and its goal. It is also defined as the relative strength of an individual’s

identification with and involvement in a particular organization (Mowday et al, 1979).

Operational Definition of Terms

The following terms has been defined operationally. It describes how the terms are being

used in the study.

Age refers to the length of existence extending from the beginning of life to present.

Gender refers to the biological sexual characteristics of an individual, either male or female.

Job Satisfaction refers to how nurses are satisfied with their work. It can be described using a

scale of very satisfied to very unsatisfied.

Length of Service refers to the extent of time from the beginning of appointment as nurse under

the Nurse Deployment Program until present

Nurses in this study is referred as registered nurses who are employed under the Nurse

Deployment Program in Sulu.

Socio – demographic Profile refers to the characteristics of the nurses under the Nurse

Deployment Program which includes, age, gender, and length of service.

Work Commitment refers to the extent of how the nurses under the Nurse Deployment Program

are committed to the job they perform. It can be measured using a scale ranging from very

committed to very not committed.

 CHAPTER II

Review of Related Literature

Work commitment

Work commitment is defined as the level of identification that employees feel within their

organization in which they work, which determines their level of commitment and inversely

affects their intention to leave their job.6 On a deeper context, work commitment has been

defined by Porter (1968), who holds that it consists of “(a) a willingness of employees to exert

high levels of effort on behalf of the organization, (b) a strong desire to remain in the

organization, and (c) an acceptance of the organization’s major goals and values.” 7

Similarly in same context between Porter (1968) on classifying the organizational

commitment with the Mayer and Allen (1991) organizational commitment model as it classify in

terms of continuance, affective and normative commitment. There are two dominant

conceptualizations of organizational commitment in sociological literature. These are an

employee’s loyalty towards the organization and an employee’s intention to stay with the

organization. Loyalty is an affective response to, and identification with, an organization based

on a sense of duty and responsibility.7 From the study of Meyer and Allen ( 1987 & 1991), there

are proposed three-dimensional attitudinal construct of organizational commitment namely,

affective, normative, and continuance commitment. Affective commitment is defined as the

individual’s emotional attachment to the organization. Normative commitment reflects

individual’s sense of moral obligation to remain with the organization. On the other hand,

continuance commitment is based on the individual’s recognition of costs associated with leaving

the organization. Affective commitment is considered more effective measure of organizational

commitment since it indirectly influences the other two dimensions of organizational

commitment.7

Job Satisfaction

Job satisfaction is the subjective psychological state of employees' physiological and

psychological perceptions of the work environment and the work itself6. It is commonly defined

as a “pleasurable or positive emotional state resulting from the appraisal of one’s job or job

experiences”. Identified dimensions of job satisfaction includes satisfaction with extrinsic

rewards, scheduling, family/work balance, co-workers, interaction, professional opportunities,

praise/recognition, and control/responsibility.8 On the other hand, According to Phillips and

Connell (2003), job satisfaction comprises of five factors, which are satisfaction with the work

itself, salary, opportunity for promotion, supervision, and relationship with colleagues. Moreover,

according to McCann (2002) various demographic factors such as age and gender will also affect

job satisfaction among the employees. For example, the productivity of the workers whose age

are between 59 and above are reported to be lower than those whose age are 58 and below

(Cheal, 2002). Hence, one of the demographic factors, which are age, affects the employee job

satisfaction as well.9

Job satisfaction is one of the most researched phenomena in the domain of human

resource management and organizational behavior. It is a key element of work motivation, which
is a fundamental determinant of one's behavior in an organization8. Currently, job satisfaction is

used as the best predictor to measure employees' self-fulfillment of their professional values. 10

Relationship of Work Commitment and Job Satisfaction

The link between job satisfaction and work commitment has been researched relatively

frequently (Mathieu and Zajac, 1990; Martin and Bennett, 1996; Meyer et al., 2002; Falkenburg

and Schyns, 2007; Moynihan and Pandey, 2007; Morrow, 2011). The research consensus is that

the link exists, but there is controversy about the direction of the relationship. Some research

supports the hypothesis that job satisfaction predicts organizational commitment. Other studies

suggest that the organizational commitment is an antecedent to job satisfaction. 10 According to

Gregoriou et al, 2023, organizational commitment can be thought of as an extension of job

satisfaction, as it deals with the positive attitude that an employee has, not toward her own job,

but toward the organization. The emotions, however, are much stronger in the case of

organizational commitment and it is characterized by the attachment of the employee to the

organization and readiness to make sacrifices for the organization.11. A study that concentrated on

nurses noted that organizational commitment was a significant positive predictor of their job

satisfaction. In addition, researchers confirm that each component of organizational commitment

is a critical determinant that affects an individual’s job satisfaction and life satisfaction. 6

