Browsing by Subject "Work engagement"
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ItemCultivating student craftsmanship through OD interventions: a case study of the student union at Beijing polytechnicThis research aims to determine whether the organization development interventions (ODI) helped cultivate student craftsmanship in the Student Union. Through the new job design of the Student Union, students enhanced their commitment to their work and became more conscientious. The researcher adopted quasi-experimental design by using qualitative and quantitative methods to conduct the BPI case study. Based on the pre-and post-test design, 24 students in the Student Union from College QC participated as the intervention object, while the 28 students of the control group were from College HK. The quantitative part included survey questionnaires in pre-test and post-test stages, while the qualitative method included interviews. First, the researcher applied the Shapiro–Wilk test and found that the data was non-parametric type. Next, the researcher applied the spearman Rank correlation, Wilcoxon signed rank, and Mann-Whitney U tests to test hypotheses based on none parametric situations. After the ODI, all hypotheses’ tests confirmed statistically significant improvement in work engagement, students’ career commitment, and conscientiousness. The qualitative findings also supported that students' career commitment and conscientiousness significantly improved. In conclusion, the findings showed that students’ career commitment and conscientiousness could be improved by enhancing students' work engagement.
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ItemDesigning a framework and strategies to enhance individual innovative work behavior: a case of a non-profit in Phnom Penh, Cambodia( 2021) Seng, Sonika ; Fernando, Maria Socorro C. L.Innovation has become such a big part of our everyday life that everywhere we go, whatever we do, we tend to seek something new, whether these are new ideas, new experiences, new products, new places, or new technologies. For organizations in highly competitive environments, innovation ensures sustainability and competitive advantage. However, innovativeness comes from the organization's people, so innovative work behavior has rapidly become a significant factor for organizations to explore and establish. This research assesses the needs of five factors that enhance individual innovative work behavior in Pact Cambodia: job resourcefulness, work empowerment, employee motivation, leader-member exchange (LMX), and work engagement. A mixed research methodology was used, and the respondents included the population in the non-profit organization. All 25 employees responded to the survey questionnaire for quantitative research, whereas eight key employees were selected to participate in a focus group discussion. The quantitative data were analyzed using Cronbach's Alpha testing, descriptive analysis, and Priority needs index modified (PNImod). The qualitative data were analyzed using the inter-coding method. The results from PNIMod show that work empowerment, employee motivation, leader-member exchange, and innovative work behavior are the four factors that must be prioritized. The interview questionnaire used appreciative inquiry (AI) questions to further explore work engagement and innovative work behavior. Based on the overall results, the current situation of innovative work behavior is favorable, but PNIModified suggested that some factors should be prioritized to enhance individual innovative work behavior. Therefore, a framework and strategies are presented based on all data results.
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ItemEnhancing supportive leadership, affective organizational commitment, and work engagement: a participatory action research approachThis participatory action research aims to enhance work engagement and affective commitment by designing and delivering the necessary organizational development interventions (ODIs) at the focal company, the Gold Power Company Limited (GPCL). The researcher employed action research method to answer three objectives, comprising 1) Diagnosing the current situations of supportive leadership, affective organizational commitment, and work engagement at Gold Power Company, 2) Designing and experimenting with the ODIs of supportive leadership, affective organizational commitment, and work engagement, and 3) Measuring the effects of ODIs on supportive leadership, affective organizational commitment, and work engagement. The research site is at Gold Power Company, Myanmar, involving the managers (n=50) who are full-time employees. This study employs quantitative survey research method with the use of structured questionnaire with 5-point Likert scale as research instruments, where the instruments are validated and tested with Cronbach Alpha Co-Efficient. The results indicate that the ODIs have improved supportive leadership (P=0.000), Affective organizational commitment (P=0.000), and work engagement (P=0.000). The recommendations include 1) providing more leadership training to enhance supportive leadership and people-oriented leadership behaviors, 2) encouraging middle managers to use more of supportive leadership behaviors, 3) suggesting HR department at GPCL to inspect affective organizational commitment and work engagement level routinely, and to include leader’s supportive behaviors as KPIs in performance appraisal.
