BEYOND AVERAGE EFFECTS: STRUCTURAL HETEROGENEITY IN ORGANIZATIONAL COMMITMENT AMONG FEMALE HEALTHCARE WORKERS IN PUBLIC HOSPITALS
DOI:
https://doi.org/10.18623/rvd.v23.5711Palavras-chave:
Multi-Group Analysis (MGA), Organizational Commitment, Female Healthcare Workers, Work-Family Dynamics, Public HospitalsResumo
This study examines whether the drivers of organizational commitment operate uniformly across subgroups of female healthcare workers in public hospitals in Vietnam’s Mekong Delta, addressing the common assumption of structural homogeneity in prior research. Using survey data from 695 employees across four provincial hospitals, the study applies Partial Least Squares Structural Equation Modeling (PLS-SEM), followed by measurement invariance testing (MICOM) and multi-group analysis (PLS-MGA and permutation tests). The results indicate that organizational commitment is not shaped by a single universal mechanism; instead, the effects of HRM resources (benefits, promotion opportunities, working conditions, and work environment) and work–family dynamics vary across groups defined by parental status, dependent responsibility, night-shift status, age, occupational roles, and hospital affiliations. In contrast, the relationship between job satisfaction and organizational commitment remains relatively stable, suggesting a common attitudinal core. These findings support a layered view of organizational commitment, in which a stable core coexists with context-dependent structural pathways, and contribute to the literature by highlighting structural heterogeneity in public healthcare settings. Practically, the results underscore the need for segment-specific HR strategies, including family-supportive policies, flexible scheduling, and differentiated resource allocation to enhance employee commitment in resource-constrained public hospitals.
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