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Enhancing Supportive Leadership, Affective Organizational Commitment and Work Engagement through ODI : A Case Study of Gold Power Company Limited, Myanmar |
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| รหัสดีโอไอ | |
| Creator | Thida Tin |
| Title | Enhancing Supportive Leadership, Affective Organizational Commitment and Work Engagement through ODI : A Case Study of Gold Power Company Limited, Myanmar |
| Contributor | Papitchaya Wisankosol |
| Publisher | Graduate School of Business and Advanced Technology Management Assumption University Thailand |
| Publication Year | 2564 |
| Journal Title | ABAC ODI Journal Vision. Action. Outcome |
| Journal Vol. | 9 |
| Journal No. | 1 |
| Page no. | 130-161 |
| Keyword | supportive leadership, affective organizational commitment, work engagement, organization development interventions |
| URL Website | http://www.assumptionjournal.au.edu/index.php/odijournal |
| Website title | ABAC ODI Journal Vision. Action.Outcome |
| ISSN | 2408-2058 Online ISSN 2351-0617 Print ISSN |
| Abstract | This participatory action research aims to enhance work engagement and affective commitment by designing and delivering the necessary organizational development interventions (ODIs) at the focal company, the Gold Power Company Limited (GPCL). The researcher employed action research method to answer three objectives, comprising 1) Diagnosing the current situations of supportive leadership, affective organizational commitment, and work engagement at Gold Power Company, 2) Designing and experimenting with the ODIs of supportive leadership, affective organizational commitment, and work engagement, and 3) Measuring the effects of ODIs on supportive leadership, affective organizational commitment, and work engagement. The research site is at Gold Power Company, Myanmar, involving the managers (n=50) who are full-time employees. This study employs quantitative survey research method with the use of structured questionnaire with 5-point Likert scale as research instruments, where the instruments are validated and tested with Cronbach Alpha Co-Efficient. The results indicate that the ODIs have improved supportive leadership (P=0.000), Affective organizational commitment (P=0.000), and work engagement (P=0.000). The recommendations include 1) providing more leadership training to enhance supportive leadership and people-oriented leadership behaviors, 2) encouraging middle managers to use more of supportive leadership behaviors, 3) suggesting HR department at GPCL to inspect affective organizational commitment and work engagement level routinely, and to include leader's supportive behaviors as KPIs in performance appraisal. |
