บทบาทของปัจจัยเชิงสาเหตุในความสัมพันธ์ระหว่างการจัดการทรัพยากรมนุษย์ และภาวะผู้นำการเปลี่ยนแปลงที่มีผลต่อความผูกพันต่อองค์กรของพนักงานพัฒนาซอฟต์แวร์ ในกรุงเทพมหานคร

Jutarat  Pramsri; Nhatphaphat  Juicharoen; Teetut Tresirichod

Authors

Jutarat Pramsri Faculty of Business Administration, Rajamangala University of Technology Thanyaburi
Nhatphaphat Juicharoen Faculty of Business Administration, Rajamangala University of Technology Thanyaburi
Teetut Tresirichod Faculty of Business Administration, Rajamangala University of Technology Thanyaburi

Keywords:

Transformational Leadership, Human Resource Management, Job Satisfaction, Organizational Commitment, Software Developers

Abstract

This research aims to study the factors affecting organizational commitment among software developers in Bangkok by examining the relationships between transformational leadership, human resource management, and job satisfaction. The study employs quantitative research methodology by collecting data through questionnaires from 425 software developers. The collected data were analyzed using the PLS-SEM technique to investigate the causal relationships between the variables and to determine the strength of these relationships.

The findings reveal that human resource management exerts the highest direct influence on job satisfaction (β = 0.725) and shows the highest total effect on organizational commitment (β = 0.540). In contrast, transformational leadership displays a stronger direct effect on organizational commitment (β = 0.292) than its indirect effect through job satisfaction (β = 0.042). Collectively, all the studied variables explain 69.4% of the variance in organizational commitment among employees.

Based on these results, the research suggests that organizations should prioritize the development of effective human resource management systems. At the same time, efforts to promote transformational leadership and to enhance job satisfaction are crucial in order to significantly strengthen employee organizational commitment. These insights offer valuable guidance for practitioners and decision-makers aiming to improve organizational performance and employee engagement.

References

ทองศุกร์ วงศ์โสภา, อนุรักษ์ อาทิตย์กวิน, และ สริยจรัส เตชะตันมีนสกุล. (2565). อิทธิพลเชิงสาเหตุของภาวะผู้นำการเปลี่ยนแปลง การจัดการทรัพยากรมนุษย์ และนวัตกรรมองค์การที่มีต่อการปรับเปลี่ยนสู่องค์การดิจิทัลของหน่วยงานในสังกัดการไฟฟ้าส่วนภูมิภาค เขต 1 ภาคเหนือ. วารสารสังคมศาสตร์ และมานุษยวิทยาเชิงพุทธ, 7(1), 93–107.

รสสุพร อินแบน. (2566). การศึกษาสาเหตุและประสบการณ์ที่ส่งผลต่อการลาออกของพนักงานกลุ่มอุตสาหกรรมเทคโนโลยี (IT) ในจังหวัดกรุงเทพมหานคร [การค้นคว้าอิสระปริญญามหาบัณฑิต, มหาวิทยาลัยธรรมศาสตร์]. คลังทรัพยากรสารสนเทศอิเล็กทรอนิกส์ ของมหาวิทยาลัยธรรมศาสตร์. https://shorturl.asia/wuN78

สุดา ส่งประเสริฐ. (2566). ปัจจัยที่มีอิทธิพลต่อการตัดสินใจลาออกของพนักงานบริษัทในสายงานอาชีพ IT [สารนิพนธ์ปริญญามหาบัณฑิต, มหาวิทยาลัยมหิดล]. คลังสารสนเทศสถาบันของมหาวิทยาลัยมหิดล. https://shorturl.asia/dcyms

Armstrong, M. (2020). Armstrong's handbook of strategic human resource management (8th ed.). Kogan Page.

Armstrong, M., & Taylor, S. (2020). Armstrong's handbook of human resource management practice (15th ed.). Kogan Page.

Bass, B. M., & Avolio, B. J. (Eds.). (1994). Improving organizational effectiveness through transformational leadership. Sage Publication.

Bass, B. M., & Riggio, R. E. (2015). Transformational leadership (2nd ed.). Psychology Press.

Boselie, P., Dietz, G., & Boon, C. (2005). Commonalities and contradictions in HRM and performance research. Human Resource Management Journal, 15(3), 67–94. https://doi.org/10.1111/j.1748-8583.2005.tb00154.x

Budiadi, H., Hasbi, M., & Setiyowati, S. (2024). Employee development strategies to improve skills and job satisfaction. Global International Journal of Innovative Research, 2(9), 1–15. https://globalus.mellbaou.com/index.php/global/article/view/292

Chin, W. W. (1998). The partial least squares approach to structural equation modeling. In G.A. Marcoulides (Ed.), Modern methods for business research (pp. 295–336). Lawrence Erlbaum Associates.