When considering job satisfaction and work motivation in general, of particular interest

are the distinctive traits of these concepts in transition economies. It is believed that satisfied and

motivated employees are imperative for contemporary business and a key factor that separates

successful companies from the alternative. 11

Nurse Deployment Program (NDP)

The NDP is created in year two thousand and fourteen as one of the strategies of the

Department of Health to achieve the overall goal of Universal Health Care or Kalusugang

Pangkalahatan which aims to improve health outcomes, provide financial risk protection and

provide quality access to health services especially the poor. This program is composed by

registered nurses with roles that include assisting in the implementation of various health

programs of the local Government Unit in accordance with the program goals and objectives of

Department of Health and the health sector, such as the National Immunization Program,

National Tuberculosis Control Program, and Family Planning Program. They also function as

advocates, health educators, information disseminators and perform other functions that are

anchored with the DOH.4. The program caters all of the regions in the Philippines, including

Bangsamoro Autonomous Region in Muslim Mindanao. Out of the twelve thousand one hundred

nurses under the NDP, one hundred and sixty of them are deployed in Sulu. Of which, eleven is

assigned in Hadji Panglima Tahil, twelve in Indanan, twenty, in Jolo, four in Kalingalan Caluang,

five in Lugus, seven in Luuk, six in Maimbung, six in Panamao, eight in Omar, five in Pandami,

seven in Panglima Estino, seven in Pangutaran, eleven in Parang, six in Pata, sixteen in Patikul,

nine in Siasi, ten in Talipao, four in Tapul, and six in Tongkil, as of September 30, 2023.

Altogether, these nurses comprise a huge aid in the implementation of primary health care

delivery services in Sulu.4

Studies on Nurses under Nurse Deployment Program

A descriptive study on “Lives of Registered Nurses Employed under the Nurse

Deployment Program of the Department of Health” revealed that experiences of nurses under
NDP, both either positive or negative, made them stay in their chosen field. Two major factors

were identified: the intrinsic and extrinsic factors. Intrinsic factors include personal growth,

professional and career advancement, and enhanced ability to manage stress and time properly;

while extrinsic factors include fair workload and compensation, and resolution of issues related

to working experiences. On the intrinsic factors, personal growth was included. Nurses were able

to develop their interpersonal relationships since they were exposed to people of different colors

and temperatures. In terms of professional and career advancement, nurses were able to develop

and enhance their skills in assessing patients, administering vaccines, diagnosing simple

diseases, and formulating care plans. Their knowledge of various programs of the DOH was also

hastened. Development on their ability to manage stress and their time were significantly

improved. They were able to finish their tasks despite their time-consuming activities.

On the extrinsic factors per se, nurses were compensated well. They were able to receive

adequate amounts of salary and were given fair workloads since the population of their areas was

equally divided. They were also given privileges to experience holidays. Most importantly, they

were also able to resolve issues regarding work-related experiences. Whenever they encountered

such conflicts, they acted professionally and dealt with clients with humility. If a problem arose,

they immediately reported things to their supervisor.12

Another study which explore the Relationship between Job Satisfaction and Job

Retention among Registered Nurses under the Nurse Deployment Program in Southern

Philippines revealed that job satisfaction is influenced by various factors. The research is focused

on the seven domains of Job Satisfaction postulated by Traynor and Wade (2013) as measures of

job satisfaction among the nurses employed in the Nurse Deployment Project (NDP). These

domains include Personal Satisfaction, Workload Satisfaction, Professional Support Satisfaction,

Training Satisfaction, Pay Satisfaction, Prospects Satisfaction, and Satisfaction in the Standards

of Care. The results show there is satisfaction in terms of standards of care, workload,

professional support, and personal satisfaction, but "neither satisfied nor dissatisfied" in terms of

prospects and training and dissatisfied with their pay. Collectively, the findings reveal that the

respondents are generally satisfied with their job.13

 CHAPTER III

Methodology

This chapter includes descriptions of the method used, the data gathering instruments,

sampling technique, procedure of the study and statistical treatment.

Research Design

The conduct of this study will use a descriptive – correlational design. According to

Estolas and Boquiren (1997), descriptive research is a study that can obtain facts about existing

conditions or detach significant relationship between current phenomena. It describes and

interprets prevailing condition that exists or does not exist, beliefs or point of view or attitude

that are held, processes that are going on or otherwise, effects that are being felt, or trends that

are developing. Correlational studies can help to determine how much variation is cause by one

variable to the other variable (Garcia, et al, 2007).

