ผลกระทบของปัจจัยเชิงสาเหตุของความสามารถด้านการพัฒนาทรัพยากรมนุษย์ ของธุรกิจชิ้นส่วนยานยนต์ในประเทศไทย
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พ.ย. 9, 2019
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การพัฒนาทรัพยากรมนุษย การมุ่งเน้นภาวะผู้นำการเปลี่ยนแปลง นโยบายด้านทุนมนุษย ความเพียบพร้อมด้านทรัพยากรขององค์กร ความสามารถด้านเทคโนโลยีสารสนเทศ แรงกดดันจากความซับซ้อนของสิ่งแวดล้อม
Main Article Content
บทคัดย่อ
การวิจัยนี้มีวัตถุประสงค์เพื่อทดสอบปัจจัยภายในและปัจจัยภายนอกที่ส่งผลต่อความสามารถด้านการพัฒนาทรัพยากร การวิจัยนี้มีวัตถุประสงค์เพื่อทดสอบปัจจัยภายในและปัจจัยภายนอกที่ส่งผลต่อความสามารถด้านการพัฒนาทรัพยากรมนุษย์ เก็บรวบรวมข้อมูลจำนวน 128 จากทั้งหมด 618 กิจการของธุรกิจชิ้นส่วนยานยนต์ในประเทศไทยโดยใช้การส่งแบบสอบถามทางไปรษณีย์ การวิเคราะห์ข้อมูลใช้การวิเคราะห์เชิงถดถอยในการทดสอบสมมุติฐาน ผลการวิเคราะห์ระบุว่า การมุ่งเน้นภาวะผู้นำแบบเปลี่ยนแปลง ความเพียบพร้อมของทรัพยากรขององค์กร ความสามารถด้านเทคโนโลยีสารสนเทศ และแรงกดดันของความซับซ้อนของสิ่งแวดล้อม มีอิทธิพลเชิงบวกต่อความสามารถด้านการพัฒนาทรัพยากรมนุษย์ นอกจากนั้นผลการศึกษานี้ยังสามารถใช้เป็นข้อสรุปและแนวทางของงานวิจัยในอนาคต รวมทั้งด้านทฤษฎีและเชิงปฏิบัติ และข้อจำกัดในงานวิจัย
Article Details
How to Cite
Khamphroh, A., Boonlua, S., & Peemanee, J. (2019). ผลกระทบของปัจจัยเชิงสาเหตุของความสามารถด้านการพัฒนาทรัพยากรมนุษย์ ของธุรกิจชิ้นส่วนยานยนต์ในประเทศไทย. วารสารเทคโนโลยีภาคใต้, 12(2), 181–192. สืบค้น จาก https://so04.tci-thaijo.org/index.php/journal_sct/article/view/130858
บท
บทความวิจัย
- ผู้เขียนต้องยินยอมปฏิบัติตามเงื่อนไขที่กองบรรณาธิการวารสารกำหนด และผู้เขียนต้องยินยอมให้บรรณาธิการ แก้ไขความสมบูรณ์ของบทความได้ในขั้นตอนสุดท้ายก่อนเผยแพร่
- ลิขสิทธิ์บทความเป็นของผู้เขียน แต่วารสารเทคโนโลยีภาคใต้คงไว้ซึ่งสิทธิ์ในการตีพิมพ์ครั้งแรก โดยเหตุที่บทความนี้ปรากฏในวารสารที่เข้าถึงได้จึงอนุญาตให้นำบทความไปใช้เพื่อประโยชน์ทางการศึกษา แต่มิใช่เพื่อการพาณิชย์
References
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App, S., Merk, J., & Büttgen, M. (2012). Employer branding: sustainable HRM as a competitive advantage in the market for high-quality employees. Management Revue, 23(3), 262-278.
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Ashill, N. J., & Jobber, D. (2014). The effects of the external environment on marketing decision-maker uncertainty. Journal of Marketing Management, 30(3-4), 268-294.
Atuahene-Gima, K., & Murray J. (2004). Antecedents and outcomes of marketing strategy comprehensiveness. Journal of Marketing, 68(4), 33-46.
Azadegan, A., Patel, P. C., Zangoueinezhad, A., & Linderman, K. (2013). The effect of environmental complexity and environmental dynamism on lean practices. Journal of Operations Management, 31(4), 193-212.
