Affective Commitment, Organizational Culture and Turnover Intention among Health Professionals in National Referral Hospitals in Kenya

The study aimed to assess the influence of affective commitment on turnover intention among health professionals in public national referral hospitals in Kenya. It also examined whether organizational culture mediates the effect of affective commitment on the turnover intention of health professionals in public national referral hospitals in Kenya. Theories anchoring this study included Social exchange theory and Theory Z. Descriptive and correlational research designs were used in the study. The research designs were to assess: The relationship, effect and mediation between variables. The influence of affective commitment on turnover intention and organizational culture mediation of affective commitment effect on turnover intention. The Target population was all health professionals in public national referral hospitals in Kenya. The study used SPSS version 25 for scale accuracy. The study findings showed that the relationship between affective commitment and turnover intention was significant, that of affective commitment and organizational culture was moderate and significant, and that the organizational culture turnover intention was significant. Further, the study found that organizational culture did not mediate the effect of affective commitment on turnover intention. Based on the study findings, the study concluded that affective commitment influences the turnover intention of health professionals in public national referral hospitals in Kenya and that affective commitment effect on turnover intention is not mediated by organizational culture. The study recommended that human resource practitioners use the study to come up with policies and guidelines that improve service delivery in referral hospitals. Board members of public national referral hospitals should borrow ideas from competing values frameworks to enhance a culture of high performance in their hospitals.