The Effect of Organization Commitment and Its Antecedents on Employee Retention of Myanmar Workers in Samutsakorn Province
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Abstract
This article aimed to study the impact of each variable on quality of work life (QWL), training and development program (TND), job satisfaction (JS), and organizational commitment (OC) to employee retention (ER) of Myanmar workers in Samutsakorn Province. It was a mixed method that focused on quantitative and qualitative data collection. Qualitative data were used by in-depth interviews with key informants who are experts, total of 12 cases to confirm the idea from the interview to draw conclusions from the research. Quantitative data was collected by a questionnaire from 616 Myanmar workers in the seafood processing industry in Samutsakorn Province. Analyze the data by Structural Equation Modeling (SEM) Program. Data were collected using questionnaires that passed reliability-tested questionnaires, Cronbach’s Alpha ≥ .70 and Corrected Item-Total Correlation ≥ .30. The results of this research show that JS has the greatest influence on ER. Although negatively due to the COVID-19 situation, JS has no sufficient effect on employee retention. Due to the shortage of workers in every industry, workers have more choices to compare their benefits. Therefore, employee retention must take into account that QWL will affect TND, causing the Myanmar workers to have JS and OC, resulting in the workers' remaining in the organization.
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