Bailey, M. (2011). Policy, professionalism, professionality and the development of HR practitioners in the UK. Journal of European Industrial Training, 35(5), 487-501.
Barling, J., Weber, T., & Kelloway, E. K. (1996). Effects of transformational leadership training on attitudinal and financial outcomes: A field experiment. Journal of Applied Psychology, 81(6), 827.
Bass, B. M., & Avolio, B. J. (1989). Potential biases in leadership measures: How prototypes, leniency, and general satisfaction relate to ratings and rankings of transformational and transactional leadership constructs. Educational and Psychological Measurement, 49(3), 509-527.
Boyd, B. K., & Fulk, J. (1996). Executive scanning and perceived uncertainty: A multidimensional model. Journal of Management, 22(1), 1-21.
Brand, M. J., & Croonen, E. P. (2010). Franchised and small, the most beautiful of all; HRM and performance in plural systems. Journal of Small Business Management, 48(4), 605-626.
Broderick, R., & Boudreau, J. W. (1991). The evolution of computer use in human resource management: Interviews with ten leaders. Human Resource Management, 30(4), 485-508.
Cannon, A. R., & John, C. H. S. (2007). Measuring environmental complexity a theoretical and empirical assessment. Organizational Research Methods, 10(2), 296-321.
Chapman, C. S. (2005). Not because they are new: Developing the contribution of enterprise resource planning systems to management control research. Accounting, Organizations and Society,30(7), 685-689.
Clarke, N. (2004). HRD and the challenges of assessing learning in the workplace. International Journal of Training and Development, 8(2), 140-156.
Couger, J. D., Davis, G. B., Dologite, D. G., Feinstein, D. L., Gorgone, J. T., Jenkins, A. M., & Valacich, J. S. (1995). IS’95: Guideline for undergraduate IS curriculum. MIS Quarterly, 341-359.
Coulter, M.K. (2002). Strategic Management in Action 2nd, New Jersey: Prentice Hall.Ehlen, C., van der Klink, M., Roentgen, U.,
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Garavan, T. N., Wilson, J. P., Cross, C., Carbery, R.,Sieben, I., de Grip, A., & McCracken, M. (2008). Mapping the context and practice of training, development and HRD in European call centres. Journal of European Industrial Training, 32(8/9), 612-728.
Garg, N. (2015). Readiness of india inc for modern hrm practices. IUP Journal of Organizational Behavior, 14(1), 58-76.
Hair, Jr. J. F., Black, W. C., Babin, B. J., & Anderson, R. E. (2010). Multivariate Data Analysis: A Global Perspective. New Jersey: Prentice Hall.
Hamlin, B. (2002). In support of evidence-based management and research-informed HRD through HRD professional partnerships: an empirical and comparative study. Human Resource Development International, 5(4), 467-491.
Hassan, R. A., Fuwad, B. A., & Rauf, A. I. (2010). Pre-training motivation and the effectiveness of transformational leadership training: An experiment. Academy of Strategic Management Journal, 9(2), 1-8.
Hekelova, E., & Srdosova, K. (2009). Management of human resources in the automotive industry: Retrieved December, 1, 2016, from https://www.sjf.stuba.sk/docs/docs/casopis/ZVP2009/ 06_F. SP. Hekelova_Srdosova.pdf.
Huda, K. N., Anika, T. R., & Khaled, M. C. (2014).Strategic human resource development practices: An empirical study of steel manufacturing industries of Bangladesh. International Management Review, 10(2), 24-31.
Jain, R., & Gulati, S. (2016). HRD systems and organizational performance: Qualitative review of research. Journal of Institute of Public Enterprise, 39(1), 86-109.
Ji, L., Tang, G., Wang, X., Yan, M., & Liu, Z. (2012). Collectivistic-HRM, firm strategy and firm performance: An empirical test. The International Journal of Human Resource Management, 23(1), 190-203.
Kratzer, J., Gemünden, H. G., & Lettl, C. (2008). Balancing creativity and time efficiency in multiteam R&D projects: the alignment of formal and informal networks. R & D Management, 38(5), 538-549.
Mark, G., & Su, N. M. (2010). Making infrastructure visible for nomadic work. Pervasive and Mobile Computing, 6(3), 312-323.
Norton, T. A., Zacher, H., & Ashkanasy, N. M. (2014). Organizational sustainability policies and employee green behavior: The mediating role of work climate perceptions. Journal of Environmental Psychology, 38, 49-54.
