Satisfaction and Motivation to work of employees of The Government Savings Bank (GSB) in Kalasin

Abstract

The objectives of this independent study were 1) to study the satisfaction of Government Savings Bank employees in Kalasin Province 2) to study the on motivation to work of Government Savings Bank employees in Kalasin Province, and 3) to study the differences in on motivation to work classified by personal factors. Study on the relationship between satisfaction and motivation to work of Government Savings Bank employees in Kalasin province The sample consisted of 132 Government Savings Bank employees in Kalasin province. The instrument used in this research was a questionnaire that passed the content accuracy test from 3 experts with an IOC value of 0.994. The statistics used to analyze the data were frequency, percentage, mean, standard deviation, and statistics used to test the hypothesis, namely independent t-test and F-test.

The study found that the majority of respondents were female, under 40 years old, with 5-10 years of work experience, with a bachelor's degree and an average income of 20,001-50,000 baht per month. 1)there is a high level of opinion. When classified into individual aspects, it was found that the highest is policy and administration, 2) motivation to work of employees it was found that the respondents saw that the motivation for the overall performance of the organization There is a high level of opinion. In terms of extrinsic motivation and intrinsic motivation aspects 3) the differentiation of motivation to work is classified according to personal factors. It was found that personal factors differ in terms of age, work experience. Average monthly earnings and positions there are different levels of motivation to work tasks. Statistically significant at the level of 0.05 4) the relationship between satisfaction and motivation to work. It was found that the factors affecting the on motivation to work of Government Savings Bank employees in Kalasin province were the highest factors in policy and administrative performance, followed by the factors of satisfaction in supervisory performance, and the least factors in satisfaction in working conditions and stability.