Abstract
Organizational commitment plays an important role in shaping employee performance, engagement, and retention, yet empirical findings on its demographic and sectoral determinants remain mixed, particularly in developing-country contexts. Guided by Meyer and Allen’s three-component model and Social Exchange Theory, this study examined differences in affective, continuance, normative, and overall organizational commitment across demographic factors such as age, sex, educational attainment and tenure, and employment sector among 380 Filipino employees from public and private organizations. Using a descriptive-comparative design, data were analyzed through nonparametric tests, including Mann–Whitney U and Kruskal–Wallis tests. Results revealed no statistically significant differences in organizational commitment across demographic groups, suggesting that personal characteristics alone do not meaningfully explain variations in employee commitment. In contrast, significant sectoral differences were observed, with public sector employees reporting higher levels of affective, continuance, normative, and overall commitment than their private sector counterparts. These findings suggest that organizational context, institutional stability, and sectorspecific practices have a stronger impact on commitment than individual demographic attributes. The study highlights the significance of the organizational environment in promoting employee loyalty and retention, and suggests that private organizations can enhance commitment by adopting effective public-sector practices related to job security, organizational values, and employee support. Future research is encouraged to explore the underlying mechanisms driving sectoral differences and to evaluate targeted interventions aimed at enhancing organizational commitment across sectors.
Keywords: Employment Sector, Government Employees, Organizational Commitment, Private Employees.