Factors affecting learning organization development of supporting staff in Thonburi 1 Hospital

Abstract

                The purposes of this research were to: 1) study the factors affecting being learning organization of supporting staff in Thonburi 1 Hospital; 2) identify supporting staff’s opinion on being learning organization of Thonburi 1 Hospital; 3) compare supporting staff’s opinion on being learning organization of Thonburi 1 Hospital as classified by personal factors; and 4) analyze development guidelines for learning organization to improve work quality of supporting staff in Thonburi 1 Hospital. The research sample was divided into 2 groups: 1) questionnaire respondents consisted of 400 supporting staff in Thonburi 1 Hospital, derived by convenience sampling; and 2) interview respondents consisted of head of directing division, head of service system development and health service support, and supporting staff in Thonburi 1 Hospital, totaling 6 persons, derived by purposive sampling. The research instruments were a questionnaires with the IOC content validity between 0.67-1.00, and an interview form constructed by the researcher. Data were analyzed with percentage, mean, standard deviation, t-test, one-way ANOVA, multiple regression and content analysis.
                The research results were as follows:
                1. Overall, the factors affecting being learning organization of supporting staff in Thonburi 1 Hospital was at a high level. When considering each aspect, all aspects were at a high level. Specifically, the aspects of vision, mission and strategy; organizational structure; organizational culture; leadership; and motivation had the same average; while work atmosphere has the least average.
                2. The supporting staff’s opinion on being learning organization of Thonburi 1 Hospital was at a high level. When considering each aspect, all aspects were at a high level. These aspects, in the descending order, were excellence of staff, systematic thinking, thinking pattern, shared vision, and team learning.
                3. The supporting staff in Thonburi 1 Hospital with difference in personal factors had different level of opinion on being learning organization of Thonburi 1 Hospital. Overall, the supporting staff with difference in gender, age, position, and education level had different level of opinion toward being learning organization of Thonburi 1 Hospital with significance level at .05. However, there was no difference among those with difference in work experience.
                4. The organizational culture, work atmosphere, organizational structure, leadership, and motivation together predicted being learning organization of supporting staff in Thonburi 1 Hospital at the percentage of 69.90 with statistical significance level at .05. The regression equation was Ŷtot = 2.391** + 0.045 (X1) + 0.247** (X2) + 1.247** (X3) + 3.623** (X4) + 0.939** (X5) + 3.192** (X6).
                5. The development guidelines of learning organization to improve work quality of supporting staff in Thonburi 1 Hospital should be focused on organizational culture which is the factors with the highest effect, followed by work atmosphere and leadership. Staff should be instilled learning awareness by creating organizational culture of sharing and exchanging opinion, and experience. Work atmosphere should consistently encourage and facilitate learning and knowledge sharing of the staff. Additionally, organization leaders should promote learning organization building. These are important factors to develop learning organization to improve work quality of supporting staff in Thonburi 1 Hospital. They are building awareness of staff to be enthusiastic in learning and develop staff’s potential for personal and organizational progression.

Article history : Received 2 Februarys 2018
                              Revised 1 April 2018
                              Accepted 2 April 2018
                              SIMILARITY INDEX = 2.66