Browsing by Subject "Organizational behavior"

Now showing 1 - 8 of 8
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    Development and validation of the organization commitment model /
    (University of the Thai Chamber of Commerce, 2010)
    Suwanont., Umaporn
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    University of the Thai Chamber of Commerce. School of Economics
      22  201
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    Examining the impact of workplace diversity on organizational performance in international schools in Sathorn (Bangkok)
    (University of the Thai Chamber of Commerce, 2023)
    Daniel, Mahima
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    University of the Thai Chamber of Commerce. International Business.
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    University of the Thai Chamber of Commerce. International School of Management.
    The current study explored the possible effect of workplace diversity on employees’ performance in International schools in Sathorn. The purpose of this study is to assess the effects of workplace diversity on the performance of employees. The sample of study comprised of 134 International staff working in 5 international schools of Sathorn area in Bangkok. Stratified random sampling scheme was applied to select the participants. Data was collected through questionnaire. Descriptive statistics and Inferential statistics were applied to extract the results. The results revealed that cultural diversity, cognitive diversity and functional diversity have positive relationship on the performance of the employees.
      96  781
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    Exploring employee loyalty in a Chinese cemented carbide company's Thai subsidiary : impact of work environment, compensation & benefits, and leadership style
    (University of the Thai Chamber of Commerce (UTCC), 2024)
    Wu, Liang
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    Li, Li
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    International Business
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    University of the Thai Chamber of Commerce. International Business
    ;
    University of the Thai Chamber of Commerce. International School of Management
    As the Sino-US trade war gradually intensifies, more and more Chinese companies are investing and producing in Thailand. As one of the largest economies in Southeast Asia, Thailand has a unique geographical location and a superior investment environment. However, in the process of landing in Thailand, Chinese companies must also face management challenges due to the significant differences between China and Thailand in culture and market. Therefore, many subsidiaries of Chinese manufacturing companies in Thailand face problems of low employee loyalty and high turnover. For Thai subsidiaries of Chinese multinational companies, cultivating localized talents is more important for improving the company's competitiveness and sustainable development. Therefore, it is crucial to understand the factors that affect the loyalty of local employees. This study will focus on a subsidiary of a Chinese cemented carbide company in the WHA Industrial Park in Chonburi, Thailand, and analyze the impact of three factors, namely work environment, salary and benefits, and leadership style, on employee loyalty. The current case company has 178 employees, mainly produces cemented carbide products, has many machines and equipment, and multiple cemented carbide production lines. This paper is based on the research results of predecessors and related theoretical foundations and takes the case company as the research object. This study determined the meaning and content of each variable in the study through a large number of literatures references and determined the content and method of the questionnaire. This study conducted a questionnaire survey on all employees of the case company, and finally collected 161 valid questionnaires. Through regression analysis of the questionnaire data, it was determined that the work environment and leadership style of the case company had a positive impact on employee loyalty, and salary and benefits had no significant impact on employee loyalty. Based on the survey analysis results and references, this study provides improvement directions for how the case company can improve its work environment and leadership style to help the case company improve employee loyalty.
      62  740
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    Perception of Organizational Politics and Influence of Job Attitude on Organizational Commitment
    (University of the Thai Chamber of Commerce, 2012)
    Thiphaphongphakaphun, Phatsom
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    University of the Thai Chamber of Commerce. International College
    With regards to there are so many organizations or companies which rapidly grow up and operate their business a very competitive environmentworldwide. Employees are so significant assets to the organizational. Theproductivity, efficiency and successfully performance of most organizations orcompanies are occurred by employees. Nowadays, organizations or companies have faced problems on employee's intention to leave and quit their job. In the same time, organizations or companies are confront with the uncertainty of costs and benefits such as hiring of personal replacement, training for new-hiring, administration cost, other reorganisation adjustment and etc. Human resources management is the main significant force of each organization or company's growth. The strategy to increase the productivity cost and to reduce in the employee's intention of quit is their opportunity. There are many organizations and companies in Pathumthani that rapidly grow, so the issue of employees' intention of quit is most important factors to be realized. The purpose of this research is to study the influence on job attitude and perception of organizational politics which are main and on significant to the employee's attachment to their organization or company. The attachment of employees to organization or company means that employees will do their job as much as they are capable and knowledgeable. Organizational commitment is so important to the organization or company; it is becomes an important issue in the world of business competitive environment. Commitment in organization is play theimportant role related to the rate of employees' intention to stay in the organisation. As the key factor related to the higher level of employees are performed as much as their knowledge. The research design is quantitative. This research is based on employees who are working in area of Pathumthani province only. The data in this research was from questionnaires responses and analyzed the influence on job attitude and perception of organizational politics by using statistical analysis method. The research papers draw the conclusion of result on the influence on job attitude and perception of organizational politics to organizational commitment which was focused on employees only. With these conclusions, this research can construct the influence on job attitude and perception of organization politics to organizational commitment.
