The Level of Intention to Quit Amongst Talent Employees in the Thai Government System
Article Sidebar
Main Article Content
Abstract
This paper aimed at measuring the level of intention to quit amongst talent officers in the Thai government system. The result revealed that the overall level of intention to quit was “low”. Group 3 (Knowledge Worker Position at Professional Level) had the highest level of intention to quit while Group 1 (Executive Positions, Managerial Position at Higher Level, and Knowledge Worker Positions at Advisory and Expert Levels) had the lowest level of intention to quit. The result also indicated that the intention to quit of Group 1 and Group 2 (Managerial Position at Primary Level and Knowledge Worker Position at Senior Professional Level) talent officers was statistically significant at the level of 0.05 lower than Group 3 and Group 4 (Knowledge Worker Position at Practitioner Level). In addition, considering the intention to quit behavior, the talent officers thought about resigning from the organizations and searched for new opportunities without demonstrating any unwanted behavior. The conclusion of this study revealed that the retention of talent officers in the Thai government system could be manageable.
Article Details
ขอมอบลิขสิทธิ์บทความที่ได้รับการตีพิมพ์ให้แก่สถาบันเสริมศึกษาและทรัพยากรมนุษย์ กรณีมีการฟ้องร้องเรื่องการละเมิดลิขสิทธิ์เกี่ยวกับภาพ กราฟ ข้อความส่วนใดส่วนหนึ่ง และ/หรือข้อคิดเห็นที่ปรากฎในบทความ ให้เป็นความรับผิดชอบของข้าพเจ้าและผู้เขียนร่วมแต่เพียงผู้เดียว
References
Ajzen, I. (1991). The Theory of Planned Behavior. Organizational Behavior & Human Decision Processes, 50(2), 179-212.
Alan Robertson & Graham Abby. (2003). Managing Talented People: Getting on with – and Getting the Best from - Your High Performers. Pearson Education.
Apinyauppatham, K. & Chamchong, A. (2018). Relationship between Job Satisfaction and Staff
Turnover Intention: A Case Study of Smart Tech and Mat Co., Ltd. The 12th RSU National
Graduate Research Conference, August 17, 2017. Patumthani. Rangsit University.
Arkardjang, W. (2012) Factors that affect the intention of Talents to leave the Bureaucracy. WMS Journal of Management, 2(2). 47-58.
Bakator, M., Petrovic, N., Boric, S. & Dalic, N. (2019). Impact of Human Resource Management on Business Performance: A Review of Literature. Journal of Engineering Management and Competitiveness. 9(1). 3-13.
Brookfield, H.B. (1998). The impact of flexible benefits plans on job satisfaction, organizational commitment and turnover intention. Benefits Quarterly, 10. 84-90.
Chantaramano, S. & Pasunon, P. (2014). The Study on Factors Affecting Decision Making for Resignation of The Staff of The Office of the Energy Regulatory Commission (OERC). Veridian E-Journal, 7(1). 525-541.
Chintana, K. (2014, March 11). Talent Management. Retrieved August 22, 2020, from
https://www.academia.edu/6365400/TALENT_MANAGEMENT.
Cranny C.J., Smith, P.C. & Stone, E.F. (1992). Job Satisfaction: How people feel about their jobs and how it affects their performance. New York: Maxwell Macmillan International.
David, G.C., & Kamel, M. (2009). Strategic talent management: A review and research agenda. Human Resource Management Review, 19, 304-313
Dibble, S. (1999). Keeping Your Valuable Employees: Retention Strategies for Your Organization's Most Important Resource. New York: John Wiley & Sons.
Drost, E. (2011). “Validity and Reliability in Social Science Research”, Education Research and Perspectives. 38(1), 105-123.
Information and Communication Technology Center, (2017). Government Manpower 2017: Civil
Servant. Nonthaburi. The Twenty First Century Culture Printing Co., LTD.
Johnson, D. W. (2014). Reaching out: Interpersonal effectiveness and self-actualization. (11th ed.). Boston: Allyn & Bacon.
Khan, F & Ali, U. (2013). A Cross-Cultural Study: Work Stress as Mediator between Job Satisfaction and Intention to Quit. International Journal of Business and Social Science. 14(9). 305 – 311.
Kerlinger. Fred N. (1986). Foundation of Behavioral Research. (3rd.ed). New York: Holt, Rinehart and Winston, Inc.
Ketthog, K. (2016). Government Officials Causes of, And Trends in, Transfers and Resignations
of Academic Department Officials at The State Enterprise Policy Office. Master of Political
Science, Thammasat University.
Klongdee, P. and Anuntaakalakul, K. (2015). Perception of Working Environment and Job Satisfaction Affecting Turnover Rate for Generation Y Employees of Private Companies in The Bangkok Metropolis. Srinakharinwirot Business Journal, 6(2). 62-73.
Kulvisaechana, S. (2006). Retaining talented people: (mai) yāk yāng thī khit. Journal of Business Administration, 29(109), 10-12.
