How Psychological Well-Being Correlates to Organizational Commitment: A Basis for an Enriched Wellness Program

Abstract

The study was conducted to examine the correlation of psychological well-being and organizational commitment as the basis for enriched wellness programs among 100 Social Health Workers specifically Case Workers and Family Welfare Assistants in the Department of Social Welfare and Development in National Capital Region. It is based on the notion that the success of an organization comes with the contributed effort of every employee that have given their best to work hard, committed in their jobs, have a clear vision of their mandates, and functioning well in their working environment. To sustain this kind of employees there is a need to have an established and reliable Human Resources (HR) Management that will ensure to address properly the work-related concerns of employees and implement a relevant wellness program to enhance their psychological well-being that will lead to quality work output and excellent services. This research used descriptive, correlative, and quantitative design. There are two standardized tests used for gathering information from the participants such as; Ryff’s Scales of Psychological Well-Being (PWB)-42 item version formatted scales using a six-point Likert scale format in measuring the respondent’s psychological well-being and the Three-Component Model (TCM) of Employee Commitment Survey that measures three forms of employee commitment to an organization. The Statistical Package for Social Sciences (SPSS) was used for statistical analysis, including mean, standard deviation, and Spearman Correlation Test. Based on the mean scores of the components of psychological well-being, the positive relations with others got the highest mean score followed by personal growth and self-acceptance. However, the three components which are in bottom-ranked are the purpose in life, autonomy, and environmental mastery. The results of the mean scores of organizational commitment to its components that got the highest mean score were the normative commitment followed by affective commitment while the continuance commitment got the lowest mean score. The study shows that management should prioritize the employment status of the staff under the Pantawid Pamilyang Pilipino Program. This pertains to the regularization and security of tenure of the employees to uplift their morals and motivate them to perform better with the utmost commitment to their job.