      34  378
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    Research on the impact of financial sharing, organizational change perception and workplace competency on financial transformation
    (University of the Thai Chamber of Commerce (UTCC), 2024)
    Anqi, Li
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    Li, Li
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    International Business
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    University of the Thai Chamber of Commerce. International Business
    ;
    University of the Thai Chamber of Commerce. International School of Management
    This study deeply explores and analyzes the positive effects of financial sharing, organizational change cognition and workplace competence on financial transformation. The study found that the financial sharing model can effectively promote corporate financial transformation, improve process efficiency and organizational structure optimization, reduce costs, and help enterprises upgrade to informatization and digitalization. In this process, employees' organizational change cognition and workplace competence play a key role, while a positive organizational atmosphere enhances the effect of financial sharing. Through literature review and questionnaire survey, this paper verifies the positive impact of financial sharing on financial transformation and reveals the role of organizational change cognition and workplace competence. It provides important theoretical support and practical guidance for enterprises to promote financial sharing and financial transformation in practice. This study suggests that enterprises should attach importance to the implementation of financial sharing, enhance employees' organizational change cognition, and strengthen the cultivation of workplace competence. By formulating a clear strategic positioning of financial sharing, strengthening training and guidance of organizational change, and formulating personalized improvement plans, enterprises can better promote financial transformation, improve financial management level, and thus achieve sustainable development of enterprises. However, this study also has certain limitations. Future research can further explore the dynamic relationship between financial sharing and financial transformation, as well as the interaction of factors such as organizational change cognition and workplace competence in different situations. By continuously improving and expanding the research content, it can better guide enterprises to promote financial transformation in practice and achieve innovation and upgrading of financial management.
      576  36
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    The Effect of Organizational Culture and Organizational Justice on Employee Satisfaction and Organizational Commitment in Bangkok, Thailand
    (University of the Thai Chamber of Commerce, 2012)
    Zhang, Yusheng
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    University of the Thai Chamber of Commerce. International College
    The purpose of the study was to examine the effect of organizational cultureand organizational justice on employee satisfaction and organizational commitment. Employees whose aged equal and more than 25 years old and worked in the general organizations in Bangkok, Thailand were respondents. There were 406 qualified questionnaires were used in this analysis. SEM (Structure Equation Model) was used to examine the hypothesis. The finding indicated both organizational culture and organizational justice had direct positive effect on employee satisfaction and organizational commitment.This research provided effective resources (organizational culture andorganizational justice) for the companies to improve the employee satisfaction, and make employees more willing to remain and build their career within the organization. In addition, the information in this research could be useful for the future studies to explore the organizational culture and organizational justice effect on the employee satisfaction and employee commitment in other Asian countries.
      65  456
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    The Factors Effect of Transformational and Transactional Leadership and Organizational Commitment on The Employee’s Job Satisfaction and Job Performance
    (University of the Thai Chamber of Commerce, 2012)
    Zhou, Meng
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    University of the Thai Chamber of Commerce. International College
    This research focused on the factors effect of transformational and transactionalleadership and organizational commitment on the employee’s job satisfaction and job performance. Data were collected through a questionnaire from 400 employees in Bangkok. The 400 questionnaires were sent back to researcher. In this study, multiple regression was used to analyze the data. Results showed that transformational and transactional leadership had direct relationship with the employee’s job satisfaction and job performance, and the organizational commitment also had the positive effect on the employee’s job satisfaction and job performance. The main implication of this study, the leaders should use appropriate policies and innovative managing methods to increases employee’s job satisfaction and job performance by uses of the limited resources.
      56  333
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      26  273