Research Locale

The setting of the study will be held on each Rural Health Unit of the 19 municipalities in

Sulu, namely: Jolo, Indanan, Patikul, Maimbung, Parang, Taliapao, Panglima Estino, Panamao,
Kalingalan Caluang, Omar, Luuk, Lugus, Hadji Panglima Tahil, Pangutaran, Siasi, Pata, Tongkil,

Tapul, and Pandami.

Respondents of the Study

The respondents of the study are the Nurses employed under the Nurse Deployment

Program and assigned in the 19 municipalities of Sulu.

Sampling Design

The sampling technique that will be used is the Simple Random Sampling. Names

Method Used. The researcher will acquire the complete list of population and from this list, the

researcher will draw a random sample using a computer generated random list.

Research Instrument

The instrument that will be used in this study will be compose of 3 parts. The first part

will ask for the demographic profile of the respondents, in terms of age, gender, and length of

stay. The second part will include the the job satisfaction which will be measured using

McCloskey/Mueller Satisfaction Scale (MMSS) of satisfaction. This measure consists of 3

components with 5 items each that described how individuals feel about their job in terms of life

and work-balance, co-workers, and praise and recognition. The response categories are four,

which range from (1) very dissatisfied to (4) very satisfied eliminating the neutral response

option to encourage participants to make a decision regarding their thoughts and feelings as
opposed to indicating that they had no opinion. Questions in this study were developed from a

previous study with Cronbach’s alpha of 0.95.14. The third part deals with work commitment

measured with Mowday and Steer’s scale: The Organizational Commitment Questionnaire

(OCQ). It is a 15-item scale and uses a 5-point Likert type response format ranging from strongly

agree (5) to strongly disagree (1), with 3 factors that can describe this commitment: willingness

to exert effort, desire to maintain membership in the organization, and acceptance of

organizational values.9

Data Gathering Procedure

To collect the needed data for this study, several steps will be done by the researcher.

First step is to search for literatures that are related to the study. The survey questionnaire that

will be used to measure the job satisfaction was developed by Brayfield and Rothe’s and for the

organizational commitment of nurses it will be measured using the survey questionnaire

developed by Mowday and Steer’s. Both of these scales of measurements were already used in

different researches in different fields of profession including the nursing profession.

Before launching the questionnaire to the participants of the study, a letter from the

researcher will be sent to the heads of unit of each respective Rural Health Unit in Sulu: Jolo,

Indanan, Patikul, Maimbung, Parang, Taliapao, Panglima Estino, Panamao, Kalingalan Caluang,

Omar, Luuk, Lugus, Hadji Panglima Tahil, Pangutaran, Siasi, Pata, Tongkil, Tapul, and Pandami,

requesting for a permission to conduct the study. When the request will be granted, the researcher

will then be able to administer the survey questionnaire to the nurses working in said facilities. A

letter from the researcher explaining the purpose of the study, data confidentiality and how the
questionnaire should be filled out will be attached to the survey questionnaire of the respondents.

After data gathering, the data that will be gathered will be tallied and presented to the chosen

statistician for processing and analysis.

Statistical Treatment of Data

To answer the research questions a number of statistical techniques will be use.

Frequency – count and percentage will be used to determine the demographic characteristics of

the respondents. To determine the study question relevant to the level of job satisfaction and

work commitment for nurses under the Nurse Deployment Program in Sulu, Mean and Standard

Deviation will be used. To assess for presence of significant differences of each variable when

grouped according to demographic profile, the study will use Analysis of Variance. To analyze

the relationship between the study variables, the correlational coefficients among variables will

be computed using Pearson r.

Problem Statistical Tool

1. What is the socio-demographic profile of respondents under Frequency – count and

the Nurse Deployment Program in Sulu, in terms of: Percentage

a. Age;

b. Gender; and

c. Length of service?

2. What is the extent of work commitment among nurses under Mean and Standard

the Nurse Deployment Program in Sulu, in terms of: Deviation

 a. Affective commitment;

b. Continuance commitment; and

c. Normative commitment?

3. What is the level of job satisfaction among nurses under the Mean and Standard

Nurse Deployment Program in Sulu, in terms of: Deviation

a. Family and work-life balance;

b. Co-workers;

c. Praise and recognition?

4. Is there a significant difference in the extent of work Analysis of Variance

commitment among nurses under the Nurse Deployment

Program in Sulu in terms of a.) Affective commitment; b.)

Continuance commitment; c.) Normative commitment, when

data are classified according to their demographic profile, in

terms of:

a. Age;

b. Gender; and

c. Length of service?

5. Is there a significant difference in the extent of work Analysis of Variance

commitment among nurses under the Nurse Deployment

Program in Sulu in terms of a.) Family and work-life balance;

b.) Co-workers; c.) Praise and recognition, when data are

classified according to their demographic profile, in terms of:

a. Age;
 b. Gender; and

c. Length of service?

