The Influence of Employees’ Organizational Commitment on Workplace Loneliness

The purpose of this present study was to explore the influence of organizational commitment on workplace loneliness. Data were collected from 143 respondents who worked as an employee at one Thai government bank headquarters. Modified versions of organizational commitment scale and loneliness at work scale were used for data collection. The results of multiple regression analysis indicated that affective, continuance, and normative commitment could explain 35% of variance to workplace loneliness (R² = .345, F(3, 143) = 24.858, p <.01).  Findings demonstrated that continuance commitment and normative commitment had a significantly positive impact on loneliness at work while affective commitment had a significantly negative influence on workplace loneliness. Discussions and recommendations for further studies were also discussed.