Supportive Organizational Climate and Intrinsic Motivation That Drives the Learning-Oriented Behavior of Employees in Bangkok Metropolitan Administration

Abstract

The objectives of this study were to 1) study the influence of supportive organizational climate and intrinsic motivation on the learning-oriented behavior of employees in Bangkok Metropolitan Administration, and 2) to test the causal relationship model of supportive organizational climate and intrinsic motivation on the learning-oriented behavior of employees in Bangkok Metropolitan Administration by comparing it with empirical data. It is quantitative research. Data was gathered by using a questionnaire. The sample were employees who were affiliated with the Bangkok Metropolitan Administration. The results revealed that the overall perception of the climate of support was high. There was the most awareness of the climate of support for the unity of employees. There is a high level of intrinsic motivation in the whole. They have a higher intrinsic motivation for challenging tasks than intrinsic motivation for having fun at work, and have a high level of overall learning-oriented behavior. The behavior in terms of commitment to learning is the most. The analysis of the structural equation model showed that the causal relationship model of the supportive organizational climate and internal motivation for the learning-oriented behavior of personnel was consistent with the empirical data. The supportive organizational climate has a direct and positive influence on the intrinsic motivation and learning-oriented behavior of employees. Intrinsic motivation has a direct positive influence on learning-oriented behavior and plays a mediation role in the indirect influence of the supportive organizational climate on learning-oriented behavior. This is a positive employee behavior that will contribute to driving the organization to adapt and develop to keep up with the next dynamic changes