Organizational Commitment of Personnel in Department of Labor Protection and Welfare

Abstract

This research aims: (1) to examine the level of organizational commitment among personnel in the Department of Labor Protection and Welfare; (2) to compare the organizational commitment of these personnel based on personal factors; (3) to explore the relationship between job characteristics and organizational commitment; and (4) to investigate the relationship between work experience and organizational commitment within the Department of Labor Protection and Welfare. The research sample consists of 335 personnel from the Department, with data collected via questionnaires. Statistical analysis was conducted using frequency, percentage, mean, standard deviation, t-test, F-test (One-Way Analysis of Variance), LSD, and Pearson's correlation coefficient. The level of statistical significance was set at 0.05. The research findings reveal that the overall level of organizational commitment among personnel in the Department of Labor Protection and Welfare is high. The highest average score was observed for full effort to work for the organization, followed by confidence and acceptance of the organization's goals and values, and a strong desire to remain a member of the organization, respectively. Hypothesis testing showed that differences in age and years of service significantly affect organizational commitment at the 0.05 level, while personal factors such as gender, education level, position, and monthly income do not significantly impact organizational commitment. There is a moderate positive correlation between job characteristics and organizational commitment. There is a high positive correlation between work experience and organizational commitment, both statistically significant.