ผลกระทบของบรรยากาศองค์กรที่มีผลต่อแรงจูงใจในการปฏิบัติงานของเจ้าหน้าที่องค์การมหาชนแห่งหนึ่งในภาคเหนือของประเทศไทย

Abstract

This independent study aimed to study the impact of organizational climate towards the achievement motivation of a public organization officer in the northern region of Thailand. The study adopted an organizational climate concept which incorporated six aspects e.g. the organization structure, standards, responsibility, recognition, support, and commitment. It also included 3 aspects of the need theory e.g. need for affiliation, need for power, and need for achievement. The populations in this study were a total of 137 officers of public organizations in the northern region of Thailand. The data were analyzed with descriptive statistics such as frequency, mean, and standard deviation. The results revealed that most of the populations were females, aged between 26-30 years, holding a single status, with a bachelor degree as their highest education. They worked in an operational level with a contract and their working periods ranged between 1-3 years with a monthly salary of 15,001-20,000 Baht. The overall opinions on the organization climate of the respondents showed their agreement in the following order: the most agreeable level for a commitment and responsibility towards the organization, followed by the agreeable level for support, work responsibility, standards, structure, and recognition, respectively. The top three subfactors with their highest average included a commitment for best performance to be a part of the organization’s success, feeling proud to tell other people that they worked for such an organization, and feeling proud to work for the organization, respectively. These three subfactors on the organization climate were included in the commitment and responsibility towards the organization. The overall opinions towards achievement motivation of the respondents were shown in the agreeable level in the following order: the most agreeable level for the need of affiliation, followed by the agreeable level for the need of achievement and the need of power, respectively. The top three factors with their highest average included providing assistance to colleagues when they encountered the problems and required assistance for work operations, having positive attitudes when working with others because they were able to exchange ideas and perspectives in various dimensions and feeling delightful to provide counseling to their colleagues either work or personal matters, and feeling proud if they were accepted by colleagues. These three subfactors were included in the need for affiliation.