EMPLOYEE COMPETENCY AND PERCEIVED ORGANIZATIONAL CLIMATE AFFECTING ON ORGANIZATIONAL COMMITMENT THROUGH JOB SATISFACTION: A CASE STUDY OF EMPLOYEES OF SIAM GLOBAL HOUSE PUBLIC COMPANY LIMITED IN SAKON NAKHON PROVINCE

Natthawud  Denchairat; Chattawat  Limpsurapong; Worasit  Wongadisai

Natthawud Denchairat Graduate Student of Kasetsart University, Thailand
Chattawat Limpsurapong Department of Business Management, Faculty of Liberal Arts and Management Science, Kasetsart University, Thailand
Worasit Wongadisai Department of Business Management, Faculty of Liberal Arts and Management Science, Kasetsart University, Thailand

Abstract

The purposes of the research were to study; 1) The effect of employee competency on job satisfaction 2) The effect of perceived organizational climate on job satisfaction 3) The effect of job satisfaction on organizational commitment. In this research the focus target population include, Employees of Siam Global House public company limited in Sakon Nakhon province, for a total 264 people. The instrument used within the study was a questionnaire. The statistical tools used included frequency, percentage, mean, standard deviation, Pearson’s Correlation, and multiple regression analysis.
The hypothesis testing found that self-concept factor of employee competency was statistically significant positive influence on job satisfaction by the standardized coefficients (β) was .349; Motives factor of employee competency was statistically significant positive influence on job satisfaction by the standardized coefficients (β) was .690; Warmth and support factor of perceived organizational was statistically significant positive influence on job satisfaction by the standardized coefficients (β) was .344; Advancement and growth factor of perceived organizational climate was statistically significant positive influence on job satisfaction by the standardized coefficients (β) was .569 ; Job satisfaction was statistically significant positive influence on continuance commitment by the standardized coefficients (β) was .749; job satisfaction was statistically significant positive influence on affective commitment by the standardized coefficients (β) was .788 and job satisfaction was statistically significant positive influence on normative commitment by the standardized coefficients (β) was .661.
In conclusion, Self-concept and motives factors of employee competency had significantly influenced on job satisfaction, Warmth and support factor and advancement and growth factor of perceived organizational climate had significantly influenced on job satisfaction and job satisfaction had significantly influenced on continuance commitment, affective commitment and normative commitment. Therefore, it can be concluded that employee competency and perceived organizational climate had statistically significant positive influence on organizational commitment through job satisfaction.