Factors Affecting Employee Performance: A Case Study of The Third Royal Factory (Tao Ngoi), Sakon Nakhon
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Abstract
Many organizations are now focusing on the performance of their employees. The Third Royal Factory (Tao Ngoi), Sakon Nakhon, is a famous organization which was established to develop careers and increase the incomes of the people in the upper northeastern region to be sustainable by growing tomatoes and advocating the processing of tomato products. They mentioned that leadership style, motivation, and organizational commitment are important factors for the effective operation of the organization. Therefore, this article aimed to study 1) the influence of three leadership styles (transformational leadership, transactional leadership, and laissez-faire leadership) on the three dimensions of organizational commitment (affective commitment, continuance commitment, and normative commitment). 2) the influence of motivation on the three dimensions of organizational commitment 3) the influence of three dimensions of organizational commitment on employee performance 4) the influence of three leadership styles on an employee's performance and 5) the influence of motivation on an employee's performance. Data were collected from 142 staff who enrolled at the Third Royal Factory (Tao Ngoi), Sakon Nakhon. Descriptive statistics like frequency, percentage, and standard deviation were used to describe the basic features of the data in the study. For hypothesis testing, inferential statistics, Pearson correlation coefficient, simple regression analysis, and multiple regression analysis were used for hypotheses testing. Findings portrayed that 1) transformational leadership significantly influenced all of three dimensions of organizational commitment. While transactional leadership and laissez-faire leadership were not influencing all of them 2) motivation significantly influenced all of three dimensions of organizational commitment 3) affective commitment and normative commitment significantly influenced the employee's performance when continuance commitment was not 4) transformational leadership significantly impacted on employee performance while transactional leadership and laissez - faire leadership were not and 5) motivation significantly impacted on employee performance. Several recommendations were discussed, and suggestions for future research were offered.
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