The moderating role of gender in the effect of psychological capital on organizational commitment: A study on healthcare employees

This study examines the effect of psychological capital on organizational commitment among healthcare sector employees and explores the potential moderating role of gender in this relationship. Conducted with a quantitative, cross-sectional design, the research collected data from 246 participants through a survey. Psychological capital was measured using the Turkish adaptation of the PCQ-24 (Luthans et al., 2007; Akçay, 2011), while organizational commitment was assessed with Allen and Meyer's three-dimensional scale (Allen and Meyer, 1990; Bolat and Bolat, 2008). In addition to descriptive statistics, comparative tests, correlations, and moderation analysis were applied; in the moderation model, psychological capital's total score was treated as the predictor, with gender as the moderator. The findings revealed that psychological capital was significantly and positively related to organizational commitment, particularly enhancing affective commitment, whereas it occasionally showed negative associations with continuance commitment. The moderation analysis indicated that the interaction between psychological capital and gender was not statistically significant (B = –0.111; p = .179). These results suggest that psychological capital may have a universal, gender-independent effect in strengthening organizational commitment, and that gender does not play a moderating role in this relationship. In practice, human resources policies that foster employees' psychological resources may contribute to institutional sustainability, especially by enhancing affective commitment. Keywords Psychological capital, organizational commitment, gender, healthcare employees, demographic variables, moderation analysis