โมเดลความสัมพันธ์เชิงสาเหตุของปัจจัยที่มีอิทธิพลต่อความผูกพันองค์การของอาจารย์มหาวิทยาลัยรัฐ: การวิเคราะห์กลุ่มพหุ

Abstract

The purposes of this research were: 1) to develop and validate the measurement model of organizational engagement among public university instructors 2) to develop and validate the causal relationship model factors influencing of organizational engagement of public university instructors 3) to test the model and parameter invariance between government university and autonomous university groups of instructors. The research sample consisted of 820 university instructors by using multistage random sampling. Data were collected using a questionnaire of 85 items to measure the quality of working life, organization condition, organizational culture, and organizational engagement, with reliability of 0.972, 0.934, 0.958, and 0.954, respectively, and the mean of item discrimination of 0.681, 0.725, 0.793, and 0.716, respectively. The data analyses employed descriptive statistics, Pearson's correlation analysis, confirmatory factor analysis, structural equation modeling, and multiple group analysis. Major findings were as follows; 1. The results of the confirmatory factors revealed that the model fit the empirical data and accurate measurement. The organizational engagement measurement model consists of three factors and six indicators , namely (1) acceptance of the organization's goals, consisting of 2 indicators, namely (1.1) acceptance and compliance and (1.2) faith and confidence in the organization, (2) willingness to exert considerable effort on behalf of the organization, consisting of 2 indicators, namely (2.1) sacrifice and (2.2) commitment and (3) desire to maintain organizational membership , namely (3.1) love the organization and (3.2) being a part of the organization. The model development and validation resulted in 𝛘2 = 8.212, df = 5, p-value = 0.1449, CFI = 0.998, TLI = 0.995, RMSER = 0.028, SRMR = 0.009. It was found that the first- and second-order factor loadings (β) were between 0.702–0.842 and 0.874–1.000, respectively. The factors with the highest factor loading were acceptance of the organization’s goals (1.000, R2 = 1.000). 2. The causal model of organizational engagement of public university instructors was valid and fit to the empirical data. The model indicated that the Chi-square goodness of fit test was 117.47, df = 94, p-value = 0.0511, CFI = 0.997, TLI = 0.995, RMSEA = 0.017, SRMR = 0.019. The variables directly influencing organizational engagement were organizational climate (β=0.467**), followed by quality of working life (β=0.445**) and the variables indirectly influencing organizational engagement were organizational climate (β=0.315**). The model's variables account for 86.4 percent of the variance in organizational engagement. 3. The model was variant in model form between government university and autonomous university groups of instructors and in some parameter matrices, including (1) variations in the model form, (2) variations in factor loading, namely safe and healthy working environments, rights and fairness in the organization, leadership characteristics, clan culture, adhocracy culture, and willingness to exert considerable effort on behalf of the organization, and (3) variations in influencing organizational engagement, namely quality of working life and organizational climate.