Employee Retention in a State University in the Bangkok Vicinity Area in Organizational Culture Perspectives
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Abstract
The objectives of this article are 1.) to describe the current state of employee retention in public universities, 2.) to identify conditions and obstacles in employee retention in public universities, and 3.) to suggest ways to improve and develop the process employee retention in public universities It is a qualitative research. Key informants were administrators, academic groups, and support groups, totaling 14 peoples. Use the interview form as a research tool. Data were analyzed using the principle of Thematic Analysis. The results showed that 1.) The current state of employee retention found that the organization had confidence in the employee. There is interaction through activities. Employees are satisfied with their work, that employee engagement has a positive feeling. Non-binding is a work commitment. The organization's support is recognized. Human resource management lacks strategic planning. Employee are supported according to their roles. corporate culture Brotherhood, support, graduating from the same institution employee retention welfare compensation Progress in work, communication, environment 2.) Conditions and obstacles in employee retention found that the organization lacked relationship management. lack of job satisfaction lack of engagement jammed regulations There is no strategic planning in human resource management. An organizational culture that pressures, bullies, overcomes, competes, and gives benefits to friends. Don't like change, think negatively. 3.) Guidelines for improvement and development of employee retention were found to develop communication, participation, assignment of important tasks, friendliness, good returns, activity activities, flexibility, listening to opinions. Caring for staff and families fraternity, justice, suitable job characteristics, winning people's hearts.
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