Nunnally, J. C., & Bernstein, I. H. (1994). Psychometric Theor. (3rd ed.). New York: McGraw-Hill.
Pearce, C. L., Yoo, Y., & Alavi, M. (2004). Leadership, social work, and virtual teams. Improving Leadership in Nonprofit Organizations, edited by Ronald E. Riggio and Sarah Smith Orr, 180-199.
Pfeffer, J. (2000). The human equation: Building profits by putting people first. Human Resource Management Journal, 10(2), 91-96.
Radhakrishna, A., & Raju, R. S. (2015). A Study on the effect of human resource development on employment relations. IUP Journal of Management Research, 14(3), 28-42.
Raper, P., Ashton, D., Felstead, A., & Storey, J. (1997). Towards the learning organization? Explaining current trends in training practice
in the UK. International Journal of Training
and Development, 1(1), 9-21.
Ray, G., Barney, J. B., & Muhanna, W. A. (2004). Capabilities, business processes, and competitive advantage: choosing the dependent variable in empirical tests of the resourcebased view. Strategic Management Journal, 25(1), 23-37.
Schmitt, A., & Klarmer, P. (2015). From snapshot to continuity: A dynamic model of organizational adaptation to environmental changes. Scandinavian Journal of Management, 31(1), 3-13.
Snellen, I. T. M. (2012). Human resource management in the information age. Public Administration in the information- age: Revisited, 19(1), 252-280.
Sriboonlue, P., & Ussahawanitchakit, P. (2014). Strategic renewal capability and business success: Evidence from auto parts businesses in Thailand. Journal of International Finance and Economics, 14(2), 45-62.
Swanson, R. A. (2001). Human resource development and its underlying theory. Human Resource Development International, 4(3), 299-312.
Takeno, T., Okamoto, A., Uetake, T., & Sugawara, M. (2001). Collaboration of small and medium sized companies and business resources sharing. In Proceedings of 7th International Conference on Concurrent Enterprising, 27-29.
Thai Auto Parts Manufacturers Association. (2016). TAPMA’S Member: December 2016. Retrieved from https://www. thaiautoparts.or.th/index.php?op=member-index.
Tjepkema, S., & Wognuym, A. A. M. (1999). Human resource development in a corporate setting from an organizational point of view, in A. J. Visscher (ed.) Managing School toward High Performance, Lisse: Swets & Zritlinger, 245-287.
Turulja, L., & Bajgorić, N. (2016). Human Resources or information technology: What is more important for companies in the digital era?. Business Systems Research Journal, 7(1), 35-45.
Vermeeren, B. (2014). Variability in HRM implementation among line managers and its effect on performance: A 2-1-2 mediational multilevel approach. The International Journal of Human Resource Management, 25(22), 3039-3059.
Waldman, D. A., Ramirez, G. G., House, R. J., & Puranam, P. (2001). Does leadership matter? CEO leadership attributes and profitability under conditions of perceived environmental uncertainty. Academy of Management Journal, 44(1), 134-143.
Wallace, W. A., & Kreutzfeldt, R. W. (1991). Distinctive characteristics of entities with an internal audit department and the association of the quality of such departments with errors. Contemporary Accounting Research, 7(2), 485-512.
Wene, C. O. (2007). Technology learning systems as non-trivial machines. Kybernetes, 36(3/4), 348-363.
Wognum, A. A. M. (2001). Vertical integration of HRD policy within companies. Human Resource Development International, 4(3), 407-421.
Abdinnour-Helm, S., Lengnick-Hall, M. L., & Lengnick-Hall, C. A. (2003). Preimplementation attitudes and organizational readiness for implementing an enterprise resource planning system. European Journal of Operational Research, 146(2), 258-273.
Alagaraja, M., & Egan, T. (2013). The strategic value of HRD in lean strategy implementation. Human Resource Development Quarterly, 24(1), 1-27.
Ambrozová, E., Koleňák, J., & Pokorný, V. (2016). Connatural management approach to preparation and development of individuals in the business environment. Verslas: Teorija ir Praktika, 17(2), 81-88.
App, S., Merk, J., & Büttgen, M. (2012). Employer branding: sustainable HRM as a competitive advantage in the market for high-quality employees. Management Revue, 23(3), 262-278.
Armstrong, A., & Foley, P. (2003). Foundations for a learning organization: organization learning mechanisms. The Learning Organization, 10(2), 74-82.
