SEM for Job Retention Satisfaction of Security Officers of the War Veterans Organization of Thailand under Royal Patronage of His Majesty the King to the Performance Strategy

บทคัดย่อ

Background and Objectives: This study aimed to develop a structural equation model (SEM) of job satisfaction and job retention among security officers of the War Veterans Organization under Royal Patronage in relation to performance management strategies and to examine the empirical consistency of the proposed model. The study focused on examining the relationships among performance management strategies, job satisfaction, and job retention, with particular attention to whether the proposed structural equation model was consistent with the empirical data. The study also aimed to provide an empirical model that could explain the relationships among these factors and support the understanding of factors associated with security officers’ satisfaction and intention to remain in their jobs.
Methods: The sample consisted of 400 security officers working for the War Veterans Organization under Royal Patronage. Data were collected using a questionnaire as the research instrument. The statistical analyses included frequency, percentage, mean, standard deviation, confirmatory factor analysis (CFA), and structural equation modeling (SEM). Descriptive statistics were used to examine the characteristics of the collected data, while confirmatory factor analysis was employed to examine the components of the variables included in the study. Structural equation modeling was subsequently used to examine the relationships among performance management strategies, job satisfaction, and job retention and to assess the consistency of the proposed model with the empirical data. Model fit indices were also considered to determine whether the structural equation model adequately represented the observed data.
Results: The results indicated that the structural equation model was consistent with the empirical data after model adjustment. The model fit indices demonstrated an acceptable level of model fit, with χ² = 126.57, p = .173, χ²/df = 1.203, CFI = 1.000, GFI = 0.970, AGFI = 0.960, and RMSEA = 0.000. These findings supported the hypothesized causal relationships between performance management strategies, job satisfaction, and job retention among security officers. The results confirmed that performance management strategies were significantly associated with employees’ satisfaction and intention to remain in their jobs. The findings from the model fit assessment indicated that the adjusted structural equation model met the specified criteria and provided support for the proposed relationships among the variables. The results therefore demonstrated that the model could be used to explain the relationship between performance management strategies, job satisfaction, and job retention among security officers of the War Veterans Organization under Royal Patronage.
Application of this study: The findings can be applied by the War Veterans Organization under Royal Patronage to develop appropriate performance management strategies that enhance job satisfaction and encourage security officers to remain with the organization. The structural equation model can also serve as a guideline for human resource management, particularly in developing performance evaluation, motivation, and employee retention practices. The findings may support organizational administrators and relevant personnel in considering performance management strategies that are consistent with employees’ needs and contribute to maintaining job satisfaction and retention. In addition, the model can provide a framework for understanding the relationships among performance management strategies, job satisfaction, and job retention when planning and implementing human resource management practices.
Conclusions: The structural equation model of job satisfaction and job retention among security officers was consistent with the empirical data and satisfied the specified model fit criteria. Performance management strategies demonstrated a causal relationship with job satisfaction and job retention. Therefore, effective performance management can be considered an important approach for improving employee satisfaction and supporting the retention of security officers in the organization. The results of the study provide empirical support for the proposed structural equation model and indicate that appropriate performance management strategies can be an important consideration in promoting job satisfaction and job retention among security officers of the War Veterans Organization under Royal Patronage.