TRAINING MANAGEMENT TO SPEED JOB CAPABILITY IN THAI AUTOMOBILE MAINTENANCE INDUSTRY
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Published:
Oct 16, 2020
Keywords:
Technological Awareness Training Skill & Competency based Training Job Proactivity Job Vitality Job Capability
Main Article Content
Abstract
Training issues that focus only on the knowledge and overlooking management issues: the attitude of workers and technological awareness leads to the loss of organizational resources and employee’s burnout. To achieve the proactive and vitally worker in the Thai automobile maintenance industry, the study aims to investigate the influence of technological awareness and skill-based competency by using 300 employees’ units as the sample data. The results show that skills-based training on job capability is as high as 0.581, which is more than the total effect of the technology awareness training which weighs only 0.214.
Article Details
Section
บทความวิจัย (Research Article)
Each publish articles were copyright by Phranakorn Rajabhat University
Any contents which appeared in each articles in the journal were authors personal opinion. It did not relate to Phranakorn Rajabhat University and other instructors in the university. Each authors would take responsibility on their articles. If there are any mistake, the authors will take responsibility themselves
References
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Vallerand, R. J., Salvy, S., Mageau, G. A., Elliot, A. J., Denis, P. L., Grouzet, F. M. & Blanchard, C. (2007). On role of passion in performance. Journal of Personality, 75, 505–533.
Unsworth, K. L., & Parker, S. K. (2003). Proactivity and innovation: MODELING PROACTIVE WORK BEHAVIOR 649. Promoting a new workforce for the new workplace. In D. Holman, T. D.
Westland, J. C. (2010). Lower bounds on sample size in structural equation modeling. Electronic Commerce Research and Applications, 9, 6, 2010, 476– 487.
Australian National Training Authority. (1996). National Flexible Delivery Taskforce, Final Report, Brisbane, Author.
Arthur, M. B. (2008). Examining contemporary careers: A call for interdisciplinary inquiry. Human Relations, 61, 163–186.
Bateman, T. S., & Porath, C. (2003). Transcendent behavior. In K. S.
Bingqun Cui & Tingjui Chou. (2016). Dealer’s Ordering Decision Behavior under Different Price Strategies: An Analysis Based on the Modern Behavioral Decision Theory. Retrieved 12 February 2019, from DOI: 10.4236/ajibm.2016.64049
Bresnahan,T. F., E. Brynjolfsson, E. (2002). Information Technology, Workplace Organization, and the Demand for Skilled Labor: Firm-Level Evidence.The Quarterly Journal of Economics, 117(1), 339-376.
Brown, Clair and Benjamin Campbell (2001). Work and Technology Review Center for Work. Technology, and Society Working Paper, University of California, Berkeley.
Carmeli A. (2009). Positive work relationships, vitality, and job performance. In N. Ashkanasy W.J. Zerbe & C.E.J. Härtel (Eds.). Research on emotions in organizations: The effect of affect in organizational settings. 45–71, UK : Emerald.
Chan, R.C.H., & Wong, V.K.K. (2006). Novel sustainable and structured model, system and methodology for engineering competency development. Advanced Semiconductor Manufacturing Conference, 367-371.
Crant, J. M. (2000). Proactive behavior in organizations. Journal of Management, 26, 435– 462.
Curtis, B., Hefley, W.E. & Miller, S.A., (2002). The people Capability Maturity Model: Guidelines for improving the workforce. Boston: Pearson education Inc.26, 435– 462.
Dejoy D.M., Della L.J., Vandenberg R.J. & Wilson M.G. (2010). Making work safer : Testing a model of social exchange and safety management. Journal of Safety Research, 41(2), 163–171.
Dee H. Andrews. (2003). RTO-MP-HFM-101, Retrieved 10 November 2019 from
https//U.S./Air Force Research Laboratory 6030 S. Kent St., Mesa, Arizona, USA, 85212- 86061.
Dries, N., Vantilborgh, T., & Pepermans, R. (2012). The role of learning agility and career variety in the identification and development of high potential employees. Personnel Review, 41, 340–358.
Duggan, T. (2017). A description of the characteristics of a high-performance workplace. Retrieve 15 December, 2019, from http://www.smallbusiness.chron.com/characteristics-high- performance-employee-41338.html
Electric Vehicles –Summary report, 2011 Retrieved 15 November 2020 from https://www.ecologic.eu/8271
Factors to leverage knowledge productivity. (2020). Retrieved 15 January, 2020 from https://fmlink.com/articles/6-factors-leverage-knowledge-worker-productivity/
Forest, J., Mageau, G. A., Sarrazin, C., & Morin, E. M. (2011). Work is my passion: the different affective, behavioral, and cognitive consequences of harmonious and obsessive passion toward work. Canadian Journal of Administrative Sciences, 28, 27–40.
