An Analysis of the Effects of Organizational Trust on Organizational Commitment Components along with the Moderating Role of National Identity among Employees of Mortaz Hospital, Yazd

Mohsen  Forghani; Elham Alsadat  Dashti

doi:10.18502/mshsj.v10i3.20651

Mohsen Forghani Assistant Professor, Department of Industrial Engineering, Payam Noor University, Tehran, Iran
Elham Alsadat Dashti MSc in Public Administration, Department of Public Administration, Payam Noor University, Tehran, Iran

DOI: https://doi.org/10.18502/mshsj.v10i3.20651

Keywords: Organizational trust, Organizational commitment, National identity, Mortaz Hospital in Yazd

Abstract

Background: Today, organizational commitment is regarded as one of the most important motivational issues in organizations. Organizational commitment refers to the extent of employees’ psychological attachment, loyalty, and willingness to invest effort on behalf of their organization. This construct comprises three primary dimensions: acceptance of organizational values and goals (affective commitment), tendency to contribute to the organization (normative commitment), and a strong desire to remain with the organization (continuance commitment). Accordingly, the present study aims to examine the effects of different dimensions of organizational trust on the three core components of organizational commitment among employees of Mortaz Hospital in Yazd City, while considering the moderating role of national identity.

Methods: This study adopts a descriptive–survey design and is classified as applied research in terms of its objective. The statistical population comprises 400 employees (including managers and professional staff) of Mortaz Hospital in Yazd, from whom a sample of 196 respondents was determined using Cochran’s formula; they were selected through simple random sampling. Data were collected using a standardized questionnaire consisting of 46 items, the validity and reliability of which were confirmed at acceptable levels. Data analysis was conducted using structural equation modeling (SEM), employing Smart PLS 3 and SPSS ₂₁ software packages. Model fit was subsequently assessed using established goodness-of-fit indices.

Results: The findings indicate a significant and positive effect of employees’ perceived organizational trust at Mortaz Hospital in Yazd on all three dimensions of: affective commitment, continuance commitment, and normative commitment.

Conclusion: The moderating role of national identity in the relationship between organizational trust dimensions and the three components of affective, continuance, and normative commitment—among employees of Mortaz Hospital in Yazd was not supported. This finding suggests that, within such organizational contexts, internal organizational factors like trust play a more prominent role than cultural or social characteristics in shaping organizational commitment. Consequently, enhancing organizational trust may serve as a more effective strategy for improving employee performance and reducing turnover rates.