| dc.description.abstract | The purposes of the study were to investigate factors affecting the organizational commitment, explore organizational culture, and examine work life quality of the employees which affected their organizational commitment at Rubber Authority of Thailand Headquarters. The questionnaire was applied to collect data from the 200 employee samples selected by proportional stratified random sampling at Rubber Authority of Thailand Headquarters. The data collected were analyzed by the percentage distribution, mean, and standard deviation; and t-test, f-test, and multiple regression analysis resulted at 0.05 statistical significance.
The study results revealed that most of the samples were single females who were 30 years of age in the average or less, holding bachelor degrees, and having been working for five years or less. It was found that their organizational culture concerning clan culture, achievement culture, bureaucratic culture, and adaptability culture highly resulted in high work life quality including organizational pride, social relation, safe and sanitary workplace, work independence, work progress and security, work administration, and employees’ capacity development were high. However, the aspect of justified and sustainable income, organizational commitment in terms of psychology, norm, and work tenure were average.
The study results revealed as follows.
1) Different personal factors concerning the employee’ age, education, status, and tenure range did not differ in the organizational commitment, 2) the organizational culture had impact on the organizational commitment were clan culture, achievement culture, bureaucratic culture, and adaptability culture. 3) Work life quality resulted in organizational pride, social relation, work administration, employees’ capacity development, and work progress and security, 4) Organizational culture and work life quality had better impact on the organizational commitment than the organizational culture which included aspects on organizational pride, social relation, employees’ capacity development, work administration, and work progress and security. It was found that main organizational cultures were achievement and clan cultures. | en_US |
