Abstract
Employees’ commitment is crucial for the effective functioning of any organisation be it public or private, simple or complex especially in the healthcare industry, most importantly in government-owned hospitals. This study investigates the relationship between work design factors (work autonomy, engagement, enrichment, and environment) and employee commitment within government-owned hospitals. Data were collected from employees (n=104) using structured questionnaires, and multiple regression analysis was conducted to examine the predictors of employees’ commitment. The results indicate that work environment, engagement, and enrichment significantly predict employees’ commitment, while work autonomy does not demonstrate a significant direct effect on employees’ commitment in the healthcare organisations. These findings underscore the importance of fostering supportive work environments, promoting employee engagement, and enhancing work enrichment programmes to cultivate greater employee commitment within government-owned hospitals. The study also identifies avenues for future research, including longitudinal investigations, comparative analyses across different healthcare settings, and qualitative inquiries to deepen our understanding of the mechanisms driving employees’ commitment in the healthcare organizations. These insights have practical implications for healthcare administrators and policymakers seeking to improve organizational performance and quality of healthcare delivery through targeted interventions aimed at enhancing workforce commitment especially in the developing nation with about to be entrenched democracy like NigeriaEmployees’ commitment is crucial for the effective functioning of any organisation be it public or private, simple or complex especially in the healthcare industry, most importantly in government-owned hospitals. This study investigates the relationship between work design factors (work autonomy, engagement, enrichment, and environment) and employee commitment within government-owned hospitals. Data were collected from employees (n=104) using structured questionnaires, and multiple regression analysis was conducted to examine the predictors of employees’ commitment. The results indicate that work environment, engagement, and enrichment significantly predict employees’ commitment, while work autonomy does not demonstrate a significant direct effect on employees’ commitment in the healthcare organisations. These findings underscore the importance of fostering supportive work environments, promoting employee engagement, and enhancing work enrichment programmes to cultivate greater employee commitment within government-owned hospitals. The study also identifies avenues for future research, including longitudinal investigations, comparative analyses across different healthcare settings, and qualitative inquiries to deepen our understanding of the mechanisms driving employees’ commitment in the healthcare organizations. These insights have practical implications for healthcare administrators and policymakers seeking to improve organizational performance and quality of healthcare delivery through targeted interventions aimed at enhancing workforce commitment especially in the developing nation with about to