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Browsing Journal Articles by Subject "ABAC ODI Journal : -- Vision. Action. Outcome. -- 2020"
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    Assessing employees’ belongingness for long-term sustainability of the company:a case of G Company, Bangkok, Thailand
    ( 2020) Luo, Yijun ; Barnes, John Arthur
    Employees’ belongingness is related to the long-term sustainability of the company and determines the core competitive talent advantage of the company. However, many companies, especially small-medium enterprises in Bangkok, have been plagued by the weak Employees’ belongingness and high employees’ turnover. This study examined the influencing factors on Compensation&Benefits, company culture, professional training, and career development four aspects of employees’ belongingness in G company Bangkok, Thailand. The objectives of this study are first to conduct an assessment of the employee’s belongingness. Second, to propose an improvement plan to enhance employees’ belongingness for G company. This study employed a structured questionnaire comprises of 25 questions. The total actual participant respondents were 48. The researcher used descriptive statistics for demographic data and multiple regression analysis to test the relationship between Compensation&Benefits, company culture, professional training, career development, and employees’ belongingness. The finding of this paper indicated that there a positively strong relationship between Compensation&Benefits, company culture and employees’ belongingness based on the data obtained from the survey, the researcher proposed an employees’ belongingness improvement plan for G Company.
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    Determining the influence of motivation and job satisfaction towards job performance of generation Y+Z employees of the RARE Company, China
    Deng, Xiaowei
    The purpose of the study was to determine the effect of intrinsic and extrinsic motivational factors and job satisfaction on job performance of the employees in the RARE Company in China in response to recommended plans on enhancing their motivation for higher company's performance. Quantitative data got accumulated from 55 operational-level officers working at the RARE Company through questionnaires. The results of the data were analyzed by using mean score, multiple and simple linear regression, along with oneway ANOVA. The results of the study show that intrinsic factors, including career plan, training, target incentive, teamwork has a significant effect on employees' satisfaction. In contrast, employees' satisfaction has a significant effect on job performance for the RARE company in China, so the management and human resources departments of the RARE Company should give priority to intrinsic motivation and job satisfaction so that employees at different levels in the company have a higher motivation to improve their job performance, which is beneficial to the long-term improvement of organizational performance.
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    The effect of inclusive leadership on employee well-being: a case of XYZ bank in Yunnan, China
    ( 2020) Lin, Chen
    In the context of economic globalization and the increase of global population mobility, in order to achieve better development, organizations must employ employees of different races, cultures, skills, and other different backgrounds, which directly leads to the increase of employee diversity. At the same time, with the improvement of the quality of life and the overall education level of the staff, the needs of the staff are differentiated. In order for these differentiated individuals to work happily, organizations must meet their differentiated needs. The purpose of the study was to determine the effect of inclusive leadership traits affecting employee well-being of XYZ Bank in China in response to recommended plans on enhancing the inclusiveness of leadership for higher employee well-being. Quantitative data got accumulated from 130 employees working through questionnaires. The result of the data was analyzed by using the mean score and multiple linear regression. The result showed that there was a significant effect between employee development, respect for employees, equal treatment, and value recognition toward employee well-being. Among them, employee development has the greatest significant impact on employee well-being, followed by respect for the employee has a significant impact on employee well-being, the third is the significant impact of equal treatment on employee well-being, and the last is the significant impact of value identity on employee well-being. It could be concluded that including findings, it was of imperativeness for the company to implement plans on improving the inclusiveness of leadership through relevant workshops, and set up new criteria or regulations within the company in exchange for higher employee well-being.
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    Enhancing teaching effectiveness to foster student academic motivation and student engagement in the EFL classroom through organization development interventions: an action research of Zhejiang Yuexiu University of Foreign Languages in China
    ( 2020) Feng, Xiaolong ; Kim, Seongdok
    The issue of student engagement is crucial in that it is not only conductive to students’ academic development, but also influences their everyday experiences, both socially and physiologically. So far, there is a dearth of empirical research on implementing ODI to effectively foster student engagement in Chinese EFL classroom. Thus, a systematic inquiry through action research is considered necessary and imperative. This current research focused on enhancing teaching effectiveness to foster student academic motivation and engagement in the EFL classroom by implementing ODI. The sample was 82 freshmen from two parallel classes. The experimental group was exposed to organization development interventions, including appreciative inquiry, goal setting, team building, differentiated instruction, whereas the comparison group received no intervention. Mixed research methods were adopted to collect and analyze the data. The paired-samples t test showed that there was statistically significant difference in student academic motivation and engagement for the experimental group between pre-ODI and post-ODI while there was no statistically significant difference for the control group. The Pearson’s Correlation Coefficient showed that there was a very strong positive relationship between academic motivation and student engagement. The qualitative analysis of students’ reflection reports and classroom observation feedback by three instructors justified how the ODIs employed in this research enhanced student academic motivation and student engagement. Based on the findings, critical recommendations for further research were discussed.
