Abstract

This study examined the motivation effects of organizational commitment (OC) and organizational engagement (OE) on the relationship between human resource (HR) practices (motivation of staff, empowerment of staff, goal-setting motivations, safety motivations, environmental motivations) and resignation intention. The study covered almost 95% of Al Buraimi hospital’s foreign staff (325 people) (not including Omani staff) in Sultanate of Oman. Each completed survey was treated in a fair and confidential manner without mentioning the name or position of the staff members. We made sure that every staff member participating knew about these procedures of collecting and gathering data. It was found that all the variables used to measure HR practices in terms of motivation factors have significant effects on OC and OE. However, multiple regression analyses indicated that career management and job control have a significant influence on resignation intention. OC and OE have major effects on the relationship between HR regarding motivation issue and resignation intention.

Key words: Sultanate of Oman, resignation, motivation, public health sector, human resources, hospital, organizational commitment.