Transformational Leadership of Sub-district Municipality Administrators in Nakhon Si Thammarat
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The objectives of this research were to (1) study transformational leadership of sub-district The objectives of this research were to (1) study transformational leadership of sub-district municipality administrators in Nakhon Si Thammarat, (2) compare transformational leadership of municipality administrators in relevance to gender, position, work experiences, education level and program of study, and (3) study problem and obstruction included suggestion for transformational leadership of municipality administrators. The samples were selected by accidental sampling according to each municipality proportion which consisted of 285 people. The research instrument was a 5-step rating scale questionnaire with reliability coefficient of .94. Statistical analysis was performed to obtain percentage, mean, standard deviation, one way ANOVA and Least Significant Difference (LSD) test. Results revealed that (1) transformational leadership level of administrators of the overall mean was at a high level ( =4.07, S.D = 0.58). When considering each aspect, it was also rated at a high level for all aspect. Regarding four problem issues of the transformational leadership of administrators, the highest issue was individual relationship – oriented (
=4.12, S.D = 0.74), followed by the influential ideology (
= 4.09, S.D = 0.64), the intelligent stimulation (
=4.05, S.D = 0.70) and the motivation-created (
= 4.02, S.D.=0.59), respectively. (2) The comparison of transformational leadership of administrators in terms of gender, work experiences, education level for the overall as well as each aspect was not significant. It was found that position showed significant differences at .05 level but the program of study showed no significant differences. When considering each aspect, the influential ideology at .05 level of statistical significant was reported. (3) Administrators’ problems and suggestions should adjust themselves up to date with the changing era, self-developed uniformity, participating performance or integrating with all agencies showed significant differences at .05 level. Moreover the most important issue should be created reliability and motivation for working employee.
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