The relationship among human resources practices, satisfaction factor and organization commitment in autonomous university

The dissertation is aimed to examine the causal relationship between human resources practices, job satisfaction factor, and organization commitment in autonomous universities in Thailand. The human resources practices consist of four categories: the organization reward, training and development, procedural justices, and workplace participation. Both quantitative and qualitative methods are used in this study and data were collected from employees in autonomous universities in Thailand by means of questionnaire and in-depth interviews. These research findings indicated that the workplace participation had stronger positive relationship with satisfaction factor (C.R. was 3.418, direct corr. 0.823) and organization commitment, (C.R. was 2.368, direct corr. 0.793), while satisfaction factor could serve as the mediator of the relationship between workplace participation and organization commitment (Corr. direct effect .793 and indirect effect was. 611). The procedural justices, on the contrary, had negative effects on the organization commitment (C.R. was -2.102, direct corr. -0.550), while satisfaction factor showed positive effect relationship with organization commitment (C.R. was 2.081, direct corr. 0.520) and organization commitment showed positive effect relationship with satisfaction factor (C.R. was 2.081, direct corr. 0.520). In the qualitative method, the findings from the in-depth interview were proposed and supported by quantitative research.