Full metadata record
|dc.contributor||Department of Management||en_US|
|dc.publisher||Hong Kong Polytechnic University||-|
|dc.rights||All rights reserved||en_US|
|dc.title||Healthcare professionals in a changing organization : the determinants of affective organizational commitment of healthcare professionals during change||en_US|
|dcterms.abstract||Change has become an everyday exercise for most organizations and there is no exception for the Hospital Authority in Hong Kong. Managing employee commitment during change implementation is imperative since employee commitment is a critical factor for the success of the change as well as the success of the organization. The purpose of this study was to identify the determinants of affective organizational commitment during change implementation for the healthcare professionals working in the Hospital Authority of Hong Kong. This study also explored the moderating role played by job nature along the managerial-clinical axis in linking the dependent variables, affective organizational commitment, and the proposed predictors, perceived communication, perceived support and perceived participation. A quantitative approach was adopted in this study. A questionnaire was developed to test the proposed model. The healthcare professionals, including medical, nursing and allied health, of a typical public hospital in Hong Kong, Yan Chai Hospital, were selected to participate in the study. Questionnaires were sent to all the 945 healthcare professionals in the hospital. Response rate was 24.1% with 228 completed questionnaires received. Cronbach's alpha was utilized to test the internal reliability of the measurement scales. Analysis of variance, correlation and multiple linear regression were computed to analyze the data in addition to standard descriptive statistics. Results indicated that perceived communication, perceived support and perceived participation had a positive correlation with affective organizational commitment and these three variables, as a whole, were significant predictors of affective organizational commitment. The most prominent determinant was perceived communication. Job nature along the managerial-clinical axis also exhibited significant moderating effect on the relation between perceived communication and affective organizational commitment. Moreover, significant differences in affective commitment and perceived communication were observed among different professions. Findings and implications for healthcare managers and academic researchers were also discussed.||en_US|
|dcterms.extent||xvi, 199 leaves : ill. ; 30 cm||en_US|
|dcterms.LCSH||Hospital Authority (Hong Kong, China) -- Personnel Management||en_US|
|dcterms.LCSH||Organizational commitment -- China -- Hong Kong||en_US|
|dcterms.LCSH||Hong Kong Polytechnic University -- Dissertations||en_US|
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