ปัจจัยเชิงเหตุที่มีผลต่อความจงรักภักดีต่อองค์การของวิศวกรเจนเนอเรชั่นวายในรัฐวิสาหกิจด้านสื่อสารโทรคมนาคมไทย
คำสำคัญ:
ปัจจัยเชิงเหตุ, ความจงรักภักดีต่อองค์การ, วิศวกรสื่อสารโทรคมนาคม, เจนเนอเรชั่นวาย, รัฐวิสาหกิจบทคัดย่อ
การวิจัยครั้งนี้มีวัตถุประสงค์เพื่อทำการวิเคราะห์ปัจจัยเชิงเหตุระดับบุคคลและปัจจัยระดับองค์การที่มีผลต่อความจงรักภักดีต่อองค์การ กลุ่มตัวอย่างคือวิศวกรสื่อสารโทรคมนาคมเจนเนอเรชั่นวาย จำนวน 527 คน ใช้วิธีการสุ่มตัวอย่างแบบหลายขั้นตอน (Multi-stage Sampling) แบบวัดทั้งหมดเป็นแบบวัดแบบมาตรประเมินรวมค่า 6 หน่วย มีค่า Cronbach’ s alpha coefficient ของฉบับที่ใช้จริงอยู่ระหว่าง 0.83 ถึง 0.95 ผลการวิเคราะห์องค์ประกอบเชิงยืนยันพบว่า โมเดลโครงสร้างเชิงสาเหตุ มีความกลมกลืนกับข้อมูลเชิงประจักษ์ ค่าน้ำหนักองค์ประกอบทุกด้านเป็นบวกและมีนัยสำคัญทางสถิติ ที่ระดับ 0.01 โดยมีค่า x2 = 112.94, df = 94, p-value = 0.089 (x2 /df = 1.201), GFI = 0.94, AGFI = 0.94, CFI = 1.00, SRMR = 0.021 และ RMSEA = 0.020 ผลการวิจัยพบว่า ปัจจัยระดับบุคคลได้แก่ ความพึงพอใจในงาน และการเสริมพลังเชิงจิตวิทยา มีอิทธิพลทางตรงต่อความจงรักภักดีต่อองค์การ และการเสริมพลังเชิงจิตวิทยามีอิทธิพลทางอ้อมต่อความจงรักภักดีต่อองค์การผ่านความพึงพอใจในงานอีกด้วย ส่วนปัจจัยระดับองค์การ พบว่าการรับรู้การสนับสนุนขององค์การ และแนวปฏิบัติด้านการบริหารทรัพยากรมนุษย์ ต่างมีอิทธิพลทางตรงต่อความจงรักภักดีต่อองค์การ ขณะที่ความไว้วางใจต่อหัวหน้างานไม่มีทั้งอิทธิพลทางตรงและอิทธิพลทางอ้อมต่อความจงรักภักดีต่อองค์การ
เอกสารอ้างอิง
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[4] Junlakanit, N. 2017. "HR 4.0" Engaging Gen X-Y-Z employee. Retrieved June 16, 2017 from, https://www.prachachat.net/news_detail.php?newsid=1497496767
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[8] Adecco Consulting. 2017. Thailand salary guide 2017. Bangkok: Adecco Consulting.
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[10] Eketu, C.A., & Ogbu, E.F. 2015. Promoting employee loyalty through organizational learning: A study of selected hospitality firms in Port Harcourt, Nigeria. ISOR Journal of Business and Management, 17(11), p. 39-44.
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[18] Whitney, & Cooper. 1992. What's loyalty?. Employee Responsibilities and Rights Journal, 5(3), p. 82.
[19] Meyer, J. P., & Allen, N. J. 1997. Commitment in the workplace: Theory, research, and application. Thousand Oaks, CA: Sage.
[20] Bidwell, M. 2011. Paying more to get less the effects of external hiring versus internal mobility. Administrative Science Quarterly, 56(3), p. 369-407.
[21] Rajput, S., Singhal, M., & Tiwari, S. 2016. Job satisfaction and employee loyalty: A study of academicians. Asian Journal of Management, 7(2), p. 1-5.
[22] Sopha, P., Santhitiwanich, A., & Praretsin, A. 2013. Developing the path model and the competing model of cooperate social responsibility to job satisfaction by organization justice in mediator variable. Educational Measurement Journal, 30(88), p. 62-74.
[23] Chuayounan, S. 2016. The multilevel structural equation modelling of managerial coaching on work behaviors based on Thailand education criteria for performance excellence of government university academic support staffs. Dissertation for Doctor of Philosophy in Behavioral Science Research. Srinakarinwirote University.
[24] Spreitzer, G. M. 1995. Psychological empowerment in the workplace: Construct definition, measurement, and validation. Academy of Management Journal, 38, p. 1442–1465.
