Impact of moonlighting practices on organizational commitment of employees in Davao City

Abstract

With moonlighting cases increasing significantly in recent days, employees’ organizational commitment is tested. Moonlighting is when employees undertake a secondary job-holding in addition to their primary job. The aim was to know the relationship between moonlighting practices and the organizational commitment of moonlighters. In this article, the authors have examined the demographic profile of respondents, their motives for moonlighting practices, and the level of their organizational commitment. The researchers collected data from 150 respondents who practice moonlighting in Davao City through purposive sampling. The questionnaire used for the survey was adapted and modified. Our findings contribute to a better understanding of moonlighting practices. The results revealed that moonlighting is used by employees to address financial issues [Mean=4.22; SD=0.55], such as receiving an adequate salary, fulfilling personal needs, increasing their standard of living, attending to financial commitments, and simply having more money. Employees are also found to be emotionally attached to their organizations [Mean=2.40; SD=0.40]. Statistics indicate no significant relationship between moonlighting practices and organizational commitment among moonlighters in Davao City. The study has implications for human resources management, which give insights to management and the government to manage the organizational commitment of moonlighting employees.