The Effects of Transformational Leadership and Quality of Work Life on Employee Retention in a Mass Transit Company in Bangkok The Effects of Transformational Leadership and Quality of Work Life on Employee Retention in a Mass Transit Company in Bangkok
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Abstract
This research aimed to: 1) examine the levels of opinions regarding transformational leadership, quality of work life, organizational commitment, and employee retention among employees of a mass transit company in Bangkok; 2) investigate the effects of transformational leadership and quality of work life on organizational commitment; and 3) examine the effect of organizational commitment on employee retention. This study employed a quantitative research approach. The research instrument was a questionnaire with reliability coefficients ranging from 0.958 to 0.960. The sample consisted of 375 employees of a mass transit company in Bangkok, determined using Yamane’s (1973) formula at a 95% confidence level and a 5% margin of error. Data were analyzed using Structural Equation Modeling (SEM).
The findings revealed that the overall levels of transformational leadership, quality of work life, organizational commitment, and employee retention were high, with mean scores of 4.06, 3.75, 4.04, and 3.87, respectively. Quality of work life had a significant positive effect on organizational commitment (β = 0.834, p < 0.001), while transformational leadership had no significant effect on organizational commitment (β = -0.074, p = 0.154). Furthermore, organizational commitment had a significant positive effect on employee retention (β = 0.855, p < 0.001).
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