Continuance commitment and health service delivery. A cross-sectional study in Sironko District Local Government.

Abstract

Background:

Continuance commitment is defined as the extent to which employees remain with an organization due to the perceived costs of leaving, including loss of income, benefits, job security, and professional standing. This study aims to examine the relationship between Continuance commitment and health service delivery in Sironko District Local Government.

Methodology:

A descriptive, correlational, and cross-sectional survey design, utilizing a mixed-methods research approach. The choice of this multi-dimensional design was informed by the study's need to both describe and analyze relationships among variables in a real-world workplace setting. The study population comprised 250 individuals who were directly or indirectly involved in health service delivery.

Results:

employees of Sironko District Local Government exhibit low to moderate levels of continuance commitment, with an overall mean score of 3.23 and a standard deviation of 1.07 on a 5-point Likert scale. The statement “It would be very hard for me to leave Sironko District Local Government now” recorded the highest mean of 3.45 (SD = 1.06), suggesting that some employees find it difficult to leave due to accumulated experience and professional investment in the organization. However, the relatively lower means for items such as “I remain in this job mainly because I cannot afford to leave” (Mean = 2.99, SD = 1.12) and “I feel I have too few options to consider leaving this local government” (Mean = 3.05, SD = 1.13) indicate that most employees do not feel “trapped” or constrained by external job limitations.

 Conclusion:

Continuance commitment supports workforce stability and continuity of services in Sironko District Local Government.

 Recommendation:

Provide continuous professional development, training, and clear promotion pathways to enhance employees’ emotional investment and sense of purpose.