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Purpose – This paper focuses on the oldest and largest public hospital in Egypt in an attempt to explore the effect of responsible leadership on physicians’ affective, continuance and normative commitment and the mediating the role of a climate for diversity and inclusion.

Design/ methodology/ approach – A total of 150 physicians were contacted and all of them received a set of questionnaires. After two follow ups, a total of 140 responses were collected with a response rate of 93.33 percent. The author used the chi-square test to determine the association between Responsible Leadership and Inclusive Diversity Climate. Multiple regressions were employed to show how much variation in affective, continuance and normative commitment can be explained by Responsible Leadership and a Climate of Diversity and Inclusion.

Findings – The findings highlighted a positive association between responsible leadership and an inclusive diversity climate. Moreover, another positive association is also explored between an inclusive diversity climate and affective, continuance and normative commitment. Furthermore, the statistical analysis proved that having an atmosphere of justice, solidarity and tolerance in the workplace fosters the effect of responsible leaders on physicians’ affective, normative and continuance commitment.

Originality/ value – This paper contributes by filling a gap in management and organization literature, in which empirical studies on the relationship between responsible leadership and organizational commitment have been limited until now.

The purpose of this study is to determine the relationship among self-efficacy, career satisfaction, organizational commitment and career commitment

In this study, 200 questionnaires were distributed to the Engineering Department in a manufacturing companies, 133 questionnaires were received. The proposed model is analyzed with partial least squares (PLS) path modeling in SmartPLS 2.0 software.

Results showed that 36.4 % Variance was caused by the independent variables in career commitment. The result indicated that self-efficacy and organizational commitment have significant and positive relationship with career commitment

The result of the study found that organization's commitment is significantly related to the career commitment in a manufacturing company. The employees with the highest organizational commitment were committed to their careers and would remain in the organization. The belief and acceptance of goals and values in the organization make them inspired, satisfied and committed to the career. Self-efficacy significantly influences career commitment