Causal Factors Affecting Organisational Citizenship Behaviour of Academic and Support Staff in Private Universities

Abstract

The research design of this mixed-methods research is triangulation design: convergence model. The purposes of this research were: 1) to study levels of job satisfaction, organisational commitment and organisational citizenship behaviour perceptions; 2) to study relationships between job satisfaction, organisational commitment and organisational citizenship behaviour; and 3) to study causal factors affecting organisational citizenship behaviour of academic and support staff in private universities, i.e. the University of the Thai Chamber of Commerce, Rangsit University and Huachiew Chalermprakiet University. The samples consisted of 219 academic staff and 225 supporting staff. The results indicated that the overall level of perceptions of academic and support staff was high. All pairs of variables of relationships had statistical significance (p-value < .01). The results of the study of causal factors affecting organisational citizenship behaviour showed that both academic and support staffs, organisational commitment directly affected their organisational citizenship behavior. Job satisfaction indirectly affected their organisational commitment. Besides, it also found that for academic staff, job satisfaction and organisational commitment could explain the variance in organisational citizenship behaviour at the level of 24%. As for support staff, could explain the variance in organisational citizenship behaviour at the level of 53%. The results of focus group stated that academic and supporting staff had satisfaction in job advancement and administrative policy. As for commitment, affective commitment and normative commitment were found. From the perspective of organisational citizenship behaviour, courtesy and conscientiousness were found. The results of in-depth interview with executives showed that higher education and academic rank development were academic staff competency improvement. Specific career competency was stressed as supporting staff competency improvement.