Organizational Management Affecting the Work Motivation of Personnel in Samut Sakhon Provincial Administrative Organization
Article Sidebar
Main Article Content
Abstract
The objectives of this research were: 1) to study the level of organizational management affecting the work motivation of personnel in Samut Sakhon Provincial Administrative Organization; 2) to compare the organizational management affecting the work motivation of personnel in Samut Sakhon Provincial Administrative Organization; and 3) to examine the organizational management factors affecting the work motivation of personnel in Samut Sakhon Provincial Administrative Organization. The quantitative research included a sample of 220 participants. A questionnaire was used as the data collection instrument. The statistics used for data analysis included percentage, mean, standard deviation, t-test, one-way ANOVA and multiple regression analysis.
The research results as follow: 1) the level of organizational management affecting the work motivation of personnel in Samut Sakhon Provincial Administrative Organization in the overall was at a high level of agreement; 2) a summary comparison of the personal data of the personnel found that 2.1) regarding organizational leadership factors were no difference except transactional leadership style in terms of work experience, laissez-faire leadership style in terms of gender and work experience 2.2) organizational cultural factors were no difference except participation the level of education, monthly income, personnel unity concerning gender and mission concerning gender at statistically significant level of .05; and 3) factors affecting organizational management were found 3.1) leadership factors in terms of transformational and laissez-faire leadership, and 3.2) organizational culture factors in terms of responsibility and value which affect the work motivation of personnel in the Samut Sakhon Provincial Administrative Organization at the statistical level of .05 and .01 respectively.
Article Details
References
Anegasukha, S. (2021). The Combination of Quantitative and Qualitative Methods to Mixed Methods Research. Journal of Education Studies, Burapha University. 3 (1), 1-16.
Chaiya, M. and Chirinang, P. (2023). Human Resource Management under Transformation toward Digital Age. Journal of Administrative and Management Innovation. 11 (1), 104-115.
Kirine, K., Charoenarpornwattana, P., and Leeniwa., J., (2023). Digital Transformation of Human Resource Development. Journal of Information and Learning. 34 (3), 154-165.
Krejcie, R. V., & Morgan, D. W. (1970). Determining sample size for research activities. Educational and Psychological Measurement. 30 (3), 607–610.
Liphancharoen, S. (2022). Human Resource Management (2nd Edition). Ubon Ratchathani: Wittaya Printing 1973 Limited Partnership.
Manmee, T. (2022). Modern Human Resource Management. Phra Nakhon Si Ayutthaya: Mahachulalongkornrajavidyalaya University.
Office of the National Digital Economy and Society Commission. (2018). National Policy and Plan on Digital Development for Economic and Social Development (B.E.2061-2580). Bangkok: Ministry of Digital Economy and Society.
Piyapornsiri, W. (2020). Human Resource Development in the Digital Economy Era. Bangkok: Chulalongkorn University Publishing.
Pongpan, P., Khamyang, P., Pawanna, S., Saiyarat, K., and Seedee, R. (2023). Digital HR Technology and Working Efficiency of Human Resource Officers. Journal of Social Science Panyapat. 4 (4), 27-39.
Ruengkun, J. (2020). Human Resource Management (2nd edition). Nonthaburi: Nation High 1954 Company Limited.
Srisa-ad, B. (2020). Preliminary Research (10th Edition). Bangkok: Suwiriyasarn.
Wattanapong, A. (2020). Digital Economy: Opportunities and Challenges.Bangkok University Printing House.
Woraphatthirakkul, P. (2022). Organization Administration Influencing Personnel Participation of the National Broadcasting and Telecommunication Commission (NBTC). Journal of Educational Innovation and Research. 6 (3), 809-822.
