ความผูกพันต่อองค์การของบุคลากรคณะบริหารธุรกิจ มหาวิทยาลัยเชียงใหม่

Abstract

The independent study entitled, “Employee Engagement Towards Faculty of Business Administration, Chiang Mai University”, aimed at assessing level of employee engagement at the Faculty of Business Administration, Chiang Mai University and exploring factors affecting employee engagement. Samples of this study were specified to 90 employees of the faculty. Questionnaires were used to collect data and data analysis was conducted by the use of descriptive statistics, consisting of frequency, percentage and means, and linear regression. The findings showed that most respondents were married female, aged 31-40 years old, graduated with Master’s degree, and had working period between 11-15 years. Their monthly earning included salary and position allowance was 15,001-20,000 Baht. Most of them were permanent employee of the university, working in the line of knowledge worker in the position of lecturer and in the line of technical worker under the office of secretariat, Faculty of Business Administration in the technical and professional positions of finance and accounting officer, librarian, operations officer, and computer technical officer in the educational services and students development affairs. The results of the study presented that the employees of the Faculty of Business Administration ranked their organizational engagement at ‘Engaged’ level. In an overview, their opinions towards factors affecting employee engagement namely company, job, human resource development, and leadership were ranked at high level. Hereafter were shown details in each factor. In company factor, the following components affected employees’ opinion towards employee engagement at high level : establishing appropriate and safe working environment, encouraging employees to seek for knowledge and innovate something new for the faculty, and offering proper communication channels for the employees, in orderly. In job factor, the following components affected employees’ opinion towards employee engagement at high level: preparing adequate numbers of devices and equipment to support employee’s performance, assigning tasks appropriately to employee’s knowledge and skills, and allowing employees to participate in organizational decision-making, especially in an agenda related to their responsibilities, in orderly. In human resource development factor, the following components affected employees’ opinion towards employee engagement at high level: paying attention to employee’s health and sanitation adequately, convincing employees to have the sense of working security, and promoting and arranging special activities to strengthening good relationship among employees, in orderly. In leadership factor, the following component affected employees’ opinion towards employee engagement at high level: supervisor who had wide vision and was able to convey it to subordinates and supervisor who reasonably and fairly listened to subordinates’ opinions with respect, in orderly. Factors affecting level of employee engagement were found in the positive relation to the employee engagement at R = 0.817. Factors of company, job, human resource development and leadership shall predict the employee engagement at 66.8%. Factors of company and leadership shall predict the employee engagement in an overview at the statistical significance of 0.05. However, in an overview, factors of job and human resource development did not affect to level of employee engagement.