อิทธิพลของแรงจูงใจในการปฏิบัติงานที่ส่งผลต่อประสิทธิผลการปฏิบัติงาน ของข้าราชการส่วนท้องถิ่นในเขตจังหวัดสกลนคร

Abstract

The purposes of this study were 1) to investigate the level of work motivation and the performance of local government officials, 2) to explore the influence of work motivation affecting the performance of local government officials, and 3) to establish guidelines on promoting and developing the work motivation and the performance of the local government officials in Sakon Nakhon Province. The subjects were 376 local government officials in Sakon Nakhon, obtained by stratified sampling and random sampling techniques. A questionnaire was used for data collection, and the statistics employed for data analysis included frequency, percentage, mean, standard deviation, and Multiple linear regression analysis. The results revealed that: (1) The work motivation of the local government officials was overall at a high level, and the performance of the local government officials was also at a high level; 2) Regarding the motivation factors, job advancement (β = .298) and responsibility (β = .260) significantly influenced the performance of the local government officials at a .00 level of significance. Job characteristics (β = .142) and Job achievement (β = .115) significantly influenced the performance of the local government officials at a .01 statistical level, whereas job recognition and respect (β =.109) significantly influenced at a .05 level of significance. The said components could predict the performance of the local government officials at 61.50%. Of the supporting factors, job characteristics (β =.345) and the relationship with the superiors (β = .244) significantly influenced the performance of the local government officials at a .00 level of significance. The relationship with colleagues (β = .157), job stability (β = .142), and salary and payment (β = .092) significantly influenced the performance of the local government officials at a .01 level of significance,  indicating that the factors could predict the performance of the local government officials of Sakon Nakhon Province by 67.40%; 3) The guidelines for promoting and developing the work motivation and the performance of the local government officials in Sakon Nakhon Province were: Organizations should set the policies to establish the career path for job advancement and policies for evaluating performance. The administrators of local government organizations should improve their potential to improve administrative management through self-education and knowledge improvement and participation in training courses. Apart from these approaches, the capacities of the employees and staff at every level should be consistently developed.