• English
    • ไทย
  • English 
    • English
    • ไทย
  • Login
View Item 
  •   Wisdom Repository Home
  • คณะและวิทยาลัย
  • คณะการจัดการการท่องเที่ยว
  • GSTM: Dissertations
  • View Item
  •   Wisdom Repository Home
  • คณะและวิทยาลัย
  • คณะการจัดการการท่องเที่ยว
  • GSTM: Dissertations
  • View Item
JavaScript is disabled for your browser. Some features of this site may not work without it.

Browse

All of Wisdom RepositoryCommunities & CollectionsBy Issue DateAuthorsTitlesSubjectsBy Submit DateResource TypesThis CollectionBy Issue DateAuthorsTitlesSubjectsBy Submit DateResource Types

My Account

Login

Human resource management practices for employee engagement to enhance organizational citizenship behavior in five-star hotels in Thailand

by Pornpimol Chaisanit

Title:

Human resource management practices for employee engagement to enhance organizational citizenship behavior in five-star hotels in Thailand

Author(s):

Pornpimol Chaisanit

Advisor:

Sangkae Punyasiri

Degree name:

Doctor of Philosophy

Degree level:

Doctoral

Degree discipline:

Integrated Tourism Management

Degree department:

Graduate School of Tourism Management

Degree grantor:

National Institute of Development Administration

Issued date:

2018

Digital Object Identifier (DOI):

10.14457/NIDA.the.2018.3

Publisher:

National Institute of Development Administration

Abstract:

This study investigates the relationship between employee perceptions of human resource management practices (HRM practices) and organizational citizenship behavior (OCB), and also examines the mediating role of employee engagement between the relationship of employee perceptions of HRM practices and OCB in the context of five-star hotels in Thailand. The thesis especially focuses on eight HRM practices; namely, recruitment and selection, training support, performance appraisal, compensation and benefits, career opportunities, internal communication, rewards and recognition, and empowerment. Social exchange theory (SET) have been applied to the study and helped to describe the exchange relationship between employers and employees.
In order to achieve these objectives, this study adopted a mixed-method approach. The first method was a quantitative study of 325 employees in five-star hotels using two approaches comprised of confirmatory factor analysis (CFA) and structural equation modeling (SEM). The model fit indices were as follows: x2 = 253.640, df = 99, x2/df = 2.562, P = 0.000, GFI = 0.910, CFI = 0.957, TFI = 0.948, and RMSEA = 0.069. The results revealed that the positive relationship between employee perceptions of HRM practices and OCB, and also the positive relationship between employee engagement and OCB. In addition, employee engagement played a partial mediating role in the relationship between employee perceptions of HRM practices and OCB. The second method, a qualitative method, was designed to explore the form of
HRM practices for employee engagement to enhance OCB in five-star hotels by interviewing 10 human resource managers. The findings suggest that training support and career opportunities have the largest effect on employee engagement and OCB among the eight HRM practices. However, empowering employees seems to be difficult to practice in the context of five-star hotels.
According to the social exchange perspective, the findings show that employees are more likely to engage in extra-role behavior if they are treated fairly in the organization. This implies that perceived HRM practices can affect both employees’ attitudes and behaviors that there are a benefit to the organization and coworkers. Thus, appropriate HRM practices can help to create a holistic and consistent peoplemanagement approach in the hotel industry of Thailand.

Description:

Thesis (Ph.D. (Integrated Tourism Management))--National Institute of Development Administration, 2018

Subject(s):

Organizational behavior

Keyword(s):

Organizational Citizenship Behavior

Resource type:

Dissertation

Extent:

267 leaves

Type:

Text

File type:

application/pdf

Language:

eng

Rights:

This work is licensed under a Creative Commons Attribution-NonCommercial-NoDerivatives 4.0 International License.

URI:

https://repository.nida.ac.th/handle/662723737/6036
Show full item record

Files in this item (CONTENT)

Thumbnail
View
  • b203141.pdf ( 3,778.36 KB )

ทรัพยากรสารสนเทศทั้งหมดในคลังปัญญา ใช้เพื่อประโยชน์ทางการเรียนการสอนและการค้นคว้าเท่านั้น และต้องมีการอ้างอิงแหล่งที่มาทุกครั้งที่นำไปใช้ ห้ามดัดแปลงเนื้อหา และทำสำเนาต่อ รวมถึงไม่ให้อนุญาตนำไปใช้ประโยชน์เพื่อการค้า ไม่ว่ากรณีใด ๆ ทั้งสิ้น



This item appears in the following Collection(s)

  • GSTM: Dissertations [76]

Except where otherwise noted, content on this site is licensed under a Creative Commons Attribution-NonCommercial-NoDerivatives 4.0 International license.

Copyright © National Institute of Development Administration | สถาบันบัณฑิตพัฒนบริหารศาสตร์
Library and Information Center | สำนักบรรณสารการพัฒนา
Email: NIDAWR@nida.ac.th    Chat: Facebook Messenger    Facebook: NIDAWisdomRepository
 

 

Except where otherwise noted, content on this site is licensed under a Creative Commons Attribution-NonCommercial-NoDerivatives 4.0 International license.

Copyright © National Institute of Development Administration | สถาบันบัณฑิตพัฒนบริหารศาสตร์
Library and Information Center | สำนักบรรณสารการพัฒนา
Email: NIDAWR@nida.ac.th    Chat: Facebook Messenger    Facebook: NIDAWisdomRepository
 

 

‹›×