[25] Eisenberger, R., Hungtington, R., Hutchison, S. & Sowa, D. 1986. Perceived Organizational Support. Journal of Applied Psychology, 71(3), p. 500-507.
[26] Snell, S., & Dean, J. 1992. Integrated manufacturing and human resource management: A human capital perspective. Academy of Management Journal, 35, p. 467–504.
[27] Whitener, E. M. 2001. Do high commitment human resource practices affect employee Commitment? : A cross-level analysis using hierarchical linear modelling. Journal of Management, 27, p. 515-535.
[28] Mishra, A.K. 1996. Organizational responses to crisis: The centrality of trust. In R.M. Kramer, & T.R. Tyler. (Eds.). Trust in organizations: Frontiers of theory and research. pp. 261-287. CA: Sage Publication.
[29] Mishra, A. K., & Mishra, K. E. 1994. The role of mutual trust in effective downsizing strategies. Human Resource Top Management Team Members, 33(2), 261-279.
[30] Nyhan, R. C., & Marlowe, H. A. 1997. Development and psychometric properties of the organizational trust inventory. Evaluation Review, 21(5), p. 614-635.
[31] Mayer, R.C., Davis, J.H. & Schoorman, F.D. 1995. An integrative model of organizational trust. Academy of Management Review, 20(3), p. 709-734.
[32] Mayer, R.C., & Gavin, M.B. 2005. Trust in management and performance: who minds the shop while the employees watch the boss?. Academy of Management Journal, 48(5), p. 874-888.
[33] Hair, J. F., Black, W. C., Babin, B. J., & Anderson, R. E. 2009. Multivariate Data Analysis: A global perspective. 6th ed. Upper Saddle River, New Jersey: Pearson Education.
[34] Diamantopoulos, A., & Siguaw J.A. 2000. Introducing LISREL. London: Sage Publications.
[35] Matzler, K. & Renzl. B. 2006. The relationship between interpersonal trust, employee satisfaction, and employee Loyalty. Total Quality Management, 17(10), p. 1261–1271.
[36] Abdullah, R.B., Karim, N.B.A., Patah, M.O.R.B.A., Zahari, H., Nair, G.K.S. & Jusoff, K. 2009. The linkage of employee satisfaction and employee loyalty in hotel industry in Klang Valley, Malaysia. International Journal of Business and Management, 4(10), p. 152-160.
[37] Turkyilmaz, A., Akman, G., Ozkan, C. & Pastuszak, Z. 2011. Empirical study of public sector employee loyalty and satisfaction. Industrial Management & Data Systems, 111(5), p. 675-696.
[38] Dickson, E.K., & Lorenz, A. 2009. Psychological empowerment and job satisfaction of temporary and part-time nonstandard workers: A preliminary investigation. Institute of Behavioral and Applied Management, (14), p. 243-254.
[39] Laschinger, H. K., Finegan, J. & Wilk, P. 2009. The impact of unit leadership and empowerment on nurses' organizational commitment. The Journal of Nursing Administration, 39(5), p. 228-235.
[40] Wang, G.; & Lee, P. 2009. Psychological empowerment and job satisfaction: An analysis of interactive effects. Group & Organization Management, 34(3), p. 271- 296.
[41] Laschinger, H. K., Finegan, J., Shamian, J., & Wilk, P. 2001. Impact of structural and psychological empowerment on job strain in nursing work settings: Expanding Kanter’s model. JONA: The Journal of Nursing Administration, 31(5), p. 5260-5272.
[42] Jedsadaluck, W. 2010. The relationship between distributive and procedural justice and organizational citizenship behavior and In-role performance: The mediating effect of perceived organizational support. Silpakorn University Journal, 30(2), p. 6-81.
[43] Gould-Williams, J. 2003. The importance of HR practices and workplace trust in achieving superior performance: a study of public-sector organizations. International Journal of Human Resource Management, 14(1), p. 28-54.
[44] Petrescu, A. I., & Simmons, R. 2008. Human resources management practices and worker’s job satisfaction. International Journal of Manpower, 29(7), p. 651-657.
[45] Yang, K. 2006. Trust in Citizens, Trust in institutions, and propensity to trust. Administration & Society. 38(5), p. 573-595.
[46] Werbel, J.D., & Henriques, P.L. 2009. Different views of trust and relational leadership: supervisor and subordinate perspectives. Journal of Managerial Psychology, 24(8), p. 780-796.
[47] Woranankul, W. 2016. A study of organizational trust, supervisory trust and work motivation affecting employees’ loyalty in the Pathumwan district area, Bangkok. Master of Business Administration Independent Study, Graduate School, Bangkok University.
[2] Chuprajong, W., Tungchareoanchai, A., & Pupat, P. 2014. Problems of training in Proctor & Gamble Manufacturing (Thailand) Ltd. Journal of Industrial Education, 13(3), p. 106-112.
