การพัฒนาโมเดลเชิงสาเหตุของพฤติกรรมการเป็นสมาชิกที่ดีต่อองค์การของบุคลากรสายสนับสนุน คณะแพทยศาสตร์ จุฬาลงกรณ์มหาวิทยาลัย / ศิกษณีย์ วิโสจสงคราม = The development of a causal model of organizational citizenship behaviors of line personnel support at the Faculty of Medicine, Chulalongkorn University / Siksanee Wisojsongkram
The purposes of this research were 1) to study levels of the organizational citizenship behaviors of line personnel support at the Faculty of Medicine, Chulalongkorn University 2) to develop a causal model of the organizational citizenship behaviors of line personnel support at the Faculty of Medicine, Chulalongkorn University 3) to examine the causal model of the organizational citizenship behaviors of line personnel support at the Faculty of Medicine, Chulalongkorn University and 4) to study the direct effect and the organizational citizenship behaviors of line personnel support at the Faculty of Medicine, Chulalongkorn University. The participants of this research were 370 personnel support at the Faculty of Medicine, Chulalongkorn University The research sample consisted of 370 personnel support at the Faculty of Medicine, Chulalongkorn University. The research variables consisted of 6 latent variables and 26 observed variables. Data were collected by a questionnaire. The research findings were as follows: 1. The organizational citizenship behaviors of line personnel support at the Faculty of Medicine, Chulalongkorn University was levels of were high. 2. The organizational citizenship behaviors causal model of line personnel support at the Faculty of Medicine, Chulalongkorn University was fitted with empirical data (χ² = 186.83, df =174, p = .24, GFI = .96, AGFI = .92, RMR = .017) and variable in the model accounted for 52% of variance in the organizational citizenship behaviors causal model. 3. The organizational citizenship behaviors causal model of line personnel support at the Faculty of Medicine, Chulalongkorn University which had the direct effects were organization commitment factor and job task factor. The variable which had an indirect effect were need for quality of work life factor and organization commitment factor.