Browsing by Subject "Turnover intention"
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    Determinant Factors of Turnover Intention: A case study of Air Conditioning Company in Bangkok, Thailand
    ( 2012-12) Chittipa Ngamkroeckjoti ; Phattarapon Ounprechavanit ; Thongdee Kijboonchoo
    This study aims to help a Thai air conditioning company to understand the turnover intention of employees based on their perception towards the company. Turnover intention revealed the likelihood of leaving the current job by an employee. If turnover rate of skilled professionals was high, the organization might lose the human capital, such as skill, knowledge, and trained human resources to his competitors. Thus, turnover of these individuals incurred both replacement costs and a competitive loss. This research studied factors influencing employees’ turnover intention. A total of 400 questionnaires were distributed in an Air Conditioning Company located in Bangkok. Census survey was adopted. The influences of perception, job satisfaction, and turnover intention were identified through structural equation modeling (AMOS). The casual relationships among perception, job satisfaction, and turnover intention were also confirmed.
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    Factors Affect Turnover Intention of Bangkok Air Conditioning Company
    ( 2013-03) Supannachart Phanichrattana ; Phattarapon Ounprechavanit ; Chittipa Ngamkroeckjoti
    This study aims to elaborate the human resource department of a Bangkok air conditioning company to understand how to improve the turnover intention of employees based on their perception towards the company. Based on dual relationship, the first examines the relationship between environmental factors and job satisfaction. The second is the relationship between job satisfaction and turnover intention. Turnover intention revealed the likelihood of leaving the current job by an employee. If turnover rate of skilled professionals was high, the organization might lose the human capital, such as skill, knowledge, and trained human resources to his competitors. Thus, turnover of these individuals incurred both replacement costs and a competitive loss of this company. This research studied factors influencing employees’ turnover intention. A total population of 400 questionnaires was quantitatively distributed in an Air Conditioning Company located in Bangkok only. Census survey was adopted. The influences of perception, job satisfaction, and turnover intention were identified through structural equation modeling (AMOS) version 20. The casual relationships among working condition, salary and incentives, supervision, nature of work, career opportunities, job satisfaction, and turnover intention were also confirmed.
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    Factors relating to turnover intention of medical sales representatives of BDSH Thailand Ltd.
    ( 2018) Piyathida Praditbatuga ; Oranich Phakcharoen
    This research aims to study whether job satisfaction in terms of Pay, Promotion, Supervision, Fringe Benefits, Contingent Rewards, Operating Conditions, Coworkers, Nature of Work, and Communication has a relationship with turnover intention of medical sales representatives in BDSH Thailand Ltd. The questionnaire was used as a research instrument to collect data. The data was collected from all 230 medical sales representatives in BDSH Thailand Ltd. Pearson’s correlation analysis was used to test the research hypotheses. The results of this research revealed that turnover intention had a very low positive relationship with pay, promotion, and contingent rewards of medical sales representatives in BDSH Thailand Ltd. In addition, supervision, fringe benefit, operating procedures, coworkers, nature of work, and communication did not have a relationship with turnover intention of medical sales representatives. This finding contrasts with many previous research studies which found a strongly negative relationship between job satisfaction and turnover intention. This may be because of the characteristic of medical sales representatives in BDSH Thailand may different from other jobs. Medical sales representative in BDSH Thailand face pressure from their job requirement for volume of minimum sales per month. Therefore, Pay, Promotion, and Contingent reward may not be the factors that influence their intention to leave the company.
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    Refining employee turnover intention through organization development interventions: an action research on water filtration enterprise in Bangkok
    (Bangkok : Assumption University Press, 2022) Arisa Samrong ; Papitchaya Wisankosol
    The objectives of this research are to analyze employee turnover intention, to observe the determinants on employee turnover intention, and to develop organization development interventions to reduce employee turnover intention of sales department of a water filtration enterprise in Bangkok. The action research is conducted in three stages: pre-ODI, ODI, and post-ODI. One hundred samplers from the sales department of a water filtration enterprise in Bangkok are involved in the data collection and organization development intervention procedure. Data is analyzed by the observation of Percentage, Mean, Standard Deviation (S.D.), and Multiple Linear Regression (MLR).