The Development of the Organizational Cultural Adaptive Behavior Model of Personnel at Mahachulalongkornrajavidyalaya University, Khon Kaen Campus during the COVID-19 Situation

Abstract

The objectives of this article were: 1) to study, 2) to analyze factors influencing development, 3) to develop behavior, and 4) to create a model of behavior development. The study was carried out utilizing mixed-method research between quantitative research and qualitative research together with using development concepts, behavioral models and being a good organizational member, adaptation, organizational culture, and COVID-19as the research framework. The research area was Mahachulalongkornrajavidyalaya University, Khon Kaen Campus. The sample group included 450 undergraduate, master's, and doctoral students, and the key informants were 15 administrators, lecturers, and staff selected by a purposive sampling method. The tool used in quantitative research is a structured questionnaire. The obtained data was analyzed using statistics. The data obtained from the qualitative research was analyzed by content analysis before being descriptively written.

The research results were as follows:

1) The mean value of the overall opinion of the study has at a high level ( = 4.14, S.D. = 4.17).

2) The results of the confirmatory component analysis met the specified criteria: = 31.304, df= 18, P-value = 0.0665, CFI = 0.998, TLI = 0.997, SRMR = 0.005, RMSEA = 0.0240 /df =1.739, <2.

3) The development result was to promote and be alert to effective work. There are a strategic plan and work process, good interaction, expertise, work as a team, equality, integration of Buddhist principles, and network creation by the leadership of the organization's leaders.

4) The model consists of (1) the identity of the organization, (2) the goal of the organization to develop the management system as follows: 1. leadership towards change; 2. analyze, evaluate, and adjust; 3. loving-kindness, compassion, and participation; 4. create a positive attitude; 5. diversified integration; 6. clear rules, (3) to the operating system as follows: 1.knowledge transfer for implementation; 2. systematic design thinking; 3. developing expertise; 4.building academic and professional excellence; 5. learn modern information systems.

Knowledge is the importance of corporate identity and goals that the organization has placed in driving from an efficient management system to creating an effective operating system for the organization.