แรงจูงใจในการปฏิบัติงานของบุคลากรคณะบริหารธุรกิจและศิลปศาสตร์ มหาวิทยาลัยเทคโนโลยีราชมงคลล้านนา

Abstract

The objective of the study Employee Work Motivation of the Faculty of Business Administration and Liberal Arts, Rajamangala University of Technology Lanna was to investigate work motivating factors among the employees of The Faculty of Business Administration and Liberal Arts. The population was 142 employees. The instrument used to collect data was the questionnaire. The analysis was based on Herzberg's Two - Factor Theory. Motivation factors include achievement, recognition, work itself, responsibility, advancement, and growth. Hygiene factors include salary, company policy, administration, supervision, interpersonal relationships, working conditions, job security, and status. The data were analyzed using descriptive statistics and Importance -Performance Analysis (IPA) There were 142 respondents, including 109 academic employees and 33 support employees. The study results showed that most academic employees were female, 45-54 years old, single, and have master's degrees. They have been working for 6- 10 years, and most of them were university employees. Their monthly income was 30,001 - 40,000 baht. According to support employees, most were female, 25 - 34 years old, single, with Bachelor's degree. They have been working for 6 - 10 years, and most of them were university employees. Their monthly income was 10,001 -20,000 baht. From the analysis of motivating factors among the academic employees. It was found that the academic employees rated overall motivation factors at a high level. The three highest motivation factors were advancement, achievement, growth, respectively. Moreover, they rated the overall hygiene factors at a high level. The three highest hygiene factors were salary, job security, interpersonal relationship, respectively. The study found that the academic employees were satisfied with the overall motivation factors at a high level. They rated each of the factors at a high level. The highest motivation factors satisfied were achievement, responsibility, work itself, respectively. They also rated the overall hygiene factors at a high level. They also rated each of the factors at a high level. The three highest scores of satisfied hygiene factors were job security, interpersonal relationship, and salary. According to support employees, the overall motivation factors were rated at a high level. They also ranked each of the factors group at a high level. The highest three motivation factors were advancement, achievement, recognition, respectively. They rated the overall hygiene factors at a high level. They also ranked each of the factors group at a high level. The three highest scores in hygiene factors were interpersonal relationships, supervision, and working conditions. The support employees were satisfied with the overall motivation factors at a high level. They rated the overall hygiene factors at a high level with the highest scores in hygiene factors that satisfied interpersonal relationships, working conditions, and supervision. The highest scores in motivation factors were achievement, recognition, responsibility, respectively. From Importance-Performance Analysis for the academic employees, it was found that most sub-factors of motivating factors were in Quadrants A: Concentrate Here, and the most sub-factors of advancement were in Quadrants A: Concentrate Here. According to the hygiene factors, most subfactors were in Quadrants A: Concentrate Here. Moreover, the most sub-factors of salary were in Quadrants A: Concentrate Here. From Importance-Performance Analysis for the support employees, it was found that most sub-factors of motivating factors were in Quadrants B: Keep up good Work and only sub-factors of advancement were in Quadrants B: Keep up good Work. For the hygiene factors, it was found that most sub-factors of hygiene factors were Quadrants B: Keep up good Work, and the most sub-factors of Interpersonal Relationship were in Quadrants B: Keep up good. The study of support employees also found that the least sub-factors of motivating factors were Quadrants A: Concentrate Here, and only sub-factors of advancement were in Quadrants A: Concentrate Here. For the hygiene factors, it was found that most sub-factors of salary were in Quadrants A: Concentrate Here.