Labor Commitment in Social Workers Before Covid-19 Social Workers

Social work is involved in public policy and social programs that target vulnerable, marginalized or excluded, it is necessary to analyze its commitment considering its relation to the management for the treatment of illness and rehabilitation of health sector institutions. In this regard, the objective of this study was to establish the reliability and validity of an instrument for measuring work commitment in the health sector. For this purpose, we used a nonrandom sample of 100 social work professionals with experience in implementing social programs and monitoring of institutional strategies for health promotion. Were established normality, reliability and validity on the scale that measured labor commitment. Structural model was established in which reflective commitment to the institution was positively related to work engagement. The residual fit indices and corroborated the hypothesis of multidimensionality of work commitment. Commitment in


Introduction
At the time this work is written down, the pandemic caused by the SARS-CoV-2 coronavirus and COVID-19 have infected 15 million, sickened 7 million and killed 700,000 globally. In Mexico, 400 thousand infected, 100 sick and 40 deaths are registered.
Because governments have implemented their mitigation policies from a central health authority, constitutional laws prevent a strict and permissible confinement only before the declaration of a State of exception, contagions have exceeded the institutional capacity of the public health service [1]. In the case of Mexico, the health culture that inhibits disease prevention, as well as resistance to medical care until a critical and irreversible stage, coupled with the discretionary and non-selective recruitment of 50,000 health professionals, hospitals without equipment and the lack of ambulances have led to the deaths of 40,000 and at least 80,000 deaths are projected. In this complex scenario, work commitment understood as provisions against or in favor of health policies, public assistance service, self-care and social support have been observed as a complex and multidimensional variable that explains the exposure to risks by health workers, as well as the prevalence to assume more risks expecting minimum benefits or acknowledgments [2]. order to be able to select those for modeling in a third moment. The methodological aspects are included, as well as the results and the discussion with the state of the question in order to be able to make a final reflection on the subject before COVID-19.

Theory of Labor Commitment
In the framework of the pandemic mitigation policies, scenarios of confinement and violence prevail among the parties involved, as well as between the rulers and the governed attributable to risk management, management and communication [6]. In such a situation, health professionals develop expectations before their authorities and users of public health services, as well as before the infrastructure of their work areas. In this sense, the theoretical and conceptual frameworks that explain their degree of commitment refer to their dispositions, intentions, and actions in the face of scarcity, shortages, unhealthiness, and famine. In this way, the explanatory theories of the organizational and personal situation of health professionals were designed and consolidated in the 1970s [7]. These are the Theory of Reasoned Action, the Theory of Setting the Agenda, the Theory of Prospective Decisions and the Theory of Amplification of Risks. In a context where health institutions and organizations were considered as balanced environments of demands and resources, the Theory of Reasoned Action contributed to the state of the question by relating the beliefs of abundance or scarcity with the provisions against or in favor of their performance [8]. Occupational. This is the case of health professionals who, by interacting with their environment, developed self-management skills that earned them the formation of associations such as "Doctors without Borders" or the "International Red Cross" itself.
From this theoretical approach, engagement was the result of a deliberate, planned, and systematic process of biomedical rather than social or organizational decisions for the well-being of health professionals.
In that same decade of the sixties, the media reached the status of fourth power by highlighting the political and institutional blunders in corruption scandals associated with health policies in the face of the impact of natural disasters, pollution from multinationals or nuclear accidents [3]. These are environmental organizations that questioned the state's programs and strategies in the face of the extinction of animal and plant species. Consequently, this theoretical approach considered commitment as the product of establishing axes and topics for discussion on the public agenda derived from the political agenda and this in turn influenced by the scientific and investigative health agenda.
At the same time, the Theory of Prospective Decisions focused on the study of health promotion, the prevention of accidents or diseases, as well as the self-care and adherence to treatment of users of the public health care service [9]. This theoretical corpus linked decisions in risky situations with expectations of high costs and maximum benefits to explain risky behaviors in the face of the emergency of sexually transmitted diseases. Lastly, given the increase in cases of disease in developing countries, the Theory of Risk Amplification addressed the problem of communication and crisis management, as well as its effects on vaccination campaigns for the general population or sectorial [10]. In the case of epidemics and even more so of pandemics, the amplification of risk refers to the fact that political strategies are potentiated to their maximum expression in civil society. In this way, those who make decisions about the confinement of people acquire the commitment to generate expectations of people towards their capacity and performance, tolerance and empathy with victims and deaths.
In summary, the theoretical and conceptual approaches that explain the impact of public policies on the performance of professionals, the subjects of public service and the open population in general through the dissemination of decisions in the media have outlined sectors in order to be able to anticipate their responses to health risks and contingencies.

