Transformational Leadership and Work Motivation Affecting Organizational Commitment of Staff in The Nakhon Sawan Provincial Public Health Office
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Abstract
The objectives of this study were to investigate: 1) the levels of opinions regarding transformational leadership, work motivation, and organizational commitment of staff under the Nakhon Sawan Provincial Public Health Office; and 2) the effects of transformational leadership and work motivation on organizational commitment of personnel under the Nakhon Sawan Provincial Public Health Office. This research was a quantitative research design. The population consisted of 153 non-managerial personnel working under the Nakhon Sawan Provincial Public Health Office. The research instruments were the questionnaires concerning the opinions on transformational leadership, work motivation and organizational commitment of personnel. Data were analyzed using frequency, percentage, mean, standard deviation, Pearson’s correlation coefficient, and multiple regression analysis.
The study findings were as follows: 1) The level of opinions on transformational leadership was the moderate level ( = 3.02, S.D. = 0.81). The work motivation of personnel overall was the high level (
= 3.68, S.D. = 0.70) and the organizational commitment of personnel overall was the high level (
= 3.65, S.D. = 0.64) and 2) The transformational leadership in the aspect of ideological influence and inspiration had a statistically significant affecting at the .01 level (R2 = 0.160). While intellectual stimulation and individualized consideration had a statistically significant affecting at the .05 level. By collective predicting the percentage of organizational commitment of personnel accounted for 36.00% (R2 = 0.36) and the work motivation in the aspect of esteem, achievement, advancement, responsibility, and the nature of the work performed by the organization had a statistically significant affecting at the 0.01 level. The aspect of policy and administration had a statistically significant affecting at the .05 level. By collective predicting the percentage of organizational commitment of personnel accounted for 43.00% (R2 = 0.43). However, the aspect of supervision, relationship with co-workers, working conditions, and salary or remuneration had no statistically significant affecting on organizational commitment of staff under the Nakhon Sawan Provincial Public Health Office.
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References
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