ABAC ODI: Vol. 10, No. 2 (April 2023 - September 2023)

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Now showing 1 - 5 of 23
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    An empirical study on data reuse intention among social science researchers in Chengdu, Sichuan province, China
    (Bangkok : Assumption University, 2023) Chen, Xiang ; Poonphon Suesaowaluk
    This study investigates the influencing factors of social science researchers’ intention to reuse data in Chengdu, Sichuan Province, China. The conceptual framework includes information quality, service quality, subjective norms, data repository, perceived effort, and intention to reuse data. The researchers conducted a quantitative method to distribute the online questionnaire to 500 social science researchers. The sample techniques were purposive, quota, and convenience sampling. Confirmatory Factor Analysis (CFA) and Structural Equation Model (SEM) were used to analyze the data and examine the research hypotheses. The findings show that information quality, service quality, subjective norms, perceived usefulness, perceived ease of use, and attitudes to data reuse significantly impact social science researchers’ intention to reuse data. In contrast, data repository has no significant impact on social science researchers’ intention to reuse data influences. It can effectively support the cycle between data sharing and reuse in the humanities and social sciences to promote the formation of ecology and provide references and suggestions for data management in this field.
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    Post-90s young people's turnover tendency and its implication for organization development: a mixed methods research
    (Bangkok : Assumption University, 2023) Jiao, Debin ; Sirichai Preudhikulpradab
    In the 21st century, more and more post-90s young people gradually entered the workplace and became a new force that cannot be ignored. However, because of this group's unique group character, living environment, and employment concept, the turnover rate after 90 is generally higher, to a certain extent, increasing the cost of enterprises to bringing new challenges to the management of enterprises. This article uses a needs assessment study with two goals:1)to identify the priority needs of organizational factors in terms of a.) work values; b.) job satisfaction; organizational commitment; c) and d.) adaptiveness to change. 2)to propose a set of organizational development interventions according to the priority needs. This study used a semi-structured questionnaire with fixed options and open questions to collect data from interviewers. Data analysis and synthesis programs include descriptive statistics and content analysis. The actual sample was 193 respondents who completed the questionnaire, and 181 out of 193 respondents provided qualitative advice in the Open Questions section. Based on the main survey results of quantitative and qualitative data, and according to this, the corresponding OD intervention measures are put forward to provide a helpful reference for enterprises to reduce the turnover rate of employees after 90. This study found that, personalized on-the-job training, Fair pay distribution, Human enterprise atmosphere and Occupational adaptability can influence employees' turnover tendency.
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    An exploration of problem-solving style through the lens of psychological climate, cognitive style and idea style measures
    (Bangkok : Assumption University, 2023) Clapp, Ray ; Vorapot Ruckthum
    There is a growing interest in a more inclusive conception of the activity of the ‘change process’ (person, product, process and press) particularly the aspects of the creative sub-process concerned with person and product. The variables Cognitive style and Idea style, have a common heritage that is rooted in a dichotomy concerned at one end with ‘adaption’ (improvements) while at the other end with ‘innovation’ (novelty). These characteristics have been used to describe the ‘creative concept’ where to date the emphasis has been on the pole concerned with ‘innovation continuum’. The pole is hence also concerned with adaption, but while the pole being a necessary and central aspect of both variables has nevertheless received relatively little attention. In this study, the primary objective was therefore to evaluate the coherence of Kirton’s ‘cognitive style’ measure of adaptive – innovative behavioural preferences with the measures of Idea styles. Therefore, another related objective was to evaluate the relationship between the cognitive style and ‘psychological climate’, consisting of ideas generated and problems identified as sub-components. The results show the ‘innovative pole’ of cognitive style is significantly related to both innovative idea style and the quantity of ideas generated (it is also explicitly supported by the facets of the personality variable ‘openness’). However, while a negative relationship between cognitive style and the adaptive style of ideas is a central aspect of Kirton’s cognitive style theory, no significant negative relationship was found. Instead, the adaptive style of ideas has a positive relationship to a factor within the measure of psychological climate or ‘the opportunity to contribute to change’. These findings position Kirton’s cognitive style measure as primarily in the domain of ‘personality’ and only partially coherent with the domain of ‘idea style’ the latter a carrier, rather than ‘a component of style’. Furthermore, while the variables of cognitive style and psychological climate show no significant relationship, they provide differential support to the ‘first two stages’ of the change process.