[3] Rinwong, S. 2015. “White collar crisis”. Retrieved June 30, 2017, from https://www.bangkokbiznews.com/news/detail/629230.
[4] Junlakanit, N. 2017. "HR 4.0" Engaging Gen X-Y-Z employee. Retrieved June 16, 2017 from, https://www.prachachat.net/news_detail.php?newsid=1497496767
[5] Price Waterhouse Copper. 2013. PwC’s NextGen: A global generationalstudy in 2013 Evolving talent strategy to match the new workforce reality. Retrieved April 25, 2017, from https://www.pwc.com/gx/en/hr-management-services/pdf/pwc-nextgen-study-2013.pdf
[6] Witthawatolarn, S. 2007. Gen Y. Bangkok: Bangkok Business Biz Book.
[7] Deloitte. 2016. The 2016 Deloitte Millennial Survey : Winning over the next generation of leaders. Retrieved May 4, 2017, from https://www2.deloitte.com/content/dam/Deloitte/global/ Documents/About-Deloitte/gx-millenial-survey-2016-exec-summary.pdf
[8] Adecco Consulting. 2017. Thailand salary guide 2017. Bangkok: Adecco Consulting.
[9] Mustapha, M., & Daud, N. 2012. Perceived performance appraisal effectiveness, career commitment and turnover intention of knowledge workers. International Journal of Business and Social Science, 3(19), p. 157-165.
[10] Eketu, C.A., & Ogbu, E.F. 2015. Promoting employee loyalty through organizational learning: A study of selected hospitality firms in Port Harcourt, Nigeria. ISOR Journal of Business and Management, 17(11), p. 39-44.
[11] Martensen, A.; & Grønholdt, L. 2006. Internal marketing: A study of employee loyalty, its determinantsand consequences. Innovative Marketing, 2(4), p. 92-116.
[12] House, R., Rousseau, D. M., & Thomas–Hunt, M. 1995. The meso paradigm: A framework for the integration of micro and macro organizational behavior. In L.L. Cummings & B.M. Staw. (Eds.). Research in organizational behavior. p.71–114. Greenwich, CT: JAI Press.
[13] Pimthong, S. 2004. Antecedent factors correlated with the organizational retention of the university academic staffs. Bangkok: Srinakarinwirote University.
[14] Kline, R. 2011. Principle and practices of structural equation model. 3rd ed. New York: Guilford Press.
[15] Etzioni, A. 1988. The moral dimension: Toward a new economics. New York: The Free Press.
[16] Fletcher, G.P. 1993. Loyalty: An essay on the morality of relationship. New York: Oxford University.
[17] Allen, N. J., & Meyer, J.P. 1990. The measurement and antecedents of affective, continuance and normative commitment to the organization. Journal of Occupational Psychology, 63(1), p. 1-18.
[18] Whitney, & Cooper. 1992. What's loyalty?. Employee Responsibilities and Rights Journal, 5(3), p. 82.
[19] Meyer, J. P., & Allen, N. J. 1997. Commitment in the workplace: Theory, research, and application. Thousand Oaks, CA: Sage.
[20] Bidwell, M. 2011. Paying more to get less the effects of external hiring versus internal mobility. Administrative Science Quarterly, 56(3), p. 369-407.
[21] Rajput, S., Singhal, M., & Tiwari, S. 2016. Job satisfaction and employee loyalty: A study of academicians. Asian Journal of Management, 7(2), p. 1-5.
[22] Sopha, P., Santhitiwanich, A., & Praretsin, A. 2013. Developing the path model and the competing model of cooperate social responsibility to job satisfaction by organization justice in mediator variable. Educational Measurement Journal, 30(88), p. 62-74.
[23] Chuayounan, S. 2016. The multilevel structural equation modelling of managerial coaching on work behaviors based on Thailand education criteria for performance excellence of government university academic support staffs. Dissertation for Doctor of Philosophy in Behavioral Science Research. Srinakarinwirote University.
[24] Spreitzer, G. M. 1995. Psychological empowerment in the workplace: Construct definition, measurement, and validation. Academy of Management Journal, 38, p. 1442–1465.
[25] Eisenberger, R., Hungtington, R., Hutchison, S. & Sowa, D. 1986. Perceived Organizational Support. Journal of Applied Psychology, 71(3), p. 500-507.
[26] Snell, S., & Dean, J. 1992. Integrated manufacturing and human resource management: A human capital perspective. Academy of Management Journal, 35, p. 467–504.
[27] Whitener, E. M. 2001. Do high commitment human resource practices affect employee Commitment? : A cross-level analysis using hierarchical linear modelling. Journal of Management, 27, p. 515-535.
