The Work Motivation and Commitment to The Organization of Support Personnel in Private University ABC

Abstract

Background and Aims: This research aims to: 1) study the work motivation of support staff at ABC Private University, 2) examine the level of organizational commitment among the support staff at ABC Private University, and 3) explore the influence of work motivation on organizational commitment among the support staff at ABC Private University.

Methodology: The sample for this research was selected using random sampling from the population to represent all support staff. The researcher employed Taro Yamane's formula (Yamane, 1973) to calculate the sample size, with a margin of error of 5% and a confidence level of 95%, resulting in a total sample size of 209 individuals. This study employs a quantitative research method, analyzing data collected from questionnaires. The data were analyzed for mean values and standard deviations, and hypotheses were tested using multiple regression analysis.

Results: The research findings are as follows: 1) The work motivation of support staff at ABC Private University, considering all six aspects, is generally high with an average score of 3.53. The order from highest to lowest is as follows: recognition (average score of 4.00), organizational processes (average score of 3.78), job security (average score of 3.74), career advancement (average score of 3.43), welfare benefits (average score of 3.37), and salary (average score of 2.88). 2) The organizational commitment of support staff at ABC Private University, considering all three aspects, is generally high with an average score of 4.00. The order from highest to lowest is as follows: social norms (average score of 4.36), emotional attachment (average score of 4.16), and continuous commitment (average score of 3.48). 3) The work motivations that significantly affect the organizational commitment of support staff at ABC Private University include salary, job security, and recognition, with statistical significance at the 0.05 level.

Conclusion: The study found that support staff at ABC Private University have high levels of work motivation and organizational commitment. In particular, recognition, job security, and organizational processes are key factors that significantly enhance work motivation. At the same time, organizational commitment in terms of social norms and emotional attachment is also at a high level, reflecting employees’ acceptance of organizational values and their sense of belonging. Furthermore, the analysis indicates that work motivation has a significant influence on organizational commitment, especially in terms of salary, job security, and recognition. Therefore, the organization should prioritize the development of policies and human resource management practices that promote these factors in order to enhance employee commitment, which will ultimately lead to improved work performance and long-term organizational sustainability.