Factors Affecting the Organizational Loyalty of University Staff Members in Higher Education Institute of Nakonsawan Rajabhat University

Abstract

The purpose of this research was threefold: Firstly, to examine the loyalty level toward organization of university staff members in higher education Institute of Nakonsawan Rajabhat University; secondly, to analyze the causal relationship (with structural equation model) in term of organizational loyalty of university staff members in higher education Institute; and finally, to present the appropriate approaches for developing the organizational loyalty of university staff members in higher education Institute. Data from 201 questionnaires [(IOC) = 0.948 and Alpha-reliability =0.984] of university staff members, 100% of sample, were employed. All statistics were employed: frequency, percentage, means, standard deviation, one-sample t-test, and path analysis by the LISREL program version 8.72 and basic model. Research findings revealed that 1) Organizational loyalty of university staff members, a whole of them was at low level, mean=3.86 and at the .05 level of significance. Also, 5 aspects, namely transformational leadership, organizational climate, job satisfaction, quality of life in working, and organizational loyalty, four of five aspects were at low level; 2) As an analytical result of university staff members toward organizational loyalty with the model, it revealed that empirical data fit the model and statistical results as follows: Chi-square = 343.07, df = 398, P-value = 0.97834, RMSEA = 0.000. It could be concluded that University staff members’ organizational loyalty received direct effects from the quality of life in working at moderate level and from job satisfaction at low level. Moreover, they received both of indirect effects from transformation leadership at low level and organizational climate at moderate level through job satisfaction; and/or receiving indirect effects from transformation leadership at low level, organizational climate at moderate level, and job satisfaction at low level through the aspect of quality of life. Also, it was found that these aspects could predict the university staff members toward organizational loyalty at 51.50 percent and at the .05 level of significance; and 3) Appropriate approaches toward the organizational loyalty development immediately of university staff members, 27 crucial issues of 5 appropriate approaches were found: organizational climate (1 approach) and transformational leadership (4 approaches).