Influences of Quality of Work Life and Happiness at Work on the Organizational Commitment of the Personnel of the Sub-district Administrative Organizations in Mueang Nakhon Phanom District, Nakhon Phanom Province

Abstract

Background and Aims: Human resources are extremely important to an organization. Therefore, organizations try to motivate personnel through various benefits. The organization's executives therefore must find a method for making personnel commit to the organization (Commitment Management) and work with the organization to the fullest of their knowledge and abilities. Thus, the purposes of this study included the following: (1) To investigate the level of quality of work life, happiness at work, and organizational commitment of the personnel of the sub-district administrative organizations in Mueang Nakhon Phanom District, Nakhon Phanom Province, and (2) To examine the influences of the quality of work life and the happiness at work on the organizational commitment of the personnel of the sub-district administrative organizations in Mueang Nakhon Phanom District, Nakhon Phanom Province.

Methodology: Obtaining through a stratified sampling method, the sample group consisted of 247 personnel who reported to the sub-district administrative organizations in Mueang Nakhon Phanom District, Nakhon Phanom Province. A questionnaire was used as a tool to collect the data and the statistics employed for data analysis were frequency, percentage, mean, standard deviation Pearson's correlation coefficient, and Multiple Regression Analysis.

Results: (1) The quality of work life, the happiness at work and the organizational commitment of the personnel as a whole, were at a high level. (2) The quality of work-life variables altogether could be used to correctly predict the level of the organizational commitment of the personnel for 73.20 percent (R^2Adj=.732) with statistical significance at the .05 level. When considering the subcomponents of the quality of work life variables, it was found that except for the opportunity to develop individual capabilities, social integration and personal rights, these aspects of the personnel’s quality of work-life contained high standardized regression coefficients for the prediction: balance between life and work, an opportunity for advancement and job security, social connection/engagement, safe and healthy work/workplace conditions, and receiving fair and adequate compensation. Moreover, the variables of happiness at work could be used jointly to accurately foretell the level of the organizational commitment of the personnel for 57.20 percent (R^2Adj=.572) with statistical significance at the .01 level. When considering the sub-components of these variables, it was found that except for being accepted, these aspects of the personnel’s happiness at work had high standardized regression coefficients for the prediction: communication/relationships, success at work, and love of work.

Conclusion: According to the study, employees generally show a high degree of loyalty to the organization, job satisfaction, and quality of work life. In particular, work-life quality and happiness variables are good indicators of organizational commitment, indicating the importance of elements like job security, social engagement, work-life balance, advancement opportunities, and fair compensation in building strong organizational loyalty.