Garavan T.N., H. C.-O. (2003). Designing effective employee training program. International Review of Business Research Papers, 3 (2), 162-175.
Ghitulescu, B. E. (2013). Making change happen: The impact of work context on adaptive and proactive behaviors. Journal of Applied Behavioral Science, 49(2), 206-245.
Guest, D.E., Michie, J., Conway, N., and Sheehan, M. (2003). Human Resource Management and Corporate Performance in the UK. British Journal of Industrial Relations, 41, 207–236.
Giraldo, M.P. and Acuna, A.M. (2005). Instructional design oriented towards the development of competences. Information Technology Based Higher Education and Training, 2005. ITHET 2005 6th International Conference, 20-25.
Hall, D. T., & Chandler, D. E. (2005). Psychological success: When the career is a calling. Journal of Organizational Behavior, 26, 155–176.
Hassan, S. (2014). Sources of professional employees’ job involvement: An Empirical assessment in a government agency. Review of Public Personnel Administration, 34, 356-378.
Hobfoll, S. E., & Shirom, A. (2001). Conservation of resources theory: Applications To stress and management in the workplace. In R. T. Golembiewski (Ed.), Handbook of Organization Behavior, 2nd, NY: Marcel Dekker.
Hooper Daire, Coughlan Joseph & Michael R. Mullen (2008). Structural Equation Modelling: Guidelines for Determining Model Fit, Florida Atlantic University, Florida, USA, Academic Conference Ltd, www.ejbm.com
Ibarra, H. (2003). Working identity: Unconventional strategies for reinventing your career.
Cambridge, MA: Harvard Business School Press.
Impacts of Electric Vehicles –Summary report (2011). Retrieved 23, March, 2019 From CE- publishers www.cedelft.eu
Kark, R., & Carmeli, A. (2009). Alive and creating: The mediating role of vitality and aliveness in the relationship between psychological safety and creative work involvement. Journal of Organizational Behavior, 30, 785–804.
Kickul, J., & Gundry, L. K. (2002). Prospecting for strategic advantage: The proactive entrepreneurial personality and small firm innovation. Journal of Small Business Management, 40, 85–97.
Meng, F., & Wu, J. (2015). Merit pay fairness, leader-member exchange, and job Engagement evidence from Mainland China. Review of Public Personnel Administration, 35, 47-69.
Parker, Williams & Turner T. (2006). defined proactive behavior as self-initiated and future-
oriented action that aims to change and improve the situation or oneself. Applied Psychology: An International Review, 65,437– 459.
Rosenberg, M.J. (2003). management solutions. Presented at the Training Director’s Forum, Phoenix, Arizona.
Ryan, R. M., & Deci, E. L. (2000). Self-determination theory and the facilitation of intrinsic motivation, social development, and well-being. American Psychologist, 55, 68-78.
SANS Security Awareness Report The Rising Era of Awareness Training (2019). Retrieved 15 January, 2020 from https://www.knowbe4.com/hubfs/SANS-Security-Awareness-Report- 2019.pdf
Shirom A. (2011). Vigor as a positive affect at work: Conceptualizing vigor, its relations with related constructs, and its antecedents and consequences. Review of General Psychology,15,50–64.
Sen, A.K. (1987). Commodities and Capabilities. New Delhi: Rashtriya. Retrieved 20 March,
2019 from scholar.harvard.edu/sen/publications/commodities-and-capabilities
Stanton, Jeffrey M. (2001). Galton, Pearson, and the Peas: A Brief History of Linear Regression for Statistics Instructors. Journal of Statistics Education, 9 (3).
Tushman, Michael L. & O’Reilly Charles A. (2013). Organizational Ambidexterity: Past, Present and Future.www.hbs.edu/faculty/Publication%20Files/O'Reilly%20
and%20Tushman%20AMP%20Ms%20051413_c66b0c53-5fcd-46d5-aa16- 943eab6aa4a1.pdf
Vakola, M., & Nikolaou, I. (2005). Attitudes towards organizational change: What is the role of employees’ stress and commitment? Employee Relations, 27, 160-174.
Vallerand, R. J., Salvy, S., Mageau, G. A., Elliot, A. J., Denis, P. L., Grouzet, F. M. & Blanchard, C. (2007). On role of passion in performance. Journal of Personality, 75, 505–533.
Unsworth, K. L., & Parker, S. K. (2003). Proactivity and innovation: MODELING PROACTIVE WORK BEHAVIOR 649. Promoting a new workforce for the new workplace. In D. Holman, T. D.
Westland, J. C. (2010). Lower bounds on sample size in structural equation modeling. Electronic Commerce Research and Applications, 9, 6, 2010, 476– 487.