Factors Affecting The Organizational Commitment of the Supportive Staff of Rahabhat Maha Sarakham University.

Abstract

The purposes of this study were 1. the level of the factor affecting the organizational commitment of the Rajabhat Maha Sarakham University personnel, 2. the level of  the organizational commitment of the Rajabhat Maha Sarakham University personnel, 3. to study the factors affecting the commitment of the personnel and 4. to find useful suggestions for improving the factors affecting the organizational commitment of the supportive staff of Rahabhat Maha Sarakham University, were quantitative research,  were used in the study was a questionnaire. The samples were one hundred and three supportive staff of Rahabhat Maha Sarakham University. Krecie & Morgan table was used for calculating the sample size. The statistics used were frequency discrimination, percentage, mean, and standard deviation.  Pearson’s Product Moment Correlation and Multiple Regression Analysis were employed for hypothesis testing at .05 level of the statistical significance. The research results showed that 1) the all factors affecting the organizational commitment of Rajabhat Maha Sarakham personnel were at a moderate level. 2) The average organizational commitment of the supportive staff of Rajabhat Maha Sarakham University was at a high level. 3) The factors affecting the organizational commitment of Rajabhat Maha Sarakham personnel was at a moderate level .700 the factors affecting the organizational commitment of the supportive staff of Rajabhat Maha Sarakham University were the expectation of professional progress (X₁) and attitude toward the colleagues (X₃). Leadership (X₄) was the factor analyzed by Multiple Regression Analysis for the best equation. The description of the dependent variable or organization commitment was 53.20%, R² = .532  and F = 37.566, and R² Change = .024 4) The suggestions for improving the factors affecting the organizational commitment of the supportive staff consisted of the university should provide the university personnel to improve their knowledge and work experience. The assessment of the knowledge and competencies of the personnel should be also employed for indicating the work position properly and fairly.  Should building the value for acceptance of knowledge, work performance and work competency. The university should organize training courses for creating new generation of administrative staff of the faculties and offices, should consider and provide compensation, salary, benefits, and services after retirement appropriately for the university personnel, improve spirit and morale of the personnel and should provide the personnel with opportunity for participation in work performance.