Journal of HR intelligence

Authentic Leadership, Workplace Spirituality, Perceived Organizational Support and Police Inspector Engagement in a Police Bureau in The Royal Thai Police

2020-12-21T15:33:49+07:00

The objectives of this research were to study 1) the level of authentic leadership, workplace spirituality, perceived organizational support and employee engagement, 2) the relationship between authentic leadership, workplace spirituality, perceived organizational support and employee engagement and 3) to study influence of authentic leadership, workplace spirituality, perceived organizational support on employee engagement. The samples of this research had been taken from 207 police inspectors in a police bureau in The Royal Thai Police. The data was collected through questionnaires. The results showed that 1) The level of authentic leadership and employee engagement were rather high. The level of workplace spirituality and perceived organizational support were medium. 2) Authentic leadership and workplace spirituality had positive relationship with employee engagement at .01 level of significance. Perceived organizational support had positive relationship with employee engagement at .05 level of significance. 3) Authentic leadership and workplace spirituality could predict 15.1% of employee engagement at .001 level of significant.

The process of economic capital accumulation of migrant workers’ household from generation to generation

2020-12-21T15:33:49+07:00

Remittances are considered as direct benefits for the family of migrant workers in home country. This research aims to investigate the process of capital accumulation, planning, as well as how such migrant workers manage to send remittances home through a lenses of families whose members go to work abroad from generation to generation. Qualitative approach was adopted in this research and in-depth interviews were used to collect data from 33 households, which each household has 2 or more generations of migrant workers, in Nong Khai province. Data collection were carried out from January to March 2020, which content data analysis method was employed. The results revealed that first-generation migrant workers who were not able to accumulate economic capital experienced due to high migration costs. As a result, the families were in a large amount of debt. Remittances were used to pay off loans only. It was impossible for them to plan for any investment. The process of economic capital accumulation is often managed by the first generation workers, who decide together with the migrant workers on how to use remittances to create jobs and income for the family. However there are some families that could not communicate or plan for a transformation of remittance to economic capital accumulations. Therefore, great supports should be implemented to increase agriculture alternative jobs’ skill development, and particularly use of technology during the agriculture’s production process. This will provide knowledge and guidelines for an increasing efficient economic capital accumulations.

The Level of Intention to Quit Amongst Talent Employees in the Thai Government System

2020-12-21T15:33:50+07:00

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.

Action Research : an Intervention of Organization Development Practice

2020-12-21T15:33:51+07:00

Action research (AR) is one of the interventions applied in organization development (OD). It is considered one of the most important tools for improving organizational effectiveness and efficiency. Although AR originated in a business environment, it has been applied mostly in educational research, such as classroom research and teachers’ professional development. To promote the expansion of AR applications, this paper aims to answer the following seven questions: (1) What is the origin of AR?; (2) How is AR defined?; (3) What are the unique characteristics of AR?; (4) How is an AR study designed?; (5) What are the important steps in conducting AR?; (6) How may AR be applied in OD?; and (7) What are the major problems and challenges in conducting AR in OD? To answer these seven questions, this paper is divided into nine parts: (1) Introduction to the problems and the significance of the problems, including outlining the content of the paper; (2) The origin of AR; (3) Some AR Definitions; (4) The unique characteristics of AR; (5) Research design in AR; (6) Steps in conducting AR; (7) Application of AR as an intervention of OD; (8) Problems and challenges in conducting AR in OD; (9) Conclusion and recommendations.