https://sloap.org/journals/index.php/irjmis <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> Scientific and Literature Open Access Publishing en-US International research journal of management, IT and social sciences 2395-7492 <p>Articles published in the International Research Journal of Management, IT and Social sciences (<strong>IRJMIS</strong>) are available under Creative Commons Attribution Non-Commercial No Derivatives Licence (<a href="https://creativecommons.org/licenses/by-nc-nd/4.0/" target="_blank" rel="noopener">CC BY-NC-ND 4.0</a>). Authors retain copyright in their work and grant <strong>IRJMIS&nbsp;</strong>right of first publication under CC BY-NC-ND 4.0. Users have the right to read, download, copy, distribute, print, search, or link to the full texts of articles in this journal, and to use them for any other lawful purpose.</p> <p>Articles published in <strong>IRJMIS&nbsp;</strong>can be copied, communicated and shared in their published form for non-commercial purposes provided full attribution is given to the author and the journal. Authors are able to enter into separate, additional contractual arrangements for the non-exclusive distribution of the journal's published version of the work (<em>e.g., post it to an institutional repository or publish it in a book</em>), with an acknowledgment of its initial publication in this journal.</p> <p>This copyright notice applies to articles published in <strong>IRJMIS&nbsp;</strong>volumes 7 onwards. Please read about the copyright notices for previous volumes under&nbsp;<a href="https://sloap.org/journals/index.php/irjmis/history">Journal History</a>.</p> https://sloap.org/journals/index.php/irjmis/article/view/2602 <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> Temie Alehegn Karsho Gedeno Gedisha Katola Assefa Deginew Bizuayehu Admassu Etabez Ayaye Hilena Goshme Copyright (c) 2026 International research journal of management, IT and social sciences http://creativecommons.org/licenses/by-nc-nd/4.0 2026-06-27 2026-06-27 13 4 70 96 10.21744/irjmis.v13n4.2602