CORE COMPETENCY OF THAI JUDGE

Abstract

The objectives of this study were to assess the core competency degree of Thai judge and delineate factors affected on such core competency aspects. Three hundred and eighty eight judges who worked in all level judiciary (First instance, Appeal and Supreme Courts) were sampled. The data was collected by questionnaire and analysis through Descriptive statistics as Percentage, Mean, and Standard Deviation included inferential statistics as ANOVA. The objectives of this study were to assess the core competency degree of Thai judge and delineate factors affected on such core competency aspects. Three hundred and eighty eight judges who worked in all level judiciary (First instance, Appeal and Supreme Courts) were sampled. The data was collected by questionnaire and analysis through Descriptive statistics as Percentage, Mean, and Standard Deviation included inferential statistics as ANOVA. The results can be summarized as follows: 1. In terms of personal background, most of the participants were appeal judges male with aged more than 50 years, married, had a Master’s Degree and had worked in their organizations more than 21 years. They are currently taking care of the dependent for two persons. The income level ranged more than 1-200,000 Baht per month. Apart from this, as for the performance factors, they also expressed their reason to be the judge as love to be and faith in career and agreed with the cooperation organizational communication  2. As far as the core competency level viewpoint is concerned, most of the sample judge officers expressed at high level of opinion on all aspects. The Highest level was on Integrity. The subordinates were as Achievement Goal, Teamwork, Service mind, Expertise respectively. 3. Factors related with core competency degree of Thai judge depending on age, the affiliated judicial level, monthly income, and work time period as the judicial work, and communication aspects in the organization. Recommendations from this study are that there should be the various work innovative competitions, cooperation with other units for public services, to review the annual performance, and survey for satisfaction of the client, provide the judge team work activities path obviously and upgrades innovation to work process. Similarly, comparative studies that looked at other judicial units and special courts in other competency areas and in delineate the competency indicators including the qualitative approach would also be useful.