Human capital development models of academic staffs in Thai higher education

dc.contributor.advisorChindalak Vadhanasindhu
dc.contributor.authorMarndarath Suksanga
dc.date.accessioned2023-05-16T03:52:45Z
dc.date.available2023-05-16T03:52:45Z
dc.date.issued2018
dc.date.issuedBE2561th
dc.descriptionThesis (D.P.A.)--National Institute of Development Administration, 2018th
dc.description.abstractThis research aimed to analyze causative relationship of black box affecting performance of Thai higher educational institutions through factors of employee engagement. This quantitative research used a questionnaire as an instrument for data collection with 1,992 academic personnel from 6 Thai higher educational institutions including Chulalongkorn University, Mahidol University, Chiang Mai University, Thammasat University, Kasetsart University and Suan Sunandha Rajabhat University. Basic statistics were employed to analyze demographic information of the samples including percentage, mean, standard deviation, skewness and kurtosis of each variable. Components were analyzed with AMOS Program to fine reliability. After that, LISREL Program was exercised to analyze suitability of variable measurement model and statistical data were presented to evaluate the model i.e. Chi-square, Degree of Freedom, CMIN, GFI, CFI, RMR and RMSEA. The confirmative analysis of components revealed that the variable measurement model in this study was consistent with the theory and the model of causative relationship was in agreement with empirical data with Chi-Square (x2) at 14.88, degree of freedom (df) at 12, ratio of Chi-Square/ Degree of Freedom (x2/df) equal to 1.045. the value was less than 2 which was in line with the specified criteria. P-value was 0.248 with suitability index of the model including Goodness of Fit Index (GFI) at 1.00, Comparative Fit Index (CFI) at 1.00, Root Mean Square Residual (RMR)at 0.002 and Root Mean Square Error of Approximation (RMSEA) equal to 0.011. Furthermore, the findings revealed that capability of personnel (= 0.13, p < .01), motivation of personnel (= 0.28, p < .01) and opportunity of personnel (= 0.57, p < .001) directly and positively influenced commitment of the personnel. Additionally, capability of personnel (= 0.12, p < .01). motivation of personnel (= 0.09, p < .05) and opportunity of personnel (= 0.40, p < .01) directly and positively affected performance of the higher educational institutions and indirectly influenced performance of the higher educational institutions with commitment of the personnel as the mediator. Therefore, in order to increase the performance of employees, it is important to develop employees’ abilities, provide more motivation and opportunities, and enhance employee engagement through the implementation of human resource practices. When the employees achieve higher performance and have organizational commitment, it will consequently lead to improved organizational productivity.th
dc.format.extent263 leavesth
dc.format.mimetypeapplication/pdfth
dc.identifier.doi10.14457/NIDA.the.2018.141
dc.identifier.otherb207786th
dc.identifier.urihttps://repository.nida.ac.th/handle/662723737/6440
dc.language.isoength
dc.publisherNational Institute of Development Administrationth
dc.rightsผลงานนี้เผยแพร่ภายใต้ สัญญาอนุญาตครีเอทีฟคอมมอนส์แบบ แสดงที่มา-ไม่ใช้เพื่อการค้า-ไม่ดัดแปลง 4.0 (CC BY-NC-ND 4.0)th
dc.subject.otherHuman capitalth
dc.subject.otherHigher Educationth
dc.titleHuman capital development models of academic staffs in Thai higher educationth
dc.typetext--thesis--doctoral thesisth
mods.genreDissertationth
mods.physicalLocationNational Institute of Development Administration. Library and Information Centerth
thesis.degree.departmentGraduate School of Public Administrationth
thesis.degree.grantorNational Institute of Development Administrationth
thesis.degree.levelDoctoralth
thesis.degree.nameDoctor of Philosophyth
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