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dc.contributor.advisorSangkae Punyasirith
dc.contributor.authorPornpimon Sritharetth
dc.date.accessioned2020-06-12T08:17:03Z
dc.date.available2020-06-12T08:17:03Z
dc.date.issued2018th
dc.identifier.otherb208149th
dc.identifier.urihttps://repository.nida.ac.th/handle/662723737/5005th
dc.descriptionThesis (Ph.D. (Integrated Tourism Management))--National Institute of Development Administration, 2018th
dc.description.abstractThis thesis is aimed to examine general context in human resource development in a green hotel by focusing on evaluate the environmental behavioral of hotel employees in a green hotel and investigate the casual factors which affects the behavioral of hotel employees in a green hotel. There were three research questions: (1) What is the general context of human resource development in a green hotel? (2) What extent environmental behavior of a hotel employee in a green hotel? and (3) What are the causal factors that affect to behavior of hotel employees in a green hotel? The researcher used mix methodology in this research by quality research and quantitative research. The respondents were 619 employees in green hotel and 17 human resources managers total 30 green hotels in Thailand. Which were selected by multi-stage sampling technique. The data was collected by questionnaire the data analyzed by structural equation modeling (SEM). According to general context of human resources development in a green hotel, the researcher found that there are four factors for human resource development in a green hotel including Environmental Knowledge, Environmental Activity, Environmental Public Relation and Environmental Material. The level of environmental behavioral of a hotel employee in a green hotel five part: Reduce, Reuse, Recycle, Repair and Reject found that Reject is low more than other. Based on research objective, three casual factors which affects the green behavior of hotel employees in a green hotel found that the human resource development is independent variable and the individual intention is moderating variable. And the dependent variable is green behavior. After the test model the result showed that there was no statistically significant association between the human resource development and the green behavior with a statistically significant value of 0.01. Only the individual intention with green behavior with a statistically significant value 0.01.th
dc.description.provenanceMade available in DSpace on 2020-06-12T08:17:03Z (GMT). No. of bitstreams: 2 5611731007.pdf: 11354385 bytes, checksum: f7b271936f9323f4c0b926dabe3d51ce (MD5) license.txt: 115 bytes, checksum: 2047cfd32b272b6ffc853575a013e11b (MD5) Previous issue date: 8th
dc.format.extent279 leavesth
dc.format.mimetypeapplication/pdfth
dc.language.isoength
dc.publisherNational Institute of Development Administrationth
dc.rightsThis work is licensed under a Creative Commons Attribution-NonCommercial-NoDerivatives 4.0 International License.th
dc.subjecte-Thesisth
dc.subjectGreen hotelth
dc.subject.otherHotels -- Personnel managementth
dc.subject.otherHuman resource developmentth
dc.subject.otherHotels -- Employeesth
dc.titleThe model application of human resource development to create intention toward employee's behavior modification of green hotelth
dc.typeTextth
mods.genreDissertationth
mods.physicalLocationNational Institute of Development Administration. Library and Information Centerth
thesis.degree.nameDoctor of Philosophyth
thesis.degree.levelDoctoralth
thesis.degree.disciplineIntegrated Tourism Managementth
thesis.degree.grantorNational Institute of Development Administrationth
thesis.degree.departmentThe Graduate School of Tourism Managementth
dc.identifier.doi10.14457/NIDA.the.2018.19


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