ปัจจัยที่มีอิทธิพลต่อพฤติกรรมการเป็นสมาชิกที่ดีขององค์การและพฤติกรรมการทำงานเชิงรุกของบุคลากรมหาวิทยาลัยเชียงใหม่ : บทบาทการเป็นตัวแปรสื่อของความผูกพันต่อองค์การ

Abstract

The objectives of this study were (1) to investigate the influences of conscientiousness, perceived authentic leadership, and organizational trust on organizational citizenship behavior and proactive work behavior, (2) to investigate the influences of organization commitment on organizational citizenship behavior and proactive work behavior, and (3) to examine the mediating role of organization commitment in the relationships among conscientiousness, perceived authentic leadership, organizational trust,organizational citizenship behavior, and proactive work behavior. The sample was comprised of 375 persons working at Chiang Mai University. The research instruments consisted of a demographic information, conscientiousness scale, perceived authentic leadership scale, organizational trust scale, organizational citizenship behavior scale and proactive work behavior scale. Data were analyzed by using descriptive statistics, correlational analysis, confirmatory factor analysis, and structural equation modeling. The results were as follows: 1. Conscientiousness has a significant direct effect on organizational commitment (β= .2 8, p< .001) and proactive work behavior (β=.19, p< .001). 2. Perceived authentic leadership has a significant direct effect on organizational commitment (β=.42, p< .001) and proactive work behavior (β=.32, p< .001).3. Organizational trust has a significant direct effect on organizational commitment (β= .30, p< .001). 4. Organizational commitment has a significant direct effect on organizational citizenship behavior (β= .27, p< .01) and proactive work behavior (β=.36, p< .01). 5. Organizational commitment fully mediated the effect of conscientiousness on organizational citizenship behavior and partially mediated the effect of conscientiousness on proactive work behavior. 6. Organizational commitment fully mediated the effect of perceived authentic leadership on organizational citizenship behavior and partially mediated the effect of perceived authentic leadership on proactive work behavior. 7. Organizational commitment fully mediated the effect of organizational trust on organizational citizenship behavior and proactive work behavior.