รูปแบบอิทธิพลความผูกพันของพนักงานที่ส่งผลต่อประสิทธิภาพทางการเงิน กลุ่มอุตสาหกรรมชิ้นส่วนยานยนต์ของประเทศไทย (The model of employee engagement influencing financial performance in the automotive parts industry of Thailand)
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Published:
Dec 24, 2018
Keywords:
ความผูกพันของพนักงาน ประสิทธิภาพทางการเงิน อิทธิพลภายในและภายนอก Intrinsic influence Extrinsic influence Employee engagement Financial performance
Main Article Content
Abstract
การวิจัยครั้งนี้มุ่งพัฒนารูปแบบความผูกพันของพนักงาน มีวัตถุประสงค์เพื่อศึกษาองค์ประกอบของอิทธิพลภายในและอิทธิพลภายนอกที่มีต่อความผูกพันของพนักงานที่มีความสัมพันธ์ต่อประสิทธิภาพทางการเงินในการพัฒนารูปแบบความผูกพัน ทั้งนี้การวิจัยแบบผสมวิธีโดยกำหนดประชากรที่ใช้ศึกษาเป็นพนักงานในกลุ่มบริษัทอุตสาหกรรมชิ้นส่วนยานยนต์ของประเทศไทย มีองค์ประกอบเชิงประจักษ์จำนวน 115 องค์ประกอบ โดยการสำรวจข้อมูลพนักงานระดับปฏิบัติการจำนวน 950 ตัวอย่าง และวิจัยสัมภาษณ์เชิงลึกผู้บริหารระดับกลางจำนวน 30 คน รวมทั้งการวิจัยสนทนาเชิงกลุ่มผู้เชี่ยวชาญและผู้ทรงคุณวุฒิจำนวน 12 คน พื้นที่ที่ทำการศึกษาเป็นบริษัทผลิตชิ้นส่วนยานยนต์ในจังหวัด ชลบุรี ระยอง สมุทรปราการ และปทุมธานี ของประเทศไทย
This research aimed to develop the model of employee engagement. The objective was to study the important components of intrinsic and extrinsic Influences that impacted employees’ engagement and correlated with financial performance development in order to develop the engagement model. Mixed method was used in this study. The population in this study was employees in the automotive parts industry in Thailand. There were 115 empirical components derived from the surveys of 950 Employees, the in-depth interview with 30 managers, and focus group discussion with 12 experts and specialists in the automotive parts Industry. The research areas were automotive parts manufacturing companies in Chonburi, Rayong, Samutprakarn, and Pathumthani, Thailand.
Article Details
Section
บทความประจำฉบับ
References
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Castellano, William G. (2009). A New Framework of Employee Engagement, For the degree of Doctor of Philosophy, Rutgers University, New Jersey, USA.
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Harter, J.K., Schmidt, F.L., and Hayes, T.L. (2002). Business-unit level relationship between Employee satisfaction, employee engagement, and business outcomes: a meta-analysis. Journal of Applied Psychology, 87(2): 268-279.
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MacLeod, D., Clarke, N. (2009). The MacLeod Review – Engaging for Success: Enhancing Performance though Employee Engagement (1st ed.). London: Department for Business Innovation and Skills.
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Serious Consulting. (2010). The Business Case for Engagement. Corporate Leadership Council, Driving Employee Performance and Retention through Engagement. Article Corporate Executive Board, 1(1): 1-7.
SHRM Special Expertise Panels. (2006). Leveraging Employee Engagement for Competitive Advantage. Article HR’s Strategic Role, 52(3): 1-12.
Sushil, Sarika. (2014). Job Enrichment as Determinant of Employee Engagement, Journal of Human Resource Management, 3(1): 1-21.
Sweem, Susan L. (2009). Leveraging Employee Engagement Through a Talent Management Strategy. Doctor of Philosophy in Organization Development Benedictine University. Illinois, USA.
Tejaswi Bhuvanaiah and R. P. Raya. (2015). Mechanism of Improved Performance: Intrinsic Motivation and Employee Engagement, SCMS Journal of Indian Management, 12(4): 92-97.
The Corporate Executive Board. (2010). Employee Engagement Study, Article of Corporate Executive Board Report, 1(1): 1-6.
The Economist. (2011). Reengaging with Engagement, Report, Journal Economist Intelligence Unit, 1(1): 1-15.
