ความผูกพันของพนักงาน บริษัท เนปจูน คอนเซ็บท์ จำกัด

Abstract

The study on “Employee Engagement of Neptune Concept Company Limited” aimed to examine factors affecting the employee engagement of the Neptune Concept Company Limited in Lamphun. The research population was specified as 120 employees of the Neptune Concept Company Limited, Lamphun (Neptune Concept Company Limited, 2021). Data obtained were analyzed by the descriptive statistics i.e. frequency, percentage, mean, and standard deviation: S.D, and the inferential statistics i.e. importance-performance analysis: IPA. The findings presented that most of the samples were females aged 30-39 years old, whose educational background was lower than a bachelor’s degree, and who earned an income of less than 10,000 Baht. They had been working at the studied company for less than a year and most were in the position of operation employee in the production section. The average importance level of factors affecting employee engagement was observed at a high level with 3.47 mean scores. Factors that the majority gave the importance to included personnel (with 3.67 mean scores); work conditions (with 3.60 mean scores); organization values and policies (with 3.54 mean scores); quality of life (with 3.48 mean scores); opportunities (with 3.41 mean scores), and reward, of which the level of importance was rated at a moderate level (with 3.10 mean scores), respectively. Their options towards factors affecting employee engagement were ranked at a high level with 3.45 mean scores. Factors affecting the majority’s opinions included personnel (with 3.64 mean scores); organization values and policies (with 3.50 mean scores); work conditions (with 3.52 mean scores); quality of life (with 3.44 mean scores); opportunities (with 3.42 mean scores), and reward, of which the level of their opinions was ranked at a moderate level) (with 3.21 mean scores), respectively. According to the application of Importance-Performance Analysis: IPA to compare the importance and the opinion of employees towards 6 factors affecting their engagement and divide the traits as obtained from the comparative studied results into quadrants, the results revealed that most employee engagement listed in the quadrant B (high level of importance and high level of opinion), in which personnel, work conditions, organization values and policies factors were included in; in the quadrant D (low level of importance; but a high level of opinion), in which the quality of life factor was included in; and in the quadrant C (low level of importance and low level of opinion), in which opportunities and reward factors were included in. Regarding the hypothesis testing on the means of importance and opinions towards factors affecting the engagement of the employees in different groups of age and work period, the results presented that the difference was not observed. Regarding the hypothesis testing on the means of importance and opinions towards factors affecting the engagement of the employees in different job positions, the results presented that the difference was observed in opportunities and quality of life factors; but was not detected in factors namely work conditions, organization values and policies, reward, and personnel. Regarding the hypothesis testing on the means of opinions affecting the engagement of the employees of Neptune Concept Company Limited, the results presented that the difference was observed among those in different job positions in factors namely opportunities, quality of life, and reward; but was not detected in work conditions, organization values and policies, and personnel at the statistical significance of 0.05 level.