The influence of psychological capital and affective organizational commitment on intention to stay in a Thai university post-reorganization

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Published: Mar 27, 2026
Keywords:
mental health, positive psychology, organizational psychology
Tanawadee Wanna
Applied Psychology Program, Graduate School, Srinakharinwirot University
https://orcid.org/0009-0007-1945-9830
Chaiyut Kleebbua
Division of Multi/ Interdisciplinary Studies, Graduate School, Srinakharinwirot University
https://orcid.org/0000-0002-6406-4826
Chatchai Ekpanyaskul
Department of Preventive and Social Medicine, Faculty of Medicine, Srinakharinwirot University,
https://orcid.org/0000-0002-2906-9832
Abstract

Organizational changes have significantly impacted the psychological work environment, posing challenges in retaining committed employees. This study examined the influence of psychological capital (PsyCap) and affective organizational commitment (AOC) on intention to stay (ITS). A cross-sectional study was conducted among 264 staff at an autonomous university in Bangkok, Thailand, using stratified random sampling. Data were collected via a self-administered questionnaire covering demographics, PsyCap, AOC, and ITS. It demonstrated strong validity (IOC = 0.66–1.00) and reliability (Cronbach’s alpha = .73–.94). Hierarchical multiple regression analysis was used to examine relationships among variables. Results revealed that PsyCap significantly predicted AOC (β = .71, p < .001), supporting its role as an antecedent. PsyCap also had a direct effect on ITS (β = .55, p < .001), partially mediated by AOC. In the final model, AOC remained a strong predictor of ITS (β = .52, p < .001), while PsyCap's effect decreased (β = .18, p = .006), confirming partial mediation. The model explained 46% of the variance in ITS, primarily via the PsyCap → AOC → ITS pathway. In conclusion, PsyCap fosters emotional commitment, which enhances retention. Cultivating positive psychological resources can help organizations reduce turnover and support long-term success.

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