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    Findings of main obstacles facing Thai SMEs towards business growth sustainability
    ( 2020) Sumontha Tonvongval ; Chamaiporn Tantivong
    This paper aims to provide insight information into main competencies thirty-four local Small and Medium-sized Enterprises (SMEs) are lacking in order to achieve their business performance and sustained healthy economic growth. The data was obtained from Researchers' five day-planned productivity improvement to individual firms during the year 2017 to 2019 in Nakornpathom, Ratchaburi, Rayong, Samutprakan, and Samutsakorn provinces, and Bangkok. The information reveals that eighteen (18) or 52.94% of both small and medium enterprises have low entrepreneurial skills (the inability to identify and define a viable market niche, recognizing, envisaging, and formulating strategies for taking advantage of opportunities). This study also summarizes the lack of main management skills or competencies of the SMEs based on the study of Mitchelmore & Rowley (2009). The impact of these skills led to Thai SMEs' inability to: smoothly and continuously produce and deliver quality products to customers, keep costs down and compete, and attract and retain talent. Further studies should delve into specific entrepreneurial skills of SMEs owner/managers, which significantly impact firm performance and sustained growth. Consequently, current Thailand's SME promotion policies could be reviewed in order to differentiate existing promotional programs based on the quality of SMEs for their sustained development and effective utilization of SME's budgets.
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    Identifying the factors to enhance training effectiveness: a case study of KNGY teacher volunteers, Myanmar
    ( 2020) Paul, John
    The purpose of this study is to determine the current situation of the KNGY training program and to provide strategies for an enhanced training program in terms of training needs assessment, training contents, self-efficacy, supervisory support, and transfer of knowledge. The researcher used quantitative and qualitative approaches to gather data and information. The researcher distributed questionnaires to 76 teacher volunteers of KNGY, Myanmar. The researcher also interviewed eight staff from the management team. In this study, the data were analyzed by using the mean score, Pearson correlation, and multiple linear regression from SPSS to examine and determine the effect of the factors on training effectiveness. The qualitative analysis was based on interaction, keywords, and phrases and come up with common themes. The quantitative and qualitative data analysis is examined together for discussion. The result of the survey revealed that training needs assessment, training contents, self-efficacy, supervisory support, and transfer of knowledge positively relate to training effectiveness. Among them, the supervisory support was found to be a significantly important dimension in affecting training effectiveness with the highest mean of 4.16 and .713 of Std. Deviation and its allies with the qualitative result on the dimension of supervisory support that provides required support, feedback, coaching, and mentoring. The results and discussion from the research study will add value to the training managers who coordinate and design the training program in order to enhance the effectiveness of the KNGY training program in the future.
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    Improving students’ career decision making through organization development interventions-a course design of career exploration in the international college of Zhejiang Yuexiu University of Foreign Languages
    ( 2020) Chen, Chudan ; Watana Vinitwatanakhun
    The research aims to improve students’ career decision making in terms of career decision making self-efficacy (CDMSE) through organization development interventions (ODI) based career exploration course. The course content was developed based on the cognitive information processing model, and a five-stage CASVE cycle (communication, analysis, synthesis, valuing, and execution) ODI was applied to assist with students’ career decision making. An application of organization development tools—Appreciative Inquiry, team building, goal setting, and plan making—was utilized together with self-assessments, occupation interviews and periodical reflection reports. A comparison between an experiment group (N=64) and a control group (N=64) was investigated, and mixed research methods of qualitative and quantitative data collection were employed to compare two groups’ pre-ODI and post-ODI performance in light of career exploration and career decision making self-efficacy, which were measured by Career Exploration Scale and Career Decision Making Self Efficacy Scale respectively. The research findings revealed that students who took the career exploration course had statistically significant gains in career exploration and career decision making self-efficacy, whereas no significant improvement was observed in the control group. The results can be concluded that ODIbased career exploration course is effective in improving students’ career decision making self-efficacy.
