Browsing by Subject "Engagement"
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    Communication satisfaction, employee engagement, job satisfaction, and job performance in higher education institutions
    (Bangkok : Assumption University, 2019) Pongpipat Pongton ; Sid Suntrayuth
    This quantitative study investigates the relationships and impacts of communication satisfaction, employee engagement, job satisfaction, and job performance in higher education institutions in Thailand. Survey data were collected from 400 faculty members and staff who work in public and private universities in Thailand. The results from simple and multiple regression analyses show that communication satisfaction has a positive impact on job satisfaction and employee engagement; job satisfaction has a positive impact on employee engagement and job performance; and employee engagement has a positive impact on job performance. However, there is no evidence supporting a significant relationship between communication satisfaction and job performance.
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    Improving Efficacy of Pre-Recorded Videos in E-Learning Courses
    ( 2016) Nagi, Kuldeep
    Since the beginning of this new century eLearning has come a long way. A decade ago, it was perfectly acceptable to just record a Power Point presentation and upload it in the Learning Management System (LM). In 2016, this approach is not viable. It is no longer necessary to force the students to stare at sterile static text. One of biggest influence in eLearning comes from videos. Use of videos has become essential for teaching and learning in online programs and courses. Increasing use of services such as You- Tube has drastically changed the role of videos in teaching and learning. The TED series post their lectures on videos, and now have 500 million views. You-Tube receives about 60 hours of uploaded video content every minute. Proliferation of 3G/4G networks and exponential growth in the use of mobile devices is driving the use of videos not only for entertainment but also for teaching. This paper provides insight into the correct use of videos in eLearning. It provides a series of tricks to increase the video usage, such as, instead of presenting two 20 minutes videos on a subject, break the video into 4 separate videos, each 5 minutes in length. A five minute video can be internalized more easily than a long twenty minute video. Follow up questions in the form of a questionnaire, audio or video recorded responses by students will make it much more engaging. This paper is based on the study of a small sample of students in eLearning courses and attempts to provide new framework to create videos that will increase engagement in the eLearning courses.
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    Improving employees' engagement and communication: a case study of professional accounting services (PAS) Chiangmai, Thailand
    ( 2016) Koravich Kharnijor
    This research focused on engagement and the communication as most common factors that affect the people in an organization to be more productive. After a thorough analysis and consultation with the management team of PAS organization, the need for improvement for internal productivity exists. Therefore, OD interventions (ODI) were conducted to increase the level of employees' engagement and communication between the management and the employees to improve productivity. A total of 3 ODI were conducted; team building activity, group sharing session, and Whole Brain Literacy (WBL) coaching. The results of the activities were all in the positive aspect. Both qualitative and qualitative data collected showed positive outcomes especially in the area of communication understanding and internal working productivity. The engagement, communication understanding, and productivity increased by 2.74%, 10.47%, 7.86%, respectively.
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    OD interventions to develop commitment and engagement in software development teams
    (Assumption University Press, 2016) Sirichai Preudhikulpradab ; Fernando, Maria Socorro Cristina L.
    This paper presents some of the OD interventions to develop Commitment and Engagement in a software development company. It is based on the study of Preudhikulpradab, S. (2011) "Organization Spirituality: Commitment, Awareness, Readiness, and Engagement (C.A.R.E.) for Organization Development and Transformation: A Case of ABC Co., Ltd. This paper presents only the business practices, processes, and recommendations related to Commitment and Engagement in the focal system of the research.
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    Strength-based operations as organization development intervention (SBO-ODI) on enhancing teacher commitment, engagement, and performance: a case study of Assumption College Ubon Ratchathani (ACU)
    ( 2015) Prawat Sutthinont ; Kitikorn Dowpiset
    In the 21th century, four aspects in the era of globalization: complexity, change, competition, and connectivity, has impacted people's livings. To remain competitive the organization needs to design working environments with strong continuous-learning process to enhance commitment and engagement of the employees for better performance. Strength-Based Operation as Organization Development Intervention (SBO-ODI) was designed as a strategic intervention to support the working capabilities of the teaching and supporting staff at Assumption College Ubon Ratchathani, and was constructed based on the notions of worker strengths and right conditions as the foundation driving effective performance and success of work. The intervention was run under the core aspects of Action Research, and together with the framework of cross-functional team working, Appreciative Inquiry (A.I.) approach, Strengths, Opportunities, Aspirations and Results (SOAR) approach, positive coaching, and strength-based projects. The overall objectives of the study was to implement and to investigate the effects of the SBO-ODI method on the enhancement of ACU teaching and supporting staffs' commitment, engagement, and performances. The results from the questionnaires and observations revealed that the commitment, engagement, and performances of the ACU staffs were increased through the intervention. The participants expressed obviously in both understandings of goals in working and actions in conveying the project activities. There was a significant improvement in the participants' commitment, engagement, and performances at the level of 0.000* (p<.05), and the SBO-ODI intervention, finally, yielded the new model supposed to be assertive approach for working achievement of an organization.