Examining the impact of professional stress on organizational commitment in the Moroccan hospital sector: A PLS‒SEM approach

Abstract

Professional stress is a significant psychosocial risk that has become increasingly prevalent in modern workplaces. It can have serious repercussions on both the physical and mental well-being of employees, as well as on organizational outcomes such as productivity and efficiency. In particular, professional stress negatively impacts workers' engagement with their organizations, leading to behaviors like absenteeism, turnover, and reduced job satisfaction. The relationship between stress and organizational commitment has garnered much attention in management research, as understanding how stress influences employees’ attitudes toward their workplace is crucial in fostering a productive and harmonious work environment. A series of studies have shown that high levels of stress lead to lower levels of organizational commitment, with stressed individuals exhibiting less emotional attachment and a decreased desire to contribute positively to the organization. The primary aim of this research is to explore the effect of professional stress on organizational commitment within the Moroccan hospital sector. Specifically, this study seeks to develop and test a research model that links these two factors. The target population for this study consisted of 200 nurses working in public hospitals in Morocco. To gather the necessary data, a quantitative research methodology was employed, utilizing a questionnaire distributed among participants. The data collected were analyzed using Structural Equation Modeling (SEM) and SMART PLS-4 software to test the proposed hypotheses and validate the research model. The results of this study provide valuable insights and suggest actionable recommendations for hospital management. These findings could guide the development of strategies to mitigate stress in the workplace and foster a stronger organizational commitment among employees, ultimately enhancing both employee well-being and overall hospital performance.