Perception of Sustainable Human Resource Management According to the Employee Life Cycle: A Case Study of a Company in Bangkok
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Abstract
The purposes of this research were: 1) to study the level of perception of sustainable human resource management according to the employee life cycle; and 2) to compare the level of perception of sustainable human resource management according to the employee life cycle, classified by personal factors. In survey research, the data were collected by a questionnaire with a reliability value of 0.931. The samples of this study are 113 employees in a case study of a company in Bangkok. The statistics used in the study were descriptive, T-Test, and One-way ANOVA. The results of the research were as follows: (1) The level of perception of sustainable human resource management according to the employee life cycle was at a high level overall. According to each dimension, it was found that employee selection was the dimension with the highest and separation was the dimension with the lowest average. (2) The comparison of the perception of sustainable human resource management according to the employee life cycle classified by personal factors overall (gender, age, education, income, experience, and level of employees) was no statistically significant difference.
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