Journal Management Science of Public and Private Administration

Organizational Climate, Organizational Culture, and Emotional Intelligence Affecting Job Happiness of Employees at the Government Housing Bank

Porawan Pingwong — 2025-10-07

This article aims 1) to study the organizational climate that affects the job happiness of the Government Housing Bank employees; 2) to study the organizational culture that affects the job happiness of the Government Housing Bank employees; and 3) to study the emotional intelligence that affects the job happiness of the Government Housing Bank employees. The research design is a quantitative research. The sample consists of 400 Government Housing Bank employees. The researcher collected data from 400 questionnaires and analyzed the data. The statistics used for data analysis include frequency distribution, percentage, mean, standard deviation, and multiple regression analysis. The research results found that 1) organizational climate factor can explain 21.2 percent of the variance in job happiness of GH Bank employees (R² = 0.212) with a significance level of 0.05; 2) organizational culture factor can explain 29.0 percent of the variance in job happiness of GH Bank employees (R² = 0.290) with a significance level of 0.05; and 3) emotional intelligence factor can explain 56.6 percent of the variance in job happiness of GH Bank employees (R² = 0.566) with a significance level of 0.05. The benefits of this research are that the data can be used as guidelines for human resource management, especially in promoting an atmosphere and culture that is conducive to creative collaboration, as well as developing employees' emotional intelligence to increase job happiness, which will result in personnel retention, reducing turnover, and enhancing organizational performance in the long term.

A Study A Study of Transformational Leadership, Job Expectations, and Quality of Work Life Affecting Job Performance of Employees at the Government Housing Bank

ภัทราวรรณ ธีรกีรยุต — 2025-10-07

This article aims to 1) study the effects of transformational leadership on the performance of GH Bank employees; 2) study the effects of job expectation on the performance of GH Bank employees; and 3) study the effects of quality of work life on the performance of GH Bank employees. The research design was a quantitative study. The sample consisted of 400 GH Bank employees nationwide using a quota sampling method. A questionnaire was used as the data collection tool. The statistics used for data analysis included frequency, percentage, mean, standard deviation, and multiple regression analysis. The results revealed that transformational leadership, job expectation, and quality of work life all significantly impacted the performance of GH Bank employees at the 0.05 level, with quality of work life having the highest impact on performance. The findings can be used as guidelines for human resource management policies, such as leadership development, meeting employee expectations, and promoting quality of work life, to enhance organizational efficiency and sustainability.

A Study of Transformational Leadership, Job Satisfaction, and Work Environment Affecting Organizational Commitment of Government Housing Bank Employees at Headquarters

Suphattra Sawasklin — 2025-10-07

This article aims to 1) study the effect of transformational leadership on organizational commitment of employees at the Government Housing Bank Head Office, 2) study the effect of job satisfaction on organizational commitment of employees at the Government Housing Bank Head Office, and 3) study the effect of environment on organizational commitment of employees at the Government Housing Bank Head Office. The research design is quantitative research. The sample consists of 367 employees at the Government Housing Bank Head Office. The data collection tool is a questionnaire. The statistics used for data analysis include frequency distribution, percentage, mean, standard deviation, and multiple regression analysis. The results of the research found that 1) transformational leadership factors can be combined to predict organizational commitment of employees at the Government Housing Bank Head Office by 20.8 percent (R2 = 0.208) with statistical significance at the 0.05 level, 1) job satisfaction factors can be combined to predict organizational commitment of employees at the Government Housing Bank Head Office by 30.7 percent (R2 = 0.307) with statistical significance at the 0.05 level, and 3) environmental factors The results were able to predict overall organizational commitment of 38.6 percent (R2 = 0.386) of the Government Housing Bank Head Office employees, with statistical significance at the 0.05 level. The results are useful for determining the bank's human resource management policies and guidelines. Executives can use this information to emphasize creating a work environment conducive to efficiency, increasing job satisfaction, and developing transformational leadership, which will help strengthen employee commitment to the organization sustainably. It can also be used as a guideline for other financial institutions or agencies that wish to strengthen organizational commitment in a similar manner.