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    Coaching to enhance Thai forensic police officer's self-efficacy, meaningful work, and job crafting: a case study of the office of police forensic science
    (Bangkok : Assumption University, 2023) Pornpavee Suramanee ; Vorapot Ruckthum
    For the past two decades, forensic science has been playing essential role in criminal investigation in Thailand. It has been praised as a game changer for criminal justice. The work of Thai forensic police officers has profoundly altered how police investigated crimes since it can provide evidence for answering crucial questions like Who? What? When? Where? Why? and How? more objectively and expeditiously among other available tools. Unfortunately, due to the nature of the behind-the-scenes type of work, Thai forensic police officers perceive themselves as just scientists working in some backroom laboratory who has no real influence nor decision making power in the overall investigation process. Thus, this study aims to explore these issues in the hope of enhancing the Thai forensic police officers’ (FPO) self-efficacy (SE), meaningful work (MW), and job crafting (JC). The study applied self-efficacy theory, meaning in work based on job characteristics theory and job crafting model as the theoretical framework. Three hypotheses were derived to evaluate significant difference between Pre-ODI and Post-ODI based on self-efficacy, meaningful work, and job crafting. Both qualitative and quantitative data were collected and used for analysis. They were obtained from 30 forensic police officers from eight different functions stationed in ten provinces using stratified sampling technique. Organization development interventions (ODI) were executed over the period of two months using individual coaching techniques, and questionnaires and interviews as instruments. Reflexive thematic analysis paired samples t-test, and Wilcoxon signed-rank test were chosen to analyze the data. Findings revealed that self-efficacy and meaningful work showed significant differences after the coaching intervention, whereas job crafting failed to exhibit any statistical significance.
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    A proposed enhancement initiative for employee engagement, organizational resiliency, and organizational sustainability: a case of the center for diversity and National Harmony (CDNH) Myanmar
    This mixed-method research has three objectives: 1) examine the current condition of employee engagement, organizational resiliency, and organizational sustainability of all employees' levels and rank the priority needs; 2) explore interviewees’ perceptions of how to enhance employee engagement, organizational resiliency, and sustainability. 3). develop an initial proposal for enhancement initiative, organizational resiliency, and sustainability at CDNH. The instruments employed included: a\structured questionnaire (N=90) and an in-depth interview (N=10). The target populations comprise all employees, middle-level management, and top-level management, the purposive sampling method. The data analysis treatments include descriptive statistics and PNI Modified for the structured questionnaire and contents analysis for the interview. Findings showed that based on the PNI modified, Employee Engagement (PNI Modified =0.345) was ranked as the priority need for organizational sustainability in the Center for Diversity and National Harmony, Organizational Resilience (PNI Modified = 0.334) was ranked as the second priority need level, the Organization Sustainability (PNI Modified = 0.249) was ranked the third. The recommendations are that the CDNH organization focuses on the three main competencies factors to develop enhancement initiatives for employee engagement, organizational resiliency, and organizational sustainability. Lastly, the data obtained from the questionnaire and open-response questions were analyzed by using descriptive statistics and content analysis. According to the content analysis inter-coding, social harmony, stakeholder engagement, and accountability and transparency had been mentioned among 10 informants that could be improved for employee engagement, organizational resilience, and organization sustainability. Additionally, the key informants believe that team building, creating a good working environment, and staff capacity building are factored in developing these three areas. As there are many levels and employees within the organization at the same time, it might not be unity. Moreover, allocating their workplace without creating or supporting a good working environment was discussed among 10 key informants. Lastly, the informants believe that building staff capacity was considered a critical need for employees according to their tasks and responsibility. For further studies, to identify conducting research focused on stakeholders' engagement and working conditions, as well as employees' satisfaction in the Center for Diversity and National Harmony.