Armstrong, J. S., & Overton, T. S. (1977). Estimating nonresponse bias in mail surveys. Journal of marketing research, 14(3), 396-402.
Ashill, N. J., & Jobber, D. (2014). The effects of the external environment on marketing decision-maker uncertainty. Journal of Marketing Management, 30(3-4), 268-294.
Atuahene-Gima, K., & Murray J. (2004). Antecedents and outcomes of marketing strategy comprehensiveness. Journal of Marketing, 68(4), 33-46.
Azadegan, A., Patel, P. C., Zangoueinezhad, A., & Linderman, K. (2013). The effect of environmental complexity and environmental dynamism on lean practices. Journal of Operations Management, 31(4), 193-212.
Bailey, M. (2011). Policy, professionalism, professionality and the development of HR practitioners in the UK. Journal of European Industrial Training, 35(5), 487-501.
Barling, J., Weber, T., & Kelloway, E. K. (1996). Effects of transformational leadership training on attitudinal and financial outcomes: A field experiment. Journal of Applied Psychology, 81(6), 827.
Bass, B. M., & Avolio, B. J. (1989). Potential biases in leadership measures: How prototypes, leniency, and general satisfaction relate to ratings and rankings of transformational and transactional leadership constructs. Educational and Psychological Measurement, 49(3), 509-527.
Boyd, B. K., & Fulk, J. (1996). Executive scanning and perceived uncertainty: A multidimensional model. Journal of Management, 22(1), 1-21.
Brand, M. J., & Croonen, E. P. (2010). Franchised and small, the most beautiful of all; HRM and performance in plural systems. Journal of Small Business Management, 48(4), 605-626.
Broderick, R., & Boudreau, J. W. (1991). The evolution of computer use in human resource management: Interviews with ten leaders. Human Resource Management, 30(4), 485-508.
Cannon, A. R., & John, C. H. S. (2007). Measuring environmental complexity a theoretical and empirical assessment. Organizational Research Methods, 10(2), 296-321.
Chapman, C. S. (2005). Not because they are new: Developing the contribution of enterprise resource planning systems to management control research. Accounting, Organizations and Society,30(7), 685-689.
Clarke, N. (2004). HRD and the challenges of assessing learning in the workplace. International Journal of Training and Development, 8(2), 140-156.
Couger, J. D., Davis, G. B., Dologite, D. G., Feinstein, D. L., Gorgone, J. T., Jenkins, A. M., & Valacich, J. S. (1995). IS’95: Guideline for undergraduate IS curriculum. MIS Quarterly, 341-359.
Coulter, M.K. (2002). Strategic Management in Action 2nd, New Jersey: Prentice Hall.Ehlen, C., van der Klink, M., Roentgen, U.,
Curfs, E., & Boshuizen, H. (2013). Knowledge productivity for sustainable innovation: social capital as HRD target. European Journal of Training and Development, 38(1/2), 54-74.
Garavan, T. N., Wilson, J. P., Cross, C., Carbery, R.,Sieben, I., de Grip, A., & McCracken, M. (2008). Mapping the context and practice of training, development and HRD in European call centres. Journal of European Industrial Training, 32(8/9), 612-728.
Garg, N. (2015). Readiness of india inc for modern hrm practices. IUP Journal of Organizational Behavior, 14(1), 58-76.
Hair, Jr. J. F., Black, W. C., Babin, B. J., & Anderson, R. E. (2010). Multivariate Data Analysis: A Global Perspective. New Jersey: Prentice Hall.
Hamlin, B. (2002). In support of evidence-based management and research-informed HRD through HRD professional partnerships: an empirical and comparative study. Human Resource Development International, 5(4), 467-491.
Hassan, R. A., Fuwad, B. A., & Rauf, A. I. (2010). Pre-training motivation and the effectiveness of transformational leadership training: An experiment. Academy of Strategic Management Journal, 9(2), 1-8.
Hekelova, E., & Srdosova, K. (2009). Management of human resources in the automotive industry: Retrieved December, 1, 2016, from https://www.sjf.stuba.sk/docs/docs/casopis/ZVP2009/ 06_F. SP. Hekelova_Srdosova.pdf.
Huda, K. N., Anika, T. R., & Khaled, M. C. (2014).Strategic human resource development practices: An empirical study of steel manufacturing industries of Bangladesh. International Management Review, 10(2), 24-31.
