FACTORS INFLUENCING RETENTION OF ACADEMIC PERSONNEL IN PRIVATE UNIVERSITIES IN PATHUMTHANI
Article Sidebar
Main Article Content
Abstract
The goal of this study was to examine factors impacting private university staff retention in Pathum Thani Province as well as organizational commitment, work satisfaction, and retention of private university people. This research is survey-based. At the private universities in the province of Pathum Thani, there are 2,507 academic staff members. Three hundred twenty-three academic staff members from private universities in the province of Pathum Thani made up the sample group. The sample was selected by the researcher using the Krejcie and Morgan sampling table, and stratified random selection was carried out using the proportionate comparison method for private universities in the province of Pathum Thani.
Questionnaires are one type of data collection tool used in research. Every item on the questionnaire has a consistency index of 1. The range of the discriminating power value is.226 to.869. The value of dependability is.965. Multiple regression, frequency, percentage, mean, and standard deviation are among the statistics used in data analysis.
The study's findings indicate that:
1) Academic staff members at private universities often have high levels of commitment to the institution, job satisfaction, and retention.
2) Continual commitment, normative commitment, motivating factors, sustaining factors, and factors impacting the retention of academic staff at private universities are among the factors that impact retention with statistical significance at the.01 level.
Additionally, there is statistical significance at the.05 level between the retention of academic staff at private universities and organizational commitment and emotional factors.
Article Details
This work is licensed under a Creative Commons Attribution-NonCommercial-NoDerivatives 4.0 International License.
References
Allen, N. J., & Meyer, J. P. (1990). The measurement and antecedents of affective, continuance And normative commitment to the organization. Journal of Occupational Psychology, 63(1), 1-18.
Best, J.W. (1993). Research in Education. (3rd ed.). New Jersey: Prentice Hall, Inc.
Chantawaro, S. (2018). Retention Factors on Organizational Commitment of Phra Chulachomklao. (Master’s Thesis). National Institute of Development Administration. Bangkok.
Grantton, L., & Ghoshal, S. (2003). Managing Personal Human Capital: New Ethos for the ‘Volunteer’ Employee. European Management Journal, 21(1), 1-10.
Herzberg (1959). The Motivation to work. New York : John Wiley and Sons.
Komonsanoa, K. (2018). Factors Affecting to Government Employee Gen Y Retention with the Autonomous University in Southern Thailand. (Doctoral Dissertation). Prince of Songkla University. Songkla .
Krejcie, R.V. & Morgan, D.W. (1970). Determining Sample Size for Research Activities. Educational and Psychological Measurement. American Psychological Association, 30(3), 607-610.
Likert, R. (1967). The Method of Constructing and Attitude Scale, In Reading in Fishbeic. New York: Wiley & Son.
Phoangphaew, P. (2018). Factors Related to Job Retention Among the Construction Workers in a Building Construction Company in Bangkok. (Master’s Thesis). Burapha University. Chonburi.
Pimthong, S. (2014). Antecedent Factors Correlated with the Organizational Retention of the University Academic Staffs. (Research Report). Srinakharinwirot University: Bangkok.
Taunton, R.L., Krampitz, S.D., & Woods, C.Q. (1989). Manager impact on retention of hospital staff, Part 2. Joumal of Nursing
Administration, 19(4), 15-9.
Treeprasitchai, T. (2013). Factors Affecting Employee Retention of Five-star Hotels in Bangkok. (Master’s Thesis). Bangkok University. Bangkok.
Watthanabut, B. (2018). Knowledge exchange and transformational leadership style for team improvement. Utopíay Praxis Latinoamericana, 24(6), 207-214.