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The determinants of talent retention in the Thai public secto

by Pornrat Sadangharn

Title:

The determinants of talent retention in the Thai public secto

Author(s):

Pornrat Sadangharn

Advisor:

Chindalak Vadhanasindhu, advisor

Degree name:

Doctor of Philosophy

Degree level:

Doctoral

Degree discipline:

Development Administration

Degree department:

School of Public Administration

Degree grantor:

National Institute of Development Administration

Issued date:

2010

Digital Object Identifier (DOI):

10.14457/NIDA.the.2010.79

Publisher:

National Institute of Development Administration

Abstract:

The study aims at analyzing the determinants of talent retention in the Thai public sector. The main objective of this study is to investigate the empirical evidence concerning practical talent management and its outcomes in the civil service system. It also aims at understanding the major factors affecting talent retention in the Thai public sector. In order to achieve such objectives, this study focuses on the following: 1) studying the level of talent retention among HiPPS members, and 2) examining the factors determining the talent retention in the Thai public sector, which are HR practices, talent engagement, and the related context; namely personal, organization, and job characteristics. This study focuses on the individual level by employing the mixed methods design. In the quantitative section of the paper, 218 government officials from 52 government agencies who participate in the HiPPS are the population of this study. Since the number of the population is not huge, all of them can participate the research without sampling chosen.In the qualitative section of the paper, key informants are those that were HiPPS members but that have currently resigned or have transferred from their previous public agencies. Limitations of available data and time constraints made the interviewing possible at 60 percent. After obtaining the two sets of findings, a parallel mixed data analysis was utilized as the strategy for analysis. Based on the findings of this study, the following conclusions can be drawn; 1. The findings indicate a low level of talent retention among HiPPS members. Even thought they agree with HR practices in the HiPPS and also engage in both the organization and their job, they do not intend to stay in the public sector until retirement. 2. HR practices do not significantly correlate with talent retention. 3. Both organizational and job engagement are significantly associated with talent retention ( .645, r.409; 0.01, respectively). This indicates that the higher level of engagement, the higher the level of retention. 4. There is no significant relationship between HR practices and talent engagement. 5. Talent engagement does not mediate the relationship between HR practices and talent retention. 6. Among personal factors, only education background shows a negative significant relation with talent retention (t=-2.684, 0.01). This indicates that the higher education, the lower the retention. 7. There is no relationship between organizational characteristics and talent retention. 8. There is no relationship between job characteristics and talent retention.

Description:

Thesis (Ph.D. (Devolopment Administration))--National Institute of Development Administration, 2010

Subject(s):

Employee retention
Personnel management

Resource type:

Dissertation

Extent:

x, 170 leaves : ill. ; 30 cm.

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:

http://repository.nida.ac.th/handle/662723737/866
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ทรัพยากรสารสนเทศทั้งหมดในคลังปัญญา ใช้เพื่อประโยชน์ทางการเรียนการสอนและการค้นคว้าเท่านั้น และต้องมีการอ้างอิงแหล่งที่มาทุกครั้งที่นำไปใช้ ห้ามดัดแปลงเนื้อหา และทำสำเนาต่อ รวมถึงไม่ให้อนุญาตนำไปใช้ประโยชน์เพื่อการค้า ไม่ว่ากรณีใด ๆ ทั้งสิ้น



This item appears in the following Collection(s)

  • GSPA: Dissertations [409]

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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
 

 

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