Organizational compassion, positive emotional wellbeing and organizational commitment among employees of Lubiri Secondary School
Alupo, Kettie Okwakol
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The study examined the relationship between Organizational compassion, Positive Emotional Wellbeing and Organizational commitment among Employees of Lubiri Secondary School. A correlational study design was used in this study to establish the relationship between Organizational compassion, Positive Emotional Wellbeing and Organizational commitment among employees of Lubiri Secondary School. The study used a sample of 50 respondents who were developed using a sample size table by Krejcie and Morgan. Data was collected using self administered questionnaire and later analyzed using Statistical Package for Social Scientists 16.0 and the respondents gave responses for data analysis. Data was analyzed using SPSS, generating frequencies for the data, findings revealed a positive and significant relationship between organizational compassion and positive emotional wellbeing (r=.397**, p=.004), meaning organizations that cared for, supported and encouraged their employees in their time of need were able to help improve the mental, physical and emotional state employees, as the employees did not feel alone, and had a sense of support and belonging, thus fostering positive emotional wellbeing. There was no significant relationship between positive emotional wellbeing and organizational commitment (r=.108, p=.454). Meaning emotionally positive employees that felt mentally, physically and emotionally well did not as a result of there positive emotional wellbeing develop commitment towards the organization. Lastly, there was a positive and significant relationship between organizational compassion and organizational commitment (r=.468**, p=.001). This meant that, organizations with policies that supported, encouraged and cared for their distressed employees and those in pain, translated into the employees feeling better about themselves, their situation and the organization as a whole. And in turn their trust for the organization translated into commitment to the organization.