Influence of Work Motivation on the Organizational Citizenship Behaviors of the Employees of the Local Administration Organizations in Tha Uthen District, Nakhon Phanom Province

Abstract

         The purposes of this study included the following: 1) to investigate the level of work motivation and the organizational citizenship behaviors of the local administration organizations’ employees, 2) to compare the organizational citizenship behaviors of the local administration organizations’ employees based on the individual’s qualities, 3) to examine the influence of work motivation on the organizational citizenship behaviors of the local administration organizations’ employees. The samples consisted of 288 employees who worked for the Local Administration Organizations in Tha Uthen District, Nakhon Phanom Province. The instrument used was a questionnaire and the statistics adopted for data analysis were frequency, percentage, mean, standard deviation, t – test, One – way ANOVA, and MLR (Multiple Linear Regression). The study revealed these results: 1) The level of work motivation of the local administration organizations’ employees, as a whole, was at the high level ( =4.05), at the same time, the employees’  organizational citizenship behaviors, as a whole, were also at the high level ( =3.89). 2) When comparing the organizational citizenship behaviors of the local administration organizations’ employees based on their genders, ages, educational levels, monthly incomes, work experiences, and the offices they worked for, it was found that their organizational citizenship behaviors did not significantly differ at .05 statistical levels. 3) Regarding work motivation, the study demonstrated that these respects significantly influenced the organizational citizenship behaviors of the employees of the Local Administration Organizations in Tha Uthen District, Nakhon Phanom Province, at .05 statistical levels:  the governance and command (MOT₃), work environment (MOT₅), and welfare and perks (MOT₇). It was also found that these three aspects could be used to correctly predict the employees’ organizational citizenship behaviors 63.80%. On the contrary, these aspects could not be adopted for predicting the employees’ organizational citizenship behaviors: payment/wages (MOT₁), relationship with others/colleagues (MOT₂), policy and administration (MOT₄) and welfare and stability (MOT₆).