Krueger, A. & Rouse, C. (1998). The effect of workplace education on earnings, turnover and job performance. Journal of Labor Economics, 16(1). 61-94.
Lambert, E. G. Hogan, N. L. & Barton, S. M. (2001). The impact of job satisfaction on turnover intent: a test of a structural measurement model using a national sample of workers. The Social Science Journal, 38(2), 233-250.
Lance, C. E., Butts, M. M. & Michels, L. C. (2006). “The Sources of Four Commonly Reported Cutoff Criteria What Did They Really Say?”, Organizational Research Methods. 9(2), 202-220.
Louden, K., (2012). “Preventing Employee Turnover.” Collector, 78(2), pp. 39-40.
Lunn, T. (1992). The talent factor: Key strategies for recruiting, rewarding and retaining top performers. London: Kogan Page.
Makhbul, Z. M., Alam, S. S., Azmi, S. M., & Talib, N. A. (2011). Ergonomics and work stress issues in banking sector. Australian Journal of Basic and Applied Sciences, 5(9), 1301-1309.
McCarthy, C. J., Lambert, R. G., Crowe, E. W. & McCarthy C. J. (2010). Coping, Stress, and Job Satisfaction as Predictors of Advanced Placement Statistics Teachers’ Intention to Leave the Field. NASSP Bulletin. 94 (4). 306 – 326.
Mobley, W. H., Hornor, S. D., & Holingsworth, A. T. (1977). An Evaluation of precursors of hospital employee turnover process. Journal of Applied Psychology, 63(4), 408-14.
Mohammed A. A., Baig, A.H. & Gururajan, R. (2020). An examination of talent management processes in Australian higher education. International Journal of Productivity and Performance Management. 69(6). 1271 – 1299.
Mowday, R.T., Porter, L.W., et al. (1982). Employee-organization linkages the psychology of Commitment, Absenteeism and Turnover. New York: Academic press.
Nunnally, J. C. (1978). Psychometric Theory. New York: McGraw-Hill Book Company.
Pongsuwan, K. Noimuenwai, P. and Jarupat, S. (2019). Factors Predicting Intention to stay of Professional Nurses in Community Hospitals, Nakhon Ratchasima Province. The Journal of Boromarajonani College of Nursing Nakhon Ratchasima, 25(1). 123-141.
Poocharoen, Ora-orn & Lee, Celia. (2013). Talent Management in the Public Sector: A Comparative Study of Singapore, Malaysia and Thailand. Lee Kuan Yew School of Public Policy Research Paper No. 14-15, from https://ssrn.com/abstract=2461621
Price, L. James. (1977). The study of turnover. Ames, Iowa: The Iowa State University Press.
Price, J.R., & Mueller, C.W. (1986). Absenteeism and turnover of hospital employee. Greenwich. Conn: JAI Press.
Rassametummachot, S. (2011). Talent management by competency-based career development and succession planning. Bangkok: Thailand Productivity Institute.
Sakworawich, A. & Panmanee, T. (2017). laksana ngān thī naksu’ksā Thai Gen Y prātthanā pen yāngrai?. Retrieved August 22, 2020, from https://as.nida.ac.th/gsas/article
Sayles, L.R. & Strauss, G. (1977). Managing human resource. Englewood Cliffs, NJ: Prentice-Hall.
Schweyer, A. (2004). Talent Management System. Canada: Wiley.
Sivaraks, P. (2011). Civil service system in Thailand. In E. Bermans (ed.), Public Administration in Southeast Asia: Thailand, Philippines, Malaysia, Hong Kong and Macao, Boca Raton: CRC Press,
Sjoberg, A. & Sverke M. (2000). The interactive effect of job involvement and organizational commitment on job turnover revisited: A note on the mediating role of turnover intention. Scandinavian Journal of Psychology. 41 (3). 247 – 252.
Taro Yamane. (1973). Statistics: An Introductory Analysis. 3rdEd. New York. Harper and Row Publications.
Tett, R. P., & Meyer, J. P. (1993). Job satisfaction, organizational commitment, turnover intention and turnover: Path analyses based on meta-analytic findings. Personnel Psychology, 46, 259-293.
The Office of the Civil Service Commission. (2012). Talent Employee Management Guideline. Bangkok: Sriboon Computer-Printing Limited Partnership.
Von Seldeneck, M. J. (2004). Finding and hiring fast-track talent. In L. A. Berger & D. R. Berger (Eds.). The talent management handbook: Creating organizational excellence by identifying, developing and promoting your best people. New York: McGraw-Hill.
Wedchayanon, N. (2011). Change in Personnel Administration in the Thai Public Sector from the 20th Century to the Beginning of the 21th Century. NIDA Development Journal, 51 (1). 123 – 155.
Yodwisitsak, K. (2013). Building up Employee Engagement through Happy Workplace Concept in Gen-Y Employees. WMS Journal of Management Walailak University, 3 (2). 1-10.