Studies of Labor Commitment
Work commitment is embedded in an organizational psychological system that starts from the climate and ends in satisfaction. In such a system, commitment interrelates with leadership and performance to mediate the relationship between climate and satisfaction [11]. These are assumptions according to an increase in task and human relationships that impact leadership, commitment and performance to influence an increase in life satisfaction. In other words, human capital in organizations seems to be immersed in a series of activities and personalities that lead them to assume leadership roles and dimensions of commitment that increase their performance, although such a process is rather oriented towards greater personal satisfaction, the Organization seems to intercede in such purposes . The psychology of organizations has stated that production processes are inherent in the cognitive processes of those who work in an organization [12]. In reference to organizational development, organizational psychological studies have shown that commitment is a factor in the systematization of production. In this sense, the commitment is assumed as a set of actions, roles, motives and expectations that generate a collaborative dynamic among the members of a work group or productive organization.
The model of organizational commitment presents seven cases concerning empowerment, motivation, identity, trust, ambiguity and conflict which affect the commitment through the satisfactions [13]. An increase in empowerment and motivation would lead to an increase in satisfaction and commitment. However, the reduction of ambiguity and conflict when negatively related to satisfaction affect an increase in commitment. Rather, increasing identity and confidence also influence satisfaction and commitment. If organizational commitment is determined by empowerment, motivation, identity, trust, ambiguity, and conflict through satisfaction, then commitment can be defined as the result of the interrelation between organizational factors of a human nature in reference to the relationship between leaders and employees [14]. In this sense, commitment is a function of personal wishes and organizational visions. It is an indicator of fairness and justice in which leaders relate to employees based on a balance between freedoms, capacities and responsibilities.
Based on such assumptions, organizational psychologists have assumed that commitment is a product rather than a permanent process of identity [15]. Those who make a commitment to their companies are considered as a product of organizational dynamics rather than as individuals with collaborative personalities and values. In this sense, the recruitment and selection of prospects is not carried out based on their individual characteristics, but rather their capacities and coping strategies in the face of the emergence of conflicts, risk and uncertainty. Organizational commitment opens the discussion around the relationship between organization and individual [16]. The influence of the first on the second seems Mainly, work commitment has been correlated with work culture, task climate life satisfaction, social recognition, transformational leadership, productive performance and entrepreneurial spirit.
Psychological studies of the labor commitment have established causal relationships between and variable styles of leadership [18]. As the type of leadership intensifies, it explains the increase in work commitment. Different types of leadership affect the increase or decrease of perceptions, attitudes and actions. In this sense, the performance history affects the commitment to increase productivity in the future. Behind the labor engagement, command structures, relations task, conflict and stress or satisfaction seem to explain the increase or decrease commitment assumed by the stay labor, although attention to the customer explained labor commitment.
Coincide in relating life satisfaction with commitment [19].
Such findings suppose a continuity between socialization of the first and second order , whether in a collectivist or individualistic sense, favorable or unfavorable, the principles that guide the individual in a family group would be the same as those that guide them in a labor or productive group. In light of these results, work commitment would be the last link, at least in the workplace, of a chain of perceptions, beliefs, attitudes, decisions and actions directed from the primary group in which the individual learned the basic symbols and in whose development he never had the opportunity to question such principles that now seem to guide him in his commitment, productivity and job satisfaction. The state of the art seems to show solid evidence around the complementarity between first order socialization and second order socialization. The analysis of covariances shows negative and positive, significant and spurious associations between the indicators of labor commitment [20]. In the case of the commitment that the surveyed sample has with the institution in which they work, it is related to the commitment of growth in couples. Measure that institutional objectives are go with some couple shared goals.
In this sense, interpersonal dynamics could be interrelated with other collaborative dynamics that in the workplace are inherent in the task climate or the relationship climate. In contrast, selfcommitment, which reflects a propensity for individualism in reference to institutional commitment, which implies a propensity for collectivism, are opposite indicators since while the values of a variable increase, a decrease in the values of the other variable [21]. This is that personal purposes do not seem to converge with the interests of the institution where Social Work professionals carry out their functions. In the case of the supraordinal indicator which denotes a commitment beyond the simple functions of observation, interview, systematization, and intervention that requires profession, criticism and Stas functions is linked with interpersonal goals [22]. In this sense, the task climate and the relationship climate are closer to the profession's critical commitment than to the conflict, since the questioning of the assistance functions is necessary in the development of Social Work. Maybe it by reason that criticism of the profession had a negative relationship with the healthcare commitment.
On the other hand, the care commitment had its greatest link with the family commitment [23]. Both indicators maintained positive relationships from which it is possible to deduce that the surveyed sample shows a close relationship between the practice of the profession as a healthcare commitment and the type of group to which they belong or want to belong. It is a third socialization of the social work professional in which public policies and welfare programs seem to complement the second order socialization of the families and groups that surrounded the Social Work professionals in their development. On the contrary, the assistance commitment is negatively related to the interpersonal commitment [24]. Once the covariances between the indicators were established, a reflective model was estimated [26]. A greater correlation between the labor-organizational commitment and institutional indicator. In this sense, the psychological construct of the workorganizational commitment is explained by the commitment to institutional policy. Apparently, Social Work professionals are influenced by organizational principles rather than by the personal, interpersonal, collaborative, functional, professional, healthcare, family or critical objectives inherent in Social Work.
In an opposite sense, the critical commitment of the profession was negatively related to the factor [27].

