PERSONAL FACTORS AND ORGANIZATIONAL COMMITMENT INFLUENCING THE QUALITY OF WORK LIFE OF SUPPORT STAFF AT BOROMARAJONANI COLLEGE OF NURSING, NAKHON RATCHASIMA

Abstract

This research article aims to 1) Investigate the level of organizational commitment, 2) Assess the quality of work life (QWL), and 3) Examine the personal factors and organizational commitment influencing the QWL of support staff at Boromarajonani College of Nursing, Nakhon Ratchasima. The study employed a quantitative research design. The sample comprised 50 support staff members who had been employed at the college for at least one year during the 2024 fiscal year. Participants were selected using simple random sampling. Data were collected using an organizational commitment questionnaire, which had a content validity index ranging from .67 to 1.00 and
a Cronbach’s alpha reliability coefficient of .80, and a work-life quality questionnaire, which had a content validity index ranging from .67 to 1.00 and a Cronbach’s alpha reliability coefficient of .97. The data were analyzed using descriptive statistics, including frequency, percentage, mean, and standard deviation, and inferential statistics, specifically stepwise multiple regression analysis. The findings revealed that the majority of support staff exhibited the highest level of organizational commitment (58.00%). Overall, the quality of work life was rated as good ( = 3.86, S.D. = 0.42). Statistically significant factors influencing QWL at the 0.05 level included organizational commitment, job position, educational level, and age. In contrast, gender, marital status, salary, and length of employment had no significant impact on QWL. The most significant predictors of QWL, in order of importance, were organizational commitment, job position, educational level, and age (β = .636, .432, -.362 and -.270 respectively), collectively accounting for 59.70% of the variance (R² = 0.597). Together, they could predict work-life quality by 59.70% (R² = .597).