Development Model of Happiness for Maximize Employee Productivity, According to the Principle of Happy Organization in Sinsakhon Industrial, Samut Sakhon Province

Main Article Content

Manop Chonphanitchakun
Treenet Tuntrakul

Abstract

The objectives of this research were 1) to explore situation currently and problems during working of the employees in SinSakhon industrial 2) to create a happy development model to increase efficiency work of employees according to the principle of happy organization in SinSakhon industrial, SamutSakhon province. The researcher collected data by interviewing from 40 key informants. To analyze data by using content analysis technique.


The results of research were found that 1) the situation and problems among employees in the view of the management was rapid then over of employees. No giving priority to work safety and self-development of employees when they should wear method by employees. They were more suitable welfare that was available currently. They wanted to have equality in work, delivery, training and having enough rest. There should be enough cafeteria facilities and so on 2) the model of efficiency work increased of employees according to the principles of happy organization to consist of taking care for yourself by not be a burden to others, be considerate to others, manage your own emotions, self-improvement all the time, morality and gratitude, financial plan, love and care for the family, organization and social responsibility.

Downloads

Download data is not yet available.

Article Details

How to Cite
Chonphanitchakun, M., & Tuntrakul, T. (2020). Development Model of Happiness for Maximize Employee Productivity, According to the Principle of Happy Organization in Sinsakhon Industrial, Samut Sakhon Province. Journal of MCU Peace Studies, 8(3), 953-967. Retrieved from https://so03.tci-thaijo.org/index.php/journal-peace/article/view/237603
Section
Research Articles

References

Baker, B. D. & Karasek, A.R. (2000). Stress in Occupational health. Philadelphia: Maple Press.
Burton, J. (2010). WHO Healthy workplace framework and model: Background and
supporting literature and practice. Retrieved September 15, 2019, from http://www.who.int/occupational_health/healthy_workplace_framework.pdf
Champakon, N. (2008). Factors affecting to work safety behavior of package's officer: A Case
study of bangkokglass Company limited, Rayong Factory. Thesis Master of Engineering. King Mongkut's University of Technology Thonburi.
Chinachoti, P. (2014). The Causal Relationships of Factors Influencing Quality of Work Life of
Commercial Bank Employees in Thailand. Dissertation Doctor of Philosophy (Human Recourses Development). Ramkhamhaeng University.

Duengkhota, J. (2016). Self-management Techniques to be happy at work. Punsuk Journal.
2(1), 43.
Fu, W. (2014). The impact of emotional intelligence, Organizational commitment, and
job satisfaction on ethical behavior of Chinese employees. Journal of Business Ethics.
122(1), 137–144.
Giauque, D., Anderfuhren–Biget S. & Varone, F. (2013). HRM Practices, intrinsic motivators,
and organizational performance in the public sector. Public Personnel Management. 42(2), 123–150.
Henle, C. A. & Gross, M. A. (2014). What have I done to deserve this? Effects of employee
personality and emotion on abusive supervision. Journal of Business Ethic. 122 (3),
461–474.
Keashly, L. & Nowell, B. L. (2011). conflict, conflict resolution, and bullying.
In S. Einarsen, H. Hoel, D. Zapf, & C.
Kenneth, N. Wexley, Gary, & P. Latham. (1983). Developing and Training Human Resources in
Organizations. The Academy of Management Review. 8(1), 163-166.
Lertjitkarun, C. (2016). Happy Workplace Diversity Management. Bangkok: at 4 print.
Lu, X. & Guy, M.E. (2014). How emotional labor and ethical leadership affect job
engagement for Chinese public servants. Public Personnel Management. 43(1), 3–24.
Nimkerdpol, S. (2014). Leadership Style and Happiness of the Employees in the Awarded
Health Care Organizations. Suan Dusit University Research Journal. 23(42), 171-192.
Paladech, J. (2016). Work Happiness Enhancement Model of Anti-Corruption Investigator at
Office of Public Sector Anti-Corruption Commission Ministry of Justice. Dissertation Doctor of Philosophy (Public Administration). Rajabhat Mahasarakham University.
Peterson, Elmore and Plawman, Grosvenor E. (1953). Business Organization and
Management. Illinois: Irwin.
Phothatong, T. (2014). Quality of working life, motivation and work efficiency of line–
production employees in Navanakorn industrial zone, Pathumthani province.
Academic Journal for the Humanities and Social Sciences Burapha University. 22(39),
169-190.
Srisaard, B. (2002). Basic Research. (7th ed.). Bangkok: Suweeriyasan.
Tantrakoon, T. (2019). Organizational Knowledge Management and Development for
Adult Learners. Retrieved November 5, 2019, from https://www.gotoknow.org/posts
/668227
Wichianpradit, K. (2013). Factors Related to Occupational Stress among Registered Nurses in
Autonomous University Hospitals. Thesis Master of Science. Burapha University.
Wu, W.L., Yeh, R.S. & Hung, H.K. (2012). Knowledge sharing and work performance: A
network perspective. Social Behavior and Personality. 40(7), 1113–1120.
Youngwiriyakul C. (2017). Happy Talent. Bangkok: TQP.
Yucharoen, T. (2014). The Linear StructuralEquation Model of Creativity, Perceived
Organizational Support, The Buddhist Leadership and Happy at Work Affecting
Positive Organizational Behavior. Industrial and Organizational Psychology.
King Mongkut’s University of Technology North, Bangkok.