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ItemThe impact of organization development interventions (ODI) on employee engagement through the improvement of job resources : a case study in a private floor tile manufacturing company in Thailand(Assumption University, 2014) Pirata Phakdeesattayaphong ; Sming Chungviwatanant, jt. auth. ; Assumption University. Graduate School of Business
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ItemKey influencers of innovative work behavior in leading Thai property developersPurpose: This research paper aims to investigate the key influencers that have significant impact on innovative work behavior among employees of top five leading property developers in Thailand. The conceptual framework proposed causal relationship among Transformational Leadership (TL), Work Engagement (WE), Management Support (MS), Coworkers Support (CS) and Innovative Work Behavior (IWB) Research design, data and methodology: The researcher applied quantitative method (n=400), distributing questionnaires to top to middle management employees. The nonprobability sampling includes judgmental sampling in selecting top five property companies, quota sampling in scoping market capitalization and convenience sampling in collecting data and distributing of surveys online and offline. The Structural Equation Model (SEM) and Confirmatory Factor Analysis (CFA) were used for the data analysis including model fit, reliability, and validity of the constructs. Results: The results explicated that transformational leadership, work engagement, management support and coworkers support have significant impact on innovative work behavior. Management support presented that strongest impact on innovative work behavior, followed by coworkers support, transformational leadership and work engagement respectively. Conclusions: Five hypotheses were proven to fulfil research objectives. Hence, management and human resource teams are suggested to provide assessment to measure level of influencers and people development programs to enhance innovation behavior at the workplace.
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ItemOrganizational development in tervention on service climate and psychological meaningfulness to improve employee engagement: an action research in a Private Family Hotel Samui, Thailand(Assumption University Press, 2017) Veerya Manapajon ; Sming Chungviwatanant ; Tayko, Perla Rizalina M.This research investigates the impact of organization development intervention (ODI) on service climate, and psychological meaningfulness to enhance the level of employee engagement, conducted in a mid-sized family owned hotel in Samui, Thailand by using the action research model. Various OD interventions were conducted on 27 participants over a seven month period from June to December 2016. The concept of Effective Change Management (Cumming & Worley, 2005) and Whole Brain Literacy (Tayko, 2010) were used for the intervention design process. The findings indicate that: 1. Service climate, psychological meaningfulness, and employee engagement showed statistically significant increases after ODI. 2. There is a statistically significant positive relationship between service climate, psychological meaningfulness, and employee engagement. 3. Only “length of service” in the demographic factor indicated a statistically significant positive relationship with employee engagement, while “age” and “department” showed no significant relationship.
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ItemThe impact of work engagement, psychological empowerment and organizational commitment on organizational citizenship behavior in a hotel service sector: a case study of a hotel service in Roi Et, ThailandThe purpose of this study is to identify the factors which contribute towards organizational citizenship behavior of ABC hotel’s employee in Roi Et, Thailand. Once these factors have been identified, recommendations were provided to the CEO as to which aspect of hotel’s employee had been improved. Accordingly, the CEO can use the findings from this research as a guideline for improving the hotel in order to serves the needs of customers at ABC hotel and maximize the hotel employee’s satisfaction. The focus of this study is to construct Organization Development Intervention training or ODI to the employees to maximize their capability and proficiency. Furthermore, the study also aimed to see the relationship between variables. For this purpose, the variables in this study consist of work engagement, psychological empowerment, organizational commitment and organizational citizenship behavior. The samples involve 40 full-time employees of the hotel who are managers and employees. To access the current situation, the researcher applied organizational assessment and SWOT analysis and it was found that employees needed many areas of improvement to raise higher hotel performance standards. Data were collected using quantitative and qualitative approaches during pre-ODI and post-ODI stages to see the difference. The influence of ODIs was interpreted by using paired sample t-test and Multiple Linear Regression (MLR) to test the relationship between variables. As a result, the findings showed a significant change between pre-ODI and post-ODI. Also, there is a statistically significant relationship between variables. To conclude, the results showed that there are improvement after the ODI stage and there are three factors that contribute towards organizational citizenship behavior.
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ItemThe influence of dispositional mindfulness on work engagement: the mediation analysis of workplace spirituality and organizational spirituality, among white-collar employees in Bangkok, ThailandThe primary purpose of this investigation was to investigate the impact of dispositional mindfulness on white-collar employees' work engagement based on the Job Demands-Resources Model (JD-R model) and person-organization Fit Theory (P-O Fit); in doing so, the mediating role of workplace spirituality (personal job resources) and organizational spirituality (organizational job resources) were analyzed. The total sample of participants was 1,014 white-collar non-management employees in Bangkok. The following standardized scales were used to collect data for this research: The Philadelphia Mindfulness Scale Thai version (PHLMS_TH), The Organizational Spiritual Values Scale (OSVS), Workplace Spirituality Scale (WPS), Thai Version-Job Content questionnaire (TJCQ), and the Utrecht and Work Engagement Scale-9 (UWES-9).Through structural equation modeling (SEM), direct and indirect models were developed and conducted to accomplish the research's purpose. The evaluation and comparison of the fit of these models revealed that the indirect model was better than the direct model, concluding the mediating role of workplace and organizational spirituality in a proposed relationship.