TRANSFERS AND RESIGNATIONS OF GOVERNMENT OFFICIALS AND CONTRACT EMPLOYEES: A CASE OF THE MUNICIPALITY IN PHRA SAMUT CHEDI DISTRICT, SAMUT PRAKARN PROVINCE

Abstract

This research aimed to 1) examine the personal factors affecting the decision regarding transfer and resignation of government officials and contract employees working in municipalities in Phra Samut Chedi District, Samut Prakan Province, and 2) compare the transfer and resignation of government officials and contract employees in the municipality of Phra Samut Chedi District, Samut Prakan Province, classified by personal factors. This quantitative research studied the concept of personnel management, transfer, resignation, and organizational commitment as the research framework. Government officials and contract employees working in municipalities in Phra Samut Chedi District consisted of 291 individuals. The sample of 168 participants included 108 from Phra Samut Chedi Subdistrict Municipality and 60 from Laem Pha Pha Subdistrict Municipality. The sample group was selected according to Taro Tamane's concept. The research instrument was a set of questionnaires. Data were analyzed using frequency, percentage, mean, standard deviation, t–test, and F–test.

The research results found that 1) The internal organizational factors affecting the decision to transfer or resignation of government officials and contract employees working in the municipalities were overall at a moderate level; and 2) The organizational commitment factors affecting the decision to transfer or resignation of government officials and contract employees working in the municipalities were overall at a high level. The results of the hypothesis testing of all seven hypotheses indicated that government officials and contract employees working in municipalities with different personal factors, namely gender, age, marital status, education level, monthly income, position, and length of service, showed no differences in their decisions to transfer or resign. The research findings can inform guidelines for problem-solving and solution development, aiming at reducing the transfer or resignation rates among government officials and contract employees through the formulation of more effective human resource management policies to enhance work efficiency among government officials and contract employees.