แรงจูงใจในการทำงานของผู้แทนขายเครื่องมือแพทย์ในเขตพื้นที่ การขายภาคเหนือตอนบนของประเทศไทย

Abstract

This independent research aims to study the motivation for working of medical equipment representatives in the upper northern sales area. Using two-factor theory, consisting of Maintenance factors and Motivation factors. Data were collected by using questionnaires. The sample group was 300 medical equipment representatives in the upper northern region sales area. Data were analyzed by using Descriptive Statistics, including Frequencies, Percentages and Averages and also Inferential Statistics to compare the differences between Mean levels of importance regarding work motivation which consisting of tests to compare the differences in the motivation of the sample group when classified by job position, and used one-way analysis of variance to compare and contrast the motivations of the sample group when classified by age and length of employment as a medical equipment representative. The results of the study found that the majority of sample group were female, aged 36-40 years, with the highest level of education at the bachelor's level. Graduated with the highest level of education in the field of business administration and working for multinational medical equipment companies. Their working years as medical equipment representatives ranged were 1-3 years, 4-6 years, and more than 10 years. Most sample group worked as medical equipment sales representatives. Received salary, other income and compensation in the range of more than 60,000 baht. The results of the study of the level of importance to overall work motivation of the sample group found that overall Maintenance factors were important to the work motivation at a high level. The average values in each aspect were as follows: salary, relationships with colleague, the level and quality of supervision, policy and administration, job security, respectively, while the environment aspect was important for working motivation at a moderate level. As for overall Motivation factors, they were important to work motivation at a high level. The average values in each respect were as follows: success, responsibility, recognition, job characteristics, respectively, while job growth and progress aspects were important for work motivation at a moderate level. When comparing the differences in the Mean levels of importance to work motivation of the sample group, classified by age, length of employee and position, it was found that there were differences in some sub-factors at the significance level of 0.05.