https://sloap.org/journals/index.php/irjmis/issue/feed 2026-07-31T00:00:00+00:00 Editorial Office irjmis@sloap.org Open Journal Systems <p style="text-align: justify;"><strong>IRJMIS&nbsp;</strong>is published in English and it is open to authors around the world regardless of the nationality. It is currently published three times a year, i.e. in&nbsp;<em>January, March, May, July, September,&nbsp;</em>and<em>&nbsp;November.</em></p> https://sloap.org/journals/index.php/irjmis/article/view/2602 2026-05-03T09:02:35+00:00 Temie Alehegn temiealehegn34@gmail.com Karsho Gedeno karshogedenog@gmail.com Gedisha Katola gedisha.katola@amu.edu.et Assefa Deginew assefadeginew09@gmail.com Bizuayehu Admassu Bizuayehuadmasu0@gmail.com Etabez Ayaye etabezmail27@gmail.com Hilena Goshme helinamail16@gmail.com

<p>This study investigated the impact of direct and indirect compensation on employee commitment in Kena Woreda Health Organizations, Ethiopia. Grounded in Adams’ Equity Theory (1963), the research explored how perceptions of fairness and equity in rewards influence organizational loyalty. A cross-sectional research design was employed, utilizing a structured Likert-scale questionnaire to collect data from a sample of 128 employees selected via stratified random sampling, achieving a 96.09% response rate. Data analysis was conducted using SPSS version 25, utilizing Pearson Product Moment Correlation, regression analysis, and MANOVA tests. The findings revealed that the interaction of both direct and indirect compensation significantly influences combined employee commitment, with regression analysis showing a 28.4% and 17.9% significant positive relationship for each, respectively. Notably, their interaction yielded a stronger 36.1% positive relationship. However, MANOVA results indicated that direct compensation only significantly affected affective commitment, while continuance and normative commitments remained insignificant when tested separately against both compensation types. Consequently, the researcher recommends that organizations develop transparent, well-formulated compensation plans. Clearly communicating these policies to all staff is essential for ensuring a clear understanding of the system, ultimately fostering a more committed healthcare workforce.</p>

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