Jain, R., & Gulati, S. (2016). HRD systems and organizational performance: Qualitative review of research. Journal of Institute of Public Enterprise, 39(1), 86-109.
Ji, L., Tang, G., Wang, X., Yan, M., & Liu, Z. (2012). Collectivistic-HRM, firm strategy and firm performance: An empirical test. The International Journal of Human Resource Management, 23(1), 190-203.
Kratzer, J., Gemünden, H. G., & Lettl, C. (2008). Balancing creativity and time efficiency in multiteam R&D projects: the alignment of formal and informal networks. R & D Management, 38(5), 538-549.
Mark, G., & Su, N. M. (2010). Making infrastructure visible for nomadic work. Pervasive and Mobile Computing, 6(3), 312-323.
Norton, T. A., Zacher, H., & Ashkanasy, N. M. (2014). Organizational sustainability policies and employee green behavior: The mediating role of work climate perceptions. Journal of Environmental Psychology, 38, 49-54.
Nunnally, J. C., & Bernstein, I. H. (1994). Psychometric Theor. (3rd ed.). New York: McGraw-Hill.
Pearce, C. L., Yoo, Y., & Alavi, M. (2004). Leadership, social work, and virtual teams. Improving Leadership in Nonprofit Organizations, edited by Ronald E. Riggio and Sarah Smith Orr, 180-199.
Pfeffer, J. (2000). The human equation: Building profits by putting people first. Human Resource Management Journal, 10(2), 91-96.
Radhakrishna, A., & Raju, R. S. (2015). A Study on the effect of human resource development on employment relations. IUP Journal of Management Research, 14(3), 28-42.
Raper, P., Ashton, D., Felstead, A., & Storey, J. (1997). Towards the learning organization? Explaining current trends in training practice
in the UK. International Journal of Training
and Development, 1(1), 9-21.
Ray, G., Barney, J. B., & Muhanna, W. A. (2004). Capabilities, business processes, and competitive advantage: choosing the dependent variable in empirical tests of the resourcebased view. Strategic Management Journal, 25(1), 23-37.
Schmitt, A., & Klarmer, P. (2015). From snapshot to continuity: A dynamic model of organizational adaptation to environmental changes. Scandinavian Journal of Management, 31(1), 3-13.
Snellen, I. T. M. (2012). Human resource management in the information age. Public Administration in the information- age: Revisited, 19(1), 252-280.
Sriboonlue, P., & Ussahawanitchakit, P. (2014). Strategic renewal capability and business success: Evidence from auto parts businesses in Thailand. Journal of International Finance and Economics, 14(2), 45-62.
Swanson, R. A. (2001). Human resource development and its underlying theory. Human Resource Development International, 4(3), 299-312.
Takeno, T., Okamoto, A., Uetake, T., & Sugawara, M. (2001). Collaboration of small and medium sized companies and business resources sharing. In Proceedings of 7th International Conference on Concurrent Enterprising, 27-29.
Thai Auto Parts Manufacturers Association. (2016). TAPMA’S Member: December 2016. Retrieved from https://www. thaiautoparts.or.th/index.php?op=member-index.
Tjepkema, S., & Wognuym, A. A. M. (1999). Human resource development in a corporate setting from an organizational point of view, in A. J. Visscher (ed.) Managing School toward High Performance, Lisse: Swets & Zritlinger, 245-287.
Turulja, L., & Bajgorić, N. (2016). Human Resources or information technology: What is more important for companies in the digital era?. Business Systems Research Journal, 7(1), 35-45.
Vermeeren, B. (2014). Variability in HRM implementation among line managers and its effect on performance: A 2-1-2 mediational multilevel approach. The International Journal of Human Resource Management, 25(22), 3039-3059.
Waldman, D. A., Ramirez, G. G., House, R. J., & Puranam, P. (2001). Does leadership matter? CEO leadership attributes and profitability under conditions of perceived environmental uncertainty. Academy of Management Journal, 44(1), 134-143.
Wallace, W. A., & Kreutzfeldt, R. W. (1991). Distinctive characteristics of entities with an internal audit department and the association of the quality of such departments with errors. Contemporary Accounting Research, 7(2), 485-512.
Wene, C. O. (2007). Technology learning systems as non-trivial machines. Kybernetes, 36(3/4), 348-363.
Wognum, A. A. M. (2001). Vertical integration of HRD policy within companies. Human Resource Development International, 4(3), 407-421.