วัฒนธรรมองค์กรที่ส่งผลต่อการเป็นองค์การแห่งการเรียนรู้ของธนาคารออมสิน ภาค 8

Abstract

This independent study aims to examine the organizational culture's impact on the Government Savings Bank, Region 8's development into a learning organization. The study's population comprised 337 employees, Using the conceptual framework of cultural patterns based on the lifestyles and behaviors corresponding to the characteristics of ancient Greek gods, including Apollo or Role Culture, Athena or Task-Oriented Culture, Dionysus or Existential Culture, and Zeus or Leader Culture. The concept of creating a learning organization emphasizes the development of discipline among personnel within the organization, comprising five disciplines: Personal Mastery, Mental Models, Shared Vision, Team Learning, and Systems Thinking. Data were analyzed using descriptive statistics, including Frequency and Percentage, Pearson Product Moment Correlation Coefficient analysis to analyze the relationship between two variables (Crosstab), and Multiple Regression Analysis. The demographic analysis revealed that the majority of respondents were female, aged between 31-40 years, holding a master’s degree, and earning 35,001 baht or more per month. Most respondents were in operational positions with 5-10 years of work experience. Regarding organizational culture, the findings indicated that respondents generally rated their organizational culture highly. The role-oriented culture had the highest average score, followed by work-oriented culture, leadership culture, and existentialism-oriented culture. Key sub-factors that received high agreement included the Bank's clearly defined organizational structure, work rules and regulations, and support for learning and personnel development through various channels such as e-learning and training. In terms of becoming a learning organization, respondents rated their overall experience at the highest level. Team learning had the highest average score, followed by shared vision, holistic individual development, systematic thinking, and mental models. Sub-factors that were highly agreed upon included the Bank's promotion of teamwork, commitment to defined goals and success, and activities promoting mutual learning. The study found a significant relationship between organizational culture and the development of a learning organization at the Government Savings Bank, Region 8. The overall organizational culture was found to be highly correlated with the learning organization, with significant relationships at the 0.01 level. The correlation coefficients, in descending order, were work-oriented culture, role-based culture, and leadership culture. The cultural factor emphasized by the Government Savings Bank Region 8, as the sole factor significantly influencing organizational learning, with statistical significance at the 0.05 level.