Axis 4: Explanation of performance from amplification of risk
through the seven dimensions of labor commitment [11]. Health professionals who attend unexpected calls without a selection system can contribute to the amplification of risk if it is a health crisis event such as an epidemic or a pandemic. In one sense, general amplifying risk assumes that healthcare is no longer seen as a solution but as an extension of the problem. The prestige and reputation of a health system is based on a commitment to society in general and to the vulnerable, marginalized or excluded sectors.
Even personal commitment is forged from that institutional prestige that can be everted in the face of increased lethality.
In summary, work commitment, its explanatory conceptual theoretical frameworks and its dimensions of analysis reflect a health system focused on intellectual capital that studies have revealed as a factor of reputation and prestige, but also of risk amplification. When the system enjoys a good reputation, even the prospective decisions of its members are viewed favorably, as is the case of doctors without borders or the red cross, but on the contrary, they are assumed to be part of the problem in a pandemic with a high fatality rate. Such a process is exacerbated when the media enters the scene. This is the case of reports in health centers overwhelmed by the rate of infections, illnesses and deaths.

Method
Design. An exploratory, cross-sectional and correlational study was carried out.

Analysis
The establishment of the structural model of reflective relationships between work commitment and its indicators was carried out considering the normality, reliability and validity of the scale measured by the psychological construct. The kurtosis parameter was used to establish the normality of the distribution of responses to the level of commitment questioned. The results show that the kurtosis parameter had a value of less than eight, which is the minimum suggested to assume normal distribution. In the case of reliability, the Cronbach's alpha value allowed establishing the relationship between each question and the scale. The value exceeding 0, 60 was considered as evidence of internal consistency.
Finally, the exploratory factor analysis of principal components and varimax rotation in which the factor weights greater than 0, 300 allowed us to deduce the emergence of the commitment from eight indicators. Once normality, reliability and validity were established, the covariances between the indicators were established to model the existing relationships with the organizational factor. Table 1 shows the descriptive values that allow multivariate analyzes such as reliability, adequacy, sphericity and validity in order to appreciate the factor structure of work commitment.

Results
The factorial structure made up of seven dimensions related to the social, sectoral, academic, training, family, professional and personal aspects explained 53% of the total variance, suggesting the extension of work to other dimensions that the literature identifies as antecedents of social work; charity, assistance or altruism. The social factor explained the highest percentage of the variance with 16% indicating that the labor commitment of the surveyed sample to be linked to the reputation, prestige and image of the institution vis-à-vis society in general. This is an in-depth commitment to local values, norms, uses and customs that reflect a demand and demand for attention from health professionals, even more in the face of risky events or contingent situations. Note: Elaborated with data study; R = Reactive, M = Mean, SD = Standard Deviation, A = Alpha excluded value item. Adequation and Sphericity ⌠χ 2 = 21,23 (12df) p < ,05; KMO = ,0627⌡F1 = Social (16% total variance explained and alpha with 0,778), F2 = Sectorial (13% total variance explained and alpha with 0,765), F3 = Academic (10% total variance explained and alpha with 0,780), F4 = Formative (7% total variance explained and alpha with 0,756), F5 = family (4% total variance explained and alpha with 0,752), F6 = Professional (2% total variance explained and alpha with 0,790), F7 = Personal (1% total variance explained and alpha with 0,760). All items are answered with one of five options ranging from 0 = "not at all likely" to 5 = "quite likely".

Discussion
The Such an exercise will allow the design of interventions based on the social factor in order to take advantage of the prestige, reputation and image of an institution in the face of the pandemic.
In summary, the literature consulted highlighting the multidimensionality of work commitment seems to show that it is a stable structure as the responsibilities of health professionals diversify, even when they can amplify risks, they are scenarios of great public confidence to face a health crisis like COVID-19

Conclusion
The present study has established seven dimensions of organizational commitment to show the differences between the commitment derived from a social, sectorial, academic, formative, family, professional and personal. The convergence between these principles of contextual localization and identity in the face of power relations allows us to deduce that work commitment is a network of perceptions, beliefs, attitudes, decisions and actions aimed at the interrelation between the eight wielded dimensions.
However, the prevalence of social commitment seems to show that Social Work professionals adjust their objectives to the structure and policy of the organization for which they work. Such findings are relevant considering the theory`s since they complement one of its principles related to customer service. To the extent that organizations follow a policy of evaluation and satisfaction of service quality, they foster an increase in the responsibilities, expectations and commitments of their employees. Thus, this study has found that adjusting to an organization's norms and policies prevails over personal, interpersonal, collaborative, and family goals. That is, if in the institutions where Social Work professionals, service quality policies were followed and productivity was established from consecutive evaluations, the surveyed sample would adjust its primary commitments to the objectives of said institution [33][34][35].
However Work implies. In this sense, the present study seeks to establish the dimensions of work commitment considering levels of institutional complexity that would frame the disagreement with indicators of a commitment derived from primary socialization.