[28] Mishra, A.K. 1996. Organizational responses to crisis: The centrality of trust. In R.M. Kramer, & T.R. Tyler. (Eds.). Trust in organizations: Frontiers of theory and research. pp. 261-287. CA: Sage Publication.
[29] Mishra, A. K., & Mishra, K. E. 1994. The role of mutual trust in effective downsizing strategies. Human Resource Top Management Team Members, 33(2), 261-279.
[30] Nyhan, R. C., & Marlowe, H. A. 1997. Development and psychometric properties of the organizational trust inventory. Evaluation Review, 21(5), p. 614-635.
[31] Mayer, R.C., Davis, J.H. & Schoorman, F.D. 1995. An integrative model of organizational trust. Academy of Management Review, 20(3), p. 709-734.
[32] Mayer, R.C., & Gavin, M.B. 2005. Trust in management and performance: who minds the shop while the employees watch the boss?. Academy of Management Journal, 48(5), p. 874-888.
[33] Hair, J. F., Black, W. C., Babin, B. J., & Anderson, R. E. 2009. Multivariate Data Analysis: A global perspective. 6th ed. Upper Saddle River, New Jersey: Pearson Education.
[34] Diamantopoulos, A., & Siguaw J.A. 2000. Introducing LISREL. London: Sage Publications.
[35] Matzler, K. & Renzl. B. 2006. The relationship between interpersonal trust, employee satisfaction, and employee Loyalty. Total Quality Management, 17(10), p. 1261–1271.
[36] Abdullah, R.B., Karim, N.B.A., Patah, M.O.R.B.A., Zahari, H., Nair, G.K.S. & Jusoff, K. 2009. The linkage of employee satisfaction and employee loyalty in hotel industry in Klang Valley, Malaysia. International Journal of Business and Management, 4(10), p. 152-160.
[37] Turkyilmaz, A., Akman, G., Ozkan, C. & Pastuszak, Z. 2011. Empirical study of public sector employee loyalty and satisfaction. Industrial Management & Data Systems, 111(5), p. 675-696.
[38] Dickson, E.K., & Lorenz, A. 2009. Psychological empowerment and job satisfaction of temporary and part-time nonstandard workers: A preliminary investigation. Institute of Behavioral and Applied Management, (14), p. 243-254.
[39] Laschinger, H. K., Finegan, J. & Wilk, P. 2009. The impact of unit leadership and empowerment on nurses' organizational commitment. The Journal of Nursing Administration, 39(5), p. 228-235.
[40] Wang, G.; & Lee, P. 2009. Psychological empowerment and job satisfaction: An analysis of interactive effects. Group & Organization Management, 34(3), p. 271- 296.
[41] Laschinger, H. K., Finegan, J., Shamian, J., & Wilk, P. 2001. Impact of structural and psychological empowerment on job strain in nursing work settings: Expanding Kanter’s model. JONA: The Journal of Nursing Administration, 31(5), p. 5260-5272.
[42] Jedsadaluck, W. 2010. The relationship between distributive and procedural justice and organizational citizenship behavior and In-role performance: The mediating effect of perceived organizational support. Silpakorn University Journal, 30(2), p. 6-81.
[43] Gould-Williams, J. 2003. The importance of HR practices and workplace trust in achieving superior performance: a study of public-sector organizations. International Journal of Human Resource Management, 14(1), p. 28-54.
[44] Petrescu, A. I., & Simmons, R. 2008. Human resources management practices and worker’s job satisfaction. International Journal of Manpower, 29(7), p. 651-657.
[45] Yang, K. 2006. Trust in Citizens, Trust in institutions, and propensity to trust. Administration & Society. 38(5), p. 573-595.
[46] Werbel, J.D., & Henriques, P.L. 2009. Different views of trust and relational leadership: supervisor and subordinate perspectives. Journal of Managerial Psychology, 24(8), p. 780-796.
[47] Woranankul, W. 2016. A study of organizational trust, supervisory trust and work motivation affecting employees’ loyalty in the Pathumwan district area, Bangkok. Master of Business Administration Independent Study, Graduate School, Bangkok University.
ดาวน์โหลด
เผยแพร่แล้ว
2018-04-30
รูปแบบการอ้างอิง
อรวงศ์ศุภทัต ช., & พิมพ์ทอง ศ. (2018). ปัจจัยเชิงเหตุที่มีผลต่อความจงรักภักดีต่อองค์การของวิศวกรเจนเนอเรชั่นวายในรัฐวิสาหกิจด้านสื่อสารโทรคมนาคมไทย. วารสารครุศาสตร์อุตสาหกรรม, 17(1), 120–128. สืบค้น จาก https://ph01.tci-thaijo.org/index.php/JIE/article/view/140020
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"ข้อคิดเห็น เนื้อหา รวมทั้งการใช้ภาษาในบทความถือเป็นความรับผิดชอบของผู้เขียน"