Towers Watson. (2011). International Survey Research, Journal of International Pension Plan Survey, 1(1): 1-20.
Tziner, A., Manor, R.W., Vardl, N., and Brodman, A. (2008). The personality dispositional Approach to job satisfaction and organizational commitment, Journal of Psychological Reports, 103(1): 435-422.
Wefald, A.J., and Downey, R.G. (2008). Job engagement in organizations: fad, fashion or folderol. Journal of Organizational Behavior, 30(1): 141-145.
Welch Mary. (2011). The evolution of the employee engagement concept: Communication implications Corporate Communications. An International Journal, 16(4): 328-346.
Yousaf A., Yang H., and Sanders K. (2015). Effects of intrinsic and extrinsic Motivation on task and contextual performance of Pakistani professionals, The mediating role of commitment foci. Journal of Managerial Psychology, 30(2): 133-150.
Yu Ru, Hsu. (2012). Mediating roles of intrinsic motivation and self-efficacy in the Relationships Between perceived person-job fit and work outcomes. African Journal of Business Management, 6(7): 2616-2625.
Albrecht, S.L. (2010). The Handbook of Employee Engagement (1st ed.). Cheltenham: Edward Elga Publishers.
Attridge, M. (2009). Measuring and managing employee work engagement: a review of the research and business literature. Journal of Workplace Behavioural Health, 24(4): 383-398.
Balain, S., and Sparrow, P. (2009). Engaged to perform: a new perspective on employee Engagement. Article citation: Lancaster University Management School, Lancaster, Centre for Performance-led HR, 9(4): 138-147.
Berrett-Koehler. (2009). Intrinsic Motivation at Work: What Really Drives Employee Engagement (9rd ed.). San franciso: Berrett-Koehler Publisher, Inc.
Bono, J.E., Judge, T.A., Patton, G.K., and Thoresen, C.J. (2001). The job satisfaction-job Performance Relationship: a qualitative and quantitative review. Article in Psychological Bulletin, 127(3): 376-407.
Bridge Consulting. (2012). The business case for employee engagement and Communication. Journal for additional resources that provide insight on a variety of topics related to engagement and Communication, 1(1): 1-26.
Castellano, William G. (2009). A New Framework of Employee Engagement, For the degree of Doctor of Philosophy, Rutgers University, New Jersey, USA.
Cropanzano, R., Bowen, D. E., & Gilliland, S. W. (2007). The management of Organizational justice. Academy of Management Perspectives. Articles Academy of Management Perspectives, 21(4): 34-48.
Culpeper, Robert A., and Austin, Stephen F. (2006). The Role of Perception of future extrinsic outcomes and person-environment congruence in career choice. Journal of Organization Culture, Communication and Conflict, 10(2): 1-11.
Deborah, Ann Phillips. (2009). EMPLOYEE ENGAGEMENT MODEL FOR THE MULTI - FAMILY RENTAL HOUSING INDUSTRY, Doctor for Philosophy in Architecture, Georgia Institute of Technology, USA.
Fullan, Michael. (2011). Intrinsic Motivation. Leadership Excellence. Article Leadership Excellence Essentials, 28(12): 6-7.
Gallup Consulting. (2010). Employee Engagement: What’s Your Engagement Ratio. (Online). Retrieved October 10, 2014 form http://www.gallup.com/ consulting/121535/Employee-Engagement-Overview-Brochure.aspx
Goodman, M.B., Genst, C., Cayo, D., and Ng, S.Y. (2009). CCI Corporate Communication Practices and Trends Study 2009. Research of Corporate Communication International, City University of New York with CCI Associate, New York, USA.
Grant, A. M., & Ashford, S. J. (2008). The dynamics of proactivity at work. Article Research in Organizational Behavior, 28: 3-34.
Gruman Jamie A., and Saks Alan M. (2011). Performance management and employee Engagement. Journals of Human Resource Management Review, 21(2): 123-136.
Harter, J.K., and Schmidt, F.L. (2008). Conceptual versus empirical distinctions among Constructs: implications for discriminant validity. Article in Industrial and Organizational Psychology, 1(1): 36-39.
Harter, J.K., Schmidt, F.L., and Hayes, T.L. (2002). Business-unit level relationship between Employee satisfaction, employee engagement, and business outcomes: a meta-analysis. Journal of Applied Psychology, 87(2): 268-279.