6. Is there a significant correlation among the sub-categories sub Pearson r

served under work commitment and job satisfaction among

nurses under the Nurse Deployment Program in Sulu?

7. Is there a significant correlation between work commitment Pearson r

and job satisfaction among nurses under the Nurse

Deployment Program in Sulu?

References:

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(2021, July 12). Factors influencing nurses participation in the health policy-making

process: A systematic review. BMC nursing.

https://www.ncbi.nlm.nih.gov/pmc/articles/PMC8273557/

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intentions of registered nurses in Primary Health Care: An Integrative Review - BMC

Primary Care. BioMed Central.

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4. National Health Workforce Support System | Department of Health ... (n.d.).

https://hhrdb.doh.gov.ph/nhwss/

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https://www.scribd.com/doc/268119022/Ndp-Roles-and-Responsibilities

6. A study of affective, continuance and normative commitments and its ... (n.d.-a).

https://www.irmbrjournal.com/papers/1513074286.pdf

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8. Lai Chai Hong, Nik Intan, Norhan Abd Hamid, and Norliza Mohd Salleh (2013, July). A

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9. Ćulibrk, J., Delić, M., Mitrović, S., & Ćulibrk, D. (2018, February 16). Job

satisfaction, organizational commitment and job involvement: The mediating role of job

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https://www.ncbi.nlm.nih.gov/pmc/articles/PMC5820360/

10. Yi, M., Jiang, D., Wang, J., Zhang, Z., Jia, Y., Zhao, B., Guo, L., & Chen, O. (2022,

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11. Gregoriou, I., Papastavrou, E., Charalambous, A., Economidou, E., Soteriades, E. S.,

& Merkouris, A. (2023, May 23). Organisational Commitment, job satisfaction and

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SURVEY QUESTIONNAIRE

INSTRUCTION: Please put a corresponding check to your response on the box provided after
each statement. Scores and descriptions are provided.

Thank you very much for participating in this study.

Part I – Demographic Profile

Gender Male Female

Age ____________ in years

Length of Service 6 months – 1 year 1 year – 3 years

3 years – 6 years 6 years – 10 years

Part II. Level of Job Satisfaction

Please rate the following items by checking the appropriate box according to the scale given.
4 – Very Satisfied 2 – Dissatisfied
3 – Satisfied 1 – Very Dissatisfied
Family and Work -Life Balance 1 2 3 4
I am satisfied with….
1. Opportunity for part time work per management
approval
2. Maternity leave given by the facility
3. I have too much to do at work like completing forms and
logbooks
4. I am a committee member and I have so much paper
works to do aside from my regular job
5. I have to work harder because of the non – compliance
 to SOP of people I work with.
Co – Workers
I am satisfied with …
1. The social interaction among nursing peers like nursing
service year – end party and team building
2. Working relationship with our physician
3. My supervisors show too little interest in the feelings of
subordinate when they verbalized concerns.
4. My supervisor is quite competent in doing his/her job in
terms of decision making
5. I like the people I work with.
Praise and Recognition
I am satisfied with ….
1. recognition from my supervisor for a job well done
2. compliments from my supervisor for accomplishing
work on time
3. recognition from my peers when helping them in facility
transactions
4. encouragement from my supervisor
5. I do not feel that the work I do is appreciated
Source: McCloseky/ Meuller Satisfaction Scale (1990), Job Satisfaction Scale Spector, (1985).

Part III. Level of Organizational Commitment

Please rate the following items by checking the appropriate box according to the scale given.
1 – Strongly disagree 4 – Agree
2 – Disagree 5 – Strongly agree
3 – Neutral

Affective Commitment 1 2 3 4 5
1. I really care about the fate of this organization.
2. I talk up this organization to my friends as a great
organization to work for.
3. This organization really inspires the very best in
me in the way of job performance.
4. I would accept almost any type of job assignment
in order to keep working for this organization.
5. I am proud to tell others that I am part of this
organization.
Continuance Commitment
1. It would take very little change in my present
circumstances to cause me to leave this
organization. (R)
2. I am extremely glad that I chose this organization
to work for over others I was considering at the
time I joined.
3. There’s not too much to be gained by sticking with
this organization indefinitely. (R)
4. For me this is the best of all possible organizations
for which to work.
5. Deciding to work for this organization was a
definite mistake on my part. (R)
Normative Commitment
1. I find that my values and the organization’s values
are very similar.
2. I am willing to put in a great deal of effort beyond
that normally expected in order to help this
organization be successful.
3. I feel very little loyalty to this organization. (R)
4. I could just as well be working for a different
organization as long as the type of work was
 similar. (R)
5. Often. I find it difficult to agree with this
organization’s policies on important matters
relating to its employees. (R)