การบริหารทรัพยากรมนุษย์ที่มีผลต่อความผูกพันในองค์การ ของบุคลากร คณะสิ่งแวดล้อมและทรัพยากรศาสตร์ มหาวิทยาลัยมหิดล Human Resource Management Affecting Staff Organizational Commitment Faculty of Environment and Resource Studies, Mahidol University

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สีตลา กลิ่นมรรคผล Seetala Klinmakphon ภาณี นาคไร่ขิง Panee Nakraikhing

Abstract

The objective of this research was to study the factors of human resource management that have an effect on organizational engagement of the personnel in the Faculty of Environment and Resource Studies, Mahidol University. The sample groups used for the research were academic personnel and academic supporting personnel totaling 109 persons. A questionnaire was used as the instrument for data collection divided to 3 parts i.e. Personal information of the respondents, the information related to the factors of human resource management on 5 areas including 1) Recruitment, 2) Personnel Selection, 3) Training and Developing,                  4) Performance Appraisal and 5) Compensation and Fringe Benefits, including the information regarding organizational engagement in 3 areas namely 1) Mental Engagement, 2) Engagement on Employee Retention to Organization and                      3) Normative Commitment.  According to the research results it was found that most of the respondents were supporting staff consisting of 43 female staff accounted for 62 per cent and 29 male staff accounted for 38 percent of the respondents. Regarding the opinion on human resource management, it was found  that the human resource management on recruitment had the most influence on personnel engagement in the organization, following by Compensation and Fringe Benefits, Performance Appraisal, Training and Developing and Recruitment with the averages of 4.02,3.98,3.95,3.95 and 3.91 respectively, the staff’s opinion level on 5 factors of human resource management had no difference with statistical significance, regarding the organizational engagement, it was found that staff's different ages, job positions and working time showed difference with statistical significance at the level of 0.05 with Employee Retention to Organization, Engagement on Employee Retention to Organization, Spirit and Employee Retention to Organization, respectively. In addition, 5 factors of human resource management were able to predict the organizational engagement, it was found that the factor on human resource management in Recruitment and Training and Developing was able to create the organizational engagement that accounted for 30.3 per cent that was a positive relationship that had a statistically significant difference at the level of 0.05.

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บทความวิจัย (Research Articles)