Hewitt Associates. (2005). Cultures and Organizations: Software of the Mind (2nd ed.; Hofstede, G., Hofstede, G.J.). Printed in the United States of America: The McGraw-Hill Companles.
James, D.J. (2005). Statement before the Subcommittee on Military Personnel of the Armed Services Committee United States House of Representatives, Subject, Article Recruiting & Retention, Washington DC, 1(1): 1-24.
Macey, W.H., and Schneider, B. (2008a). In engagement: we are delighted we did It. Article in Industrial and Organizational Psychology, 1(1): 76-83.
MacLeod, D., Clarke, N. (2009). The MacLeod Review – Engaging for Success: Enhancing Performance though Employee Engagement (1st ed.). London: Department for Business Innovation and Skills.
Mawanda, Haruna Juko. (2012). Beyond Technology, an Analysis of the Perceived Impact of Transformational Leadership and Contingent Rewards as Extrinsic Motivation on Virtual Team Member Satisfaction and Leadership Effectiveness: A Quantitative Study. Doctor of Philosophy, Capella University, Minnesota, USA.
Mone, E. M., & London, M. (2010). Employee engagement through effective Performance management: A practical guide for managers (2nd ed.). New York: Routledge.
Office of the National Economic and Social Development Board (NESDB). (2017). NESDB ECONOMIC REPORT: Bureau of Macroeconomic Strategy. (Online). Retrieved May 15, 2017 from http://www.nesdb.go.th/ewt_dl_ link.php?nid=5170
Sandeep Kular. (2007). Employee Engagement. Journal for Literature Review Kingston Business School Kingston University, 1(19): 1-28.
Schaufeli, W.B., Bakker, A.B. (2010). Work Engagement: Defining and measuring work engagement Bringing clarity to the concept (1st ed.). New York: Taylor & Francis.
Serious Consulting. (2006). Corporate Leadership Council, Driving Performance and Retention Through Employee Engagement. Article Corporate Executive Board, 1(1): 1-24.
Serious Consulting. (2010). The Business Case for Engagement. Corporate Leadership Council, Driving Employee Performance and Retention through Engagement. Article Corporate Executive Board, 1(1): 1-7.
SHRM Special Expertise Panels. (2006). Leveraging Employee Engagement for Competitive Advantage. Article HR’s Strategic Role, 52(3): 1-12.
Sushil, Sarika. (2014). Job Enrichment as Determinant of Employee Engagement, Journal of Human Resource Management, 3(1): 1-21.
Sweem, Susan L. (2009). Leveraging Employee Engagement Through a Talent Management Strategy. Doctor of Philosophy in Organization Development Benedictine University. Illinois, USA.
Tejaswi Bhuvanaiah and R. P. Raya. (2015). Mechanism of Improved Performance: Intrinsic Motivation and Employee Engagement, SCMS Journal of Indian Management, 12(4): 92-97.
The Corporate Executive Board. (2010). Employee Engagement Study, Article of Corporate Executive Board Report, 1(1): 1-6.
The Economist. (2011). Reengaging with Engagement, Report, Journal Economist Intelligence Unit, 1(1): 1-15.
Towers Watson. (2011). International Survey Research, Journal of International Pension Plan Survey, 1(1): 1-20.
Tziner, A., Manor, R.W., Vardl, N., and Brodman, A. (2008). The personality dispositional Approach to job satisfaction and organizational commitment, Journal of Psychological Reports, 103(1): 435-422.
Wefald, A.J., and Downey, R.G. (2008). Job engagement in organizations: fad, fashion or folderol. Journal of Organizational Behavior, 30(1): 141-145.
Welch Mary. (2011). The evolution of the employee engagement concept: Communication implications Corporate Communications. An International Journal, 16(4): 328-346.
Yousaf A., Yang H., and Sanders K. (2015). Effects of intrinsic and extrinsic Motivation on task and contextual performance of Pakistani professionals, The mediating role of commitment foci. Journal of Managerial Psychology, 30(2): 133-150.
Yu Ru, Hsu. (2012). Mediating roles of intrinsic motivation and self-efficacy in the Relationships Between perceived person-job fit and work outcomes. African Journal of Business Management, 6(7): 2616-2625.