Cho, E., & Kim, S. (2015). Cronbach's coefficient alpha: Well known but poorly understood. Organizational Research Methods, 18(2), 207–230. https://doi.org/10.1177/1094428114555994

Fornell, C., & Larcker, D. F. (1981). Evaluating structural equation models with unobservable variables and measurement error. Journal of Marketing Research, 18(1), 39–50. https://doi.org/10.1177/002224378101800104

Ghofur, M., Amboningtyas, D., Warso, M. M., & Haryono, A. T. (2017). Effect of compensation, organizational commitment and career developing on employee performance with job satisfaction as intervening variable (Empirical study). Journal of Management, 3(3), 1–10. https://jurnal.unpand.ac.id/index.php/MS/article/view/738/0

Guest, D. E. (1997). Human resource management and performance: A review and research agenda. The International Journal of Human Resource Management, 8(3), 263–276. https://doi.org/10.1080/095851997341630

Hair, J. F., Hult, G. T. M., Ringle, C. M., & Sarstedt, M. (2017). A primer on partial least squares structural equation modeling (PLS-SEM) (2nd ed.). Sage Publications.

Hair, J. F., Black, W. C., Babin, B. J., & Anderson, R. E. (2019). Multivariate data analysis (8th ed.). Cengage Learning.

Henseler, J., Ringle, C. M., & Sarstedt, M. (2015). A new criterion for assessing discriminant validity in variance-based structural equation modeling. Journal of the Academy of Marketing Science, 43(1), 115–135. https://doi.org/10.1007/s11747-014-0403-8

Herzberg, F., Mausner, B., & Snyderman, B. B. (1959). The motivation to work (2nd ed.). John Wiley & Sons.

Huynh, T. L., & Diem, R. B. P. (2024). Enhancing organizational commitment through adopting the human resources change leadership role and managing human resources attribution in sustainable enterprises in Vietnam. Journal of Infrastructure, Policy and Development, 8(1), Article 8953. https://doi.org/10.24294/jipd.v8i10.8953

Kosasih, F. G., Yohana, C., & Handaru, A. W. (2024). Job satisfaction and organizational commitments: A meta-analysis. Earth Sciences and Human Constructions, 4(5), 12–29. https://doi.org/10.37394/232024.2024.4.5

Khun Loo, J. T., Lee, P. H., & Low, A. L. (2017). Impact of transformational leadership and the mediating effect of employees’ perception of organizational change on affective, normative and continuance commitment. Journal of Business and Social Review in Emerging Economies, 3(2), 185-198. https://doi.org/10.26710/jbsee.v3i2.99

Luthans, F., & Peterson, S. J. (2002). Employee engagement and manager self -efficacy. Journal of Management Development, 21(5), 376–387. https://doi.org/10.1108/02621710210426864

Meyer, J. P., & Allen, N. J. (1991). A three-component conceptualization of organizational commitment. Human Resource Management Review, 1(1), 61–89. https://doi.org/10.1016/1053-4822(91)90011-Z

Nunnally, J. C., & Bernstein, I. H. (1994). Psychometric theory (3rd ed.). McGraw-Hill.

Organisation for Economic Co-operation and Development. (2020, November 27). OECD digital economy outlook 2020. OECD Publishing. https://doi.org/10.1787/bb167041-en

Osman, H., & Bahari, S. F. (2014). Transformational leadership and organizational commitment: A literature review. Sains Humanika, 2(2), 127–133. https://sainshumanika.utm.my/index.php/sainshumanika/article/view/426/389

Pandey, A., & Saifon Chairungruang. (2020). Effects of organizational support, supervisor support and coworkers’ interpersonal helping behavior on employee job satisfaction: A case study in Bangkok, Thailand. International Journal of Economics, Business and Accounting Research, 4(2), 283–293. https://jurnal.stie-aas.ac.id/index.php/IJEBAR/article/view/998

Popli, S., & Rizvi, I. A. (2016). Drivers of employee engagement: The role of leadership style. Global Business Review, 17(4), 965–979. https://doi.org/10.1177/0972150916645701

Sarstedt, M., Hair, J. F., Nitzl, C., Ringle, C. M., & Howard, M. C. (2020). Beyond a tandem analysis of SEM and PROCESS: Use of PLS-SEM for mediation analyses! International Journal of Market Research, 62(3), 288-299. https://doi.org/10.1177/1470785320915686