สุขภาวะในการทำงานและความผูกพันต่อองค์การของบุคลากรมหาวิทยาลัยพะเยา

Abstract

The purpose of this research were: (1) to study the levels of workplace well-being and organizational commitment among personnels at the University of Phayao, and (2) to compare the levels of workplace well-being and organizational commitment of University of Phayao personnel with differences in age range, job tenure, and work functions. The study employed a descriptive research design. The sample consisted of 353 University of Phayao personnel obtained through proportional sampling. The research instruments included a personal information questionnaire, the Organizational Commitment Scale, and the Workplace Well-Being Scale. Data analysis was conducted using descriptive statistics to describe the personal characteristics of the sample, and hypotheses were tested using t-tests and one-way ANOVA. The research findings revealed the following: 1) University of Phayao personnel with different age ranges had significantly different levels of workplace well-being (p< .01). The sample group aged 41 years and above exhibited higher workplace well-being than the groups aged 20-30 years and 31-40 years (p< .01 and p< .05, respectively). However, there was no difference in organizational commitment across the different age range groups. Therefore, the data analysis partially supported Hypothesis 1. 2) University of Phayao personnel with different job tenures had significantly different levels of workplace well-being (p< .01). The group with over 10 years of job tenure exhibited higher workplace well-being than the 1-5 year and 6-10 year tenure groups. Additionally, the 6-10 year tenure group had higher workplace well-being than the 1-5 year group (p< .05). However, there was no significant difference between the 6-10 year and over 10 year tenure groups. Organizational commitment did not differ across job tenure groups. Therefore, the data analysis partially supported Hypothesis 2. 3) Academic personnel at the University of Phayao had significantly higher levels of workplace well-being compared to academic service personnel (p < .05). However, these two groups did not differ significantly in their organizational commitment. Consequently, the data analysis partially supported Hypothesis 3.