Publication: CAUSAL RELATIONSHIP MODEL OF QUALITY OF WORK LIFE AND LEADERSHIP SKILLS AFFECTING GOOD ORGANIZATIONAL CITIZENSHIP BEHAVIOUR: A CASE STUDY OF PUBLIC COMPANIES IN THAILAND
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Issued Date
2024-01-01
Resource Type
eISSN
21460744
Scopus ID
2-s2.0-85212768797
Journal Title
International Journal of eBusiness and eGovernment Studies
Volume
16
Issue
2
Start Page
114
End Page
132
Rights Holder(s)
SCOPUS
Bibliographic Citation
International Journal of eBusiness and eGovernment Studies Vol.16 No.2 (2024) , 114-132
Suggested Citation
Cheewakoset R., Ngamcharoen P., Sakdapat N. CAUSAL RELATIONSHIP MODEL OF QUALITY OF WORK LIFE AND LEADERSHIP SKILLS AFFECTING GOOD ORGANIZATIONAL CITIZENSHIP BEHAVIOUR: A CASE STUDY OF PUBLIC COMPANIES IN THAILAND. International Journal of eBusiness and eGovernment Studies Vol.16 No.2 (2024) , 114-132. 132. doi:10.34109/ijebeg.2024160206 Retrieved from: https://hdl.handle.net/20.500.14740/20007
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Abstract
This research employs a quantitative approach utilizing path analysis to investigate causal relationships, leveraging the maximum likelihood estimation technique to determine variable coefficients and substantiate causal and effect pathways. The study aims to explore the interconnections between quality of work life, leadership skills, and work environment, and their influence on organizational citizenship behaviour. The sample comprised 434 employees from public companies in Thailand, selected through stratified quota random sampling. Eleven sets of evaluation scales were utilized for measurement, and the quality of the questionnaires was verified through confirmatory factor analysis. Key findings include: 1) A very high correlation coefficient of 0.821 (p<.01) was found between organizational relationships and organizational citizenship behaviour, 2). The model supported all five hypotheses and was consistent with empirical data, with fit indices as follows: Chi-Square Value = 45.477, Degrees of Freedom = 23, P-Value = 0.25, RMSEA = 0.047, CFI = 0.996, TLI = 0.989, SRMR = 0.014. The researchers conclude with policy recommendations aimed at enhancing organizational citizenship behaviour, focusing on three high-value components: opportunities for personal capability development, promotion of creativity and innovation, and enhancement of organizational relationships.