# The impact of organizational commitment on job performance in primary healthcare: a motivation internalization perspective

## TL;DR

This study explores how different types of organizational commitment affect job performance in primary healthcare workers, with motivation internalization playing a key role.

## Contribution

The study introduces a novel application of Self-Determination Theory to examine how different organizational commitments influence job performance through motivation internalization.

## Key findings

- Affective and normative commitments positively predict job performance, partially mediated by motivation internalization.
- Opportunity commitment negatively predicts job performance, mediated by reduced motivation internalization.
- Economic commitment does not significantly affect job performance or motivation internalization.

## Abstract

Primary healthcare workers (PHCWs) are crucial to the healthcare system, as they directly impact the delivery of essential health services. Their job performance is influenced by various types of organizational commitment, but the effects of these commitments are not fully understood. This study aims to explore how four types of organizational commitment (affective, normative, economic, and opportunity) affect job performance among PHCWs, using Self-Determination Theory to examine motivation internalization as a mediating factor.

A cross-sectional survey of 870 PHCWs from 38 primary healthcare institutions was conducted. Hierarchical regression analysis was used to explore the relationships between commitment types, motivation internalization, and job performance.

Affective and normative commitments positively predicted job performance, with motivation internalization partially mediating this relationship. Opportunity commitment negatively predicted job performance, mediated by reduced motivation internalization. Economic commitment showed no significant effect on either motivation internalization or job performance.

The impact of organizational commitment on job performance is shaped by its motivational quality. Strengthening affective and normative commitments through supportive incentive strategies can enhance PHCWs’ performance in primary healthcare settings.