การเพิ่มศักยภาพการทำงานในอุตสาหกรรมซ่อมดูแลรถยนต์ไทยด้วยการจัดการฝึกอบรม
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ต.ค. 16, 2020
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การฝึกอบรมเพื่อให้ตระหนักรู้เท่าทันเทคโนโลยี การฝึกอบรมบนฐานทักษะและสมรรถนะ การทำงานการทำงานในเชิงรุก การมีพลังชีวิตในการทำงาน ศักยภาพในการทำงาน
Main Article Content
บทคัดย่อ
ปัญหาการฝึกอบรมที่เน้นแต่การให้ความรู้ โดยมองข้ามประเด็นด้านการจัดการด้านทัศนคติของแรงงานทีทำงานเกี่ยวข้องกับเทคโนโลยี ทำให้การฝึกอบรมสูญเสียทรัพยากร หรือไม่สามารถคงอยู่ทรัพยากรความรู้เหล่านี้ไว้ได้ การศึกษานี้จึงนำแนวการฝึกอบรมร่วมสมัยคือ การฝึกอบรมเพื่อให้ตระหนักรู้เท่าทันเทคโนโลยีและการฝึกอบรมบนฐานทักษะทักษะและสมรรถนะ เพื่อให้เกิดการทำงานเชิงรุกและการมีพลังชีวิตในการทำงาน จากแบบสอบถามกับขนาดตัวอย่างจำนวน 300 คนจากธุรกิจซ่อมและดูแลรถยนต์ ผลการศึกษาพบว่า อิทธิพลรวมของการฝึกอบรมบนฐานทักษะและสมรรถนะต่อ ศักยภาพการทำงานสูงถึง 0.581 ซึ่งมากกว่าอิทธิพลรวมของการฝึกอบรมเพื่อให้ตระหนักรู้เท่าทันเทคโนโลยีซึ่งมีน้ำหนักเพียง 0.214
Article Details
รูปแบบการอ้างอิง
เทเวศม์อุดม ส. . (2020). การเพิ่มศักยภาพการทำงานในอุตสาหกรรมซ่อมดูแลรถยนต์ไทยด้วยการจัดการฝึกอบรม. วารสารวิจัยราชภัฏพระนคร สาขามนุษยศาสตร์และสังคมศาสตร์, 15(2), 172–188. สืบค้น จาก https://so05.tci-thaijo.org/index.php/PNRU_JHSS/article/view/246489
ประเภทบทความ
บทความวิจัย (Research Article)
บทความที่ได้รับการตีพิมพ์เป็นลิขสิทธิ์ของมหาวิทยาลัยราชภัฏพระนคร
ข้อความที่ปรากฏในบทความแต่ละเรื่องในวารสารวิจัยราชภัฏพระนครเล่มนี้เป็นความคิดเห็นส่วนตัวของผู้เขียนแต่ละท่านไม่เกี่ยวข้องกับมหาวิทยาลัยราชภัฏพระนคร และคณาจารย์ท่านอื่นๆในมหาวิทยาลัยฯ แต่อย่างใด ความรับผิดชอบองค์ประกอบทั้งหมดของบทความแต่ละเรื่องเป็นของผู้เขียนแต่ละท่าน หากมีความผิดพลาดใดๆ ผู้เขียนแต่ละท่านจะรับผิดชอบบทความของตนเองแต่ผู้เดียว
เอกสารอ้างอิง
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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.
