Factors affecting job involvement: a case study of SCG Cement co.ltd
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2009
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2552
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eng
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250 leaves.
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ba187475
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This work is licensed under a Creative Commons Attribution-NonCommercial-NoDerivatives 4.0 International License.
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National Institute of Development Administration. Library and Information Center
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Tanin Suwongwan (2009). Factors affecting job involvement: a case study of SCG Cement co.ltd. Retrieved from: http://repository.nida.ac.th/handle/662723737/3426.
Title
Factors affecting job involvement: a case study of SCG Cement co.ltd
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Abstract
The main objective of this study is, firstly, to empirically test the proposed model in order to ascertain the nature of any causal relationship between the exogenous variables of transformational leadership (TFL) and the job characteristic (JC), with psychological empowerment (PE) as the mediating variable, upon the endogenous variable which is job involvement. The secondary objective of this study is then to demonstrate how, and to what extent, the concept of job involvement can be statistically explained by these parameters. Bass and Avolio's (1995) Multifactor Leadership Questionnaire (MLQ), Hackman and Oldham's (1976) Job Diagnostic Survey (JDS), as well as Sprietzer's Twelve-item Empowerment Scale and Kanungo's (1982) Job Involvement Questionnaire (JIQ), were translated into Thai and then validated to measure transformational leadership, job characteristic, psychological empowerment and job involvement respectively. Furthermore, a content validity ratio (CVR) was also performed. The result of this CVR study affirmed that all items were qualified. In addition, and a pilot study was conducted to test the internal reliability of the measures. The results confirmed that Cronbach's Alpha of all constructs were qualified (.928 for transformational leadership; .904 for job characteristics; .904 for psychological empowerment and .777 for job involvement).
The questionnaires were sent to 545 (Band 1-4) employees who were working at SCG Cement Co. Ltd. which is located at four different plants in Thailand. An assurance of anonymity was given to all respondents in the instructions, and they were also informed that the information they gave in the questionnaire would be utilized for academic purposes only. Completed and qualified surveys resulted in 230 questionnaires that were subsequently submitted for structural equation modeling (SEM) in order to test the hypothesized model. The SPSS version 14.0 and AMOS Version 6.0 again were applied in this study. In addition, qualitative approaches were also obtained and analyzed from the data which was collected from open-ended questions. Furthermore, the structured in-depth interview sessions were conducted 1n order to clarify any ambiguous issues and to deepen understanding.
Results indicated support for several of the proposed relationships. In particular, the hypothesized model fitted well with the empirical data (Chi square = 202.809, df = 208, p = .589). JC had a significant, direct effect on PE, and PE significantly mediated the relationship between JC and JI. TFL also exhibited a slight, but significant direct effect on JI, but not on PE. Contrary to expectations, however, the direct and positive effects between TFL and PE, as well as between JC and JI were found not to be statistically significant. Possible explanations for this lack of a significant relationship are also offered in this study.
Overall, these results suggest that organizations that wish to promote employees' job involvement and perceived psychological empowerment, clearly need to devote greater attention to the value of motivational job design in order to improve employees' experience of work and work outcomes. Moreover, and equally importantly, transformational leadership also needs to be fostered. The implications for management, the limitations of this study and suggestions for future research are also discussed.
The questionnaires were sent to 545 (Band 1-4) employees who were working at SCG Cement Co. Ltd. which is located at four different plants in Thailand. An assurance of anonymity was given to all respondents in the instructions, and they were also informed that the information they gave in the questionnaire would be utilized for academic purposes only. Completed and qualified surveys resulted in 230 questionnaires that were subsequently submitted for structural equation modeling (SEM) in order to test the hypothesized model. The SPSS version 14.0 and AMOS Version 6.0 again were applied in this study. In addition, qualitative approaches were also obtained and analyzed from the data which was collected from open-ended questions. Furthermore, the structured in-depth interview sessions were conducted 1n order to clarify any ambiguous issues and to deepen understanding.
Results indicated support for several of the proposed relationships. In particular, the hypothesized model fitted well with the empirical data (Chi square = 202.809, df = 208, p = .589). JC had a significant, direct effect on PE, and PE significantly mediated the relationship between JC and JI. TFL also exhibited a slight, but significant direct effect on JI, but not on PE. Contrary to expectations, however, the direct and positive effects between TFL and PE, as well as between JC and JI were found not to be statistically significant. Possible explanations for this lack of a significant relationship are also offered in this study.
Overall, these results suggest that organizations that wish to promote employees' job involvement and perceived psychological empowerment, clearly need to devote greater attention to the value of motivational job design in order to improve employees' experience of work and work outcomes. Moreover, and equally importantly, transformational leadership also needs to be fostered. The implications for management, the limitations of this study and suggestions for future research are also discussed.
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Dissertation (Ph.D. (Development Administration))--National Institute of Development Administration, 2009.