THE DYNAMICS OF QUALITY OF LIFE AND ORGANIZATIONAL COMMITMENT THAT INFLUENCE THE PERFORMANCE OF NON-COMMISSIONED POLICE OFFICERS IN PATHUM THANI PROVINCE

Abstract

This mixed-methods study aimed to 1) Examine the level of work performance effectiveness among non-commissioned police officers in Pathum Thani Province; 2) Analyze the relationship between quality of work life and organizational commitment that influenced their work performance effectiveness; and 3) Identify the key components of quality of work life and organizational commitment that affected work performance effectiveness. The population consisted of 1,086 non-commissioned police officers under the Pathum Thani Provincial Police Division. A total of 292 officers were selected as the quantitative sample using a statistical formula, while 20 key informants were purposively selected for the qualitative phase. Research instruments included a questionnaire and an in-depth interview form. Quantitative data were analyzed using frequency, percentage, mean, standard deviation, and multiple regression analysis. The findings revealed that: 1) The overall level of work performance effectiveness was high. Ranked by mean scores from highest to lowest, the dimensions included organizational performance development, efficiency, survival, productivity, satisfaction, and adaptability; 2) The analysis further indicated that a hygienic and safe working environment, leadership, career advancement and job security, fair and appropriate compensation, and human resource development had statistically significant effects on work performance effectiveness at the .05 level; and 3)  The analysis of quality of work life identified eight key components: fair and appropriate compensation, a hygienic and safe environment, personal ability development, career advancement and job security, social integration, work regulations, work–life balance, and social participation. In addition, organizational commitment comprised four aspects: organization, work, human resource development, and leadership.