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    An organization development intervention on perceived organization support, supervisor feedback environment, supervisory communication and trust to improve supervisor-subordinate relationships: an action research study in a Dessert Cafe and Restaurant, Phi Phi Island, Thailand
    ( 2020) Ananya Phunthasaen ; Sming Chungviwatanant
    This research investigates the impact of Organization Development Intervention (ODI) on Perceived Organization Support (POS), Supervisor Feedback Environment, Supervisory Communication, and Trust to increase the level of Supervisor- Subordinate Relationships, conducted in a small sized dessert café-restaurant on Phi Phi Island, Krabi province, Thailand. Nine Organization development interventions (ODIs) were implemented over a five month period from January-May, 2019 and conducted with 18 participants, who are the store supervisors and operation staffs of the dessert café-restaurant in this study. Both quantitative (survey questionnaire) and qualitative (observation and in-depth interview) methods were used in the process of collecting and analyzing data in this study. The research was conducted using the concept of action research. The findings indicated that (1) There are differences between the Pre and Post organization development interventions (ODIs) on Perceived Organization Support (POS), Supervisor Feedback Environment, Supervisory Communication, Trust and Supervisor- Subordinate Relationships; and (2) Perceived Organization Support (POS), Supervisor Feedback Environment, Supervisory Communication, Trust and Supervisor- Subordinate Relationships showed statistically significant increases after ODI.
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    A proposed improvement plan on competencies and skills using generative analysis approach: a case of the staff of the Office of Graduate Studies Assumption University of Thailand
    ( 2020) Kalashami, Farzin Hassanzadeh
    The employees’ success at the workplace depends on their competence and skills to match job needs and make significant achievements to the institutional goals. The competency of employees within institutions depends on the knowledge, skills, and experience. The study focused on the identification of an improvement program on employee competency and skills within the office of graduate studies. The study demonstrated that the graduate school of business management plays an essential role in ensuring the employees attain the right competency and skills. The study employed a phenomenology approach as a part of qualitative research, using in-depth interviews for data collection, contents analysis, and interpretation. The key variable of the study included abilities on problem-solving, decision making, communication, teamwork, adaptability, and customer focus. The data analysis demonstrated varied results on the components depending on the measured variables. The findings indicated require action to improve employee competency, skills, and job performance. The office of the graduate studies improvement plan (OGSIP) focused on each analyzed component and was essential to improve the competence and skills of the employees within the institution. The framework of the improvement plan includes preparation and assessment, planning, implementing, and monitoring. Further studies recommended comprise the research on advancing performance improvement plans and the involved challenges.
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    To enhance non-English major students’ English communicative competence by improving students’ English learner autonomy through organization development interventions—an action research at Zhejiang Yuexiu University of Foreign Languages (ZYUFL) in China
    ( 2020) Li, Ling ; Kim, Seongdok
    The research paper analyzed the impact of organization development interventions (ODIs) on learner autonomy (LA) and communicative competence (CC) of non-English major students in ZYUFL, Zhejiang, China. The main objectives were to determine the differences of students’ learner autonomy and communicative competence between the pre- and post-ODI phases and to investigate the impact of students’ learner autonomy on communicative competence after ODIs. Based on the preliminary diagnosis and pre-ODI results, the researcher conducted purposeful ODIs (three action learning cycles including coaching, goal setting, team building, dialogue and Appreciative Inquiry), but remained the same in the control group. The post-ODI results showed significant improvement on learner autonomy and communicative competence in the experimental group, but stayed almost in the same level in the control group. According to the results of paired sample t-test, there were significant differences between pre- and post-ODI results in learner autonomy and communicative competence. Based on the Simple Linear Regression results, learner autonomy had a positive significant impact on communicative competence. The analysis of the qualitative date (three learning journals, one reflective statement and two post-ODI meetings) triangulated the results. Further researches in the related fields were recommended in the last section.
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    To improve employee career success through organizational development intervention: an action research of AIA Co., Ltd. Changzhou Branch
    ( 2020) Lin, Dong ; Kim, Seongdok
    This study was aimed at the research of the organization development interventions on the employee career competency, emotional intelligence and self-efficacy to improve the employee career success in AIA Changzhou Branch, China. These three variables were regarded as employee career success behaviours and closely related to the development of the focal organization in currentstudy. Both quantitative and qualitative methods were utilized. The research methods were the questionnaire, semi-structured interview and participatory observation. Quantitative data was collected to examine the change in level of career competency, emotional intelligence and self-efficacy and qualitative data was collected to obtain in-deep understanding on the result of organization development interventions on the employees. The paired sample t-test was utilized in this study as a statistical tool to prove hypotheses. The collected data confirmed that there was an improvement of the career competency, emotional intelligence and self-efficacy after the organization development interventions. The research findings supported the research objectives and approved the hypotheses. This research responded to the organization’s needs of sustained developing and solved the company's existing problems. The results ODI of this research could be the useful tool to manage young employees and was adapted to the unpredictable and uncertain business environment. Meanwhile, the researcher designed an improvement framework to help individuals improve their career competency, emotional intelligence and selfefficacy and to achieve career success and better career development in an uncertain borderless career period.