ภาวะผู้นําและการบริหารทรัพยากรมนุษย์ส่งผลต่อความผูกพันวิทยาลัยเทคนิคสุรินทร์

Supakarn  Kunwattanapong; Poranee  Loatong; Manote  Rithinyo

doi:10.60027/iarj.2026.e289696

Authors

Supakarn Kunwattanapong Rajamangala University of Technology Isan, Surin Campus, Thailand https://orcid.org/0009-0001-3510-2301
Poranee Loatong Rajamangala University of Technology Isan, Surin Campus, Thailand https://orcid.org/0000-0001-6422-1388
Manote Rithinyo Rajamangala University of Technology Isan, Surin Campus, Thailand https://orcid.org/0009-0006-5398-202X

DOI:

https://doi.org/10.60027/iarj.2026.e289696

Keywords:

Leadership, Human Resource Management, Organizational Commitment

Abstract

Background and Aims: At present, leadership and human resource management are factors that have a significant impact on the performance of personnel in organizations across all sectors, especially in terms of creating good relationships within the organization. When there are effective leaders and human resource management processes, it will help create an atmosphere conducive to working together. The objectives of this research are to study: 1. To study the leadership of administrators of Surin Technical College; 2. To study the human resource management of administrators of Surin Technical College; 3. To study the organizational commitment of Surin Technical College personnel; 4. To study the relationship between leadership and commitment to Surin Technical College, and 5. To study human resource management and commitment to Surin Technical

Methodology: The sample group of this research is the personnel of Surin Technical College, using Taro Yamane's formula, 249 people, 166 males, 83 females, and consisted of civil servant teachers, contract teachers, officers, and cleaning staff of Surin Technical College. The research instrument was a questionnaire. The statistics used for data analysis were descriptive statistics, such as percentage and standard deviation, and inferential statistics, such as Pearson's correlation coefficient analysis and multiple regression analysis.

Results: The overall level of opinions on leadership was low (average 2.50), with respondents having low opinions on inspiration, support for personal development, stimulation of creative thinking, and moderate opinions on being a good role model, indicating that overall, respondents viewed that the organization’s leadership was not outstanding in many aspects. The overall level of opinions on human resource management was moderate (average 2.67), with respondents having moderate opinions on human resource planning, training and development, and performance management, while having low to moderate opinions on recruitment and selection, and compensation and welfare management, indicating that respondents viewed the organization’s overall human resource management as relatively good, but there were still some aspects that needed improvement. The overall level of opinions on organizational commitment was moderate (average 2.93), with respondents having moderate opinions on emotional commitment, tangible commitment, and normative commitment, indicating that overall, respondents felt somewhat committed to the organization, in terms of emotional feelings, perception of the impact of leaving the organization, and feelings of duty and responsibility towards the organization.

Conclusion: The regression analysis results indicate that motivation, support for self-development, role modeling, training and development, performance management, and compensation and welfare management have statistically significant positive effects on organizational commitment. Conversely, stimulating creativity, human resource planning, and recruitment and selection were found to have no statistically significant effects on organizational commitment.

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