Factors Affecting the Organizational Commitment of Personnel of The Faculty of Education, Suan Sunandha Rajabhat University

Abstract

This research aimed to investigate the factors affecting the organizational commitment of personnel of the Faculty of Education, Suan Sunandha Rajabhat University; to examine the level of organizational commitment; and to study the relationship between the influencing factors and the level of organizational commitment.
The population consisted of 56 personnel from the Faculty of Education. Data were collected using questionnaires and analyzed through mean, standard deviation, and Pearson’s correlation coefficient.
The findings revealed that:
1. Most of the respondents were female, aged between 41–50 years, held doctoral degrees, were university employees (government budget), served primarily in academic rather than supporting positions, and had worked at the Faculty of Education for over 10 years.
2. Factors influencing organizational commitment-including work environment, management, organizational culture, compensation and welfare, and job security and career advancement-were rated at the highest level overall (????=4.80). Among these, management had the highest mean score (????=4.86), followed by organizational culture (????=4.82) and job security and career advancement (????=4.80).
3. The overall organizational commitment level was also rated at the highest level (????=4.86), indicating that most personnel felt proud and willing to continue working with the organization.
4. Correlation analysis showed that work environment, management, organizational culture, compensation and welfare, and job security and career advancement had significant positive relationships with the level of organizational commitment.
Recommendations:
1. Management: Administrators should set clear goals and guidelines while encouraging personnel participation in decision-making.
2. Organizational Communication: Promote two-way communication by increasing opportunities for exchanging opinions and providing platforms for suggestions.
3. Organizational Culture: Develop activities that enhance cooperation, trust, and shared pride within the organization.
4. Compensation and Welfare: Improve welfare systems to align with economic conditions and the diverse needs of personnel across different age groups.