Retention of Myanmar Fishing Labor at Sea in Eastern of Thailand
Article Sidebar
Main Article Content
Abstract
The purpose of this research was to 1) study the level of opinions toward these following causal factors, transformational leadership, job satisfaction, organizational commitment, and retention of Myanmar fishing labor in the eastern of Thailand 2) to examine the consistency of the model with the empirical data, and 3) study causal factors that affects the retention of Myanmar fishing labor. The research was developed with empirical data through quantitative research. The sampling data were 450 Myanmar fishing labor in the eastern of Thailand, then analyzed with statistics tools consisted of percentage, mean, and standard deviation, Confirmatory Factor Analysis (CFA) and Structural Equation Modeling (SEM). The results from the analysis illustrate that 1) the level of opinions toward the causal factors for the retention of Myanmar fishing labor in the eastern of Thailand consisted of transformational leadership, job satisfaction, organizational commitment, and job retention was high. 2) the analysis of the coherence model indicates that the correlation of causal factors has a significant impact on the retention of Myanmar fishing labor in the eastern of Thailand ( /df = 1.064, p-value = 0.326, CFI = 0.999, GFI = 0.976, AGFI = 0.960, RMSEA = 0.012, RMR = 0.011, NFI = 0.987, IFI = 0.999) and 3) the causal factor that has the greatest impact on the retention of Myanmar fishing labor is the transformational leadership, organizational commitment, and job satisfaction respectively.
Article Details
This work is licensed under a Creative Commons Attribution-NonCommercial-NoDerivatives 4.0 International License.
The articles published in the journals are the authors' opinions, not the opinion of the editorial team or administrative staff. The articles published is copyright of the Journal of Business Administration and Accounting, Khon Kaen University.
References
Al Mamun, C.A. & Hansan, N. (2017). Factors affecting employee turnover and sound retention strategies in business organization. Problems and Perspectives in Management, 15(1), 63-71.
Bass, B.M. & Avolio, B.J. (1994). Shatter the glass ceiling: Women may make better managers. Human Resource Management, 33, 549-560.
Boomsma, A. (1983). On the robustness of LISREL (maximum likelihood estimation) against small sample size and nonnormality. Groningen: University of Groningen, Netherland.
Buchanan, B. (1974). Building organizational commitment: The socialization of managers in work organizations. Administrative Science Quarterly, 19(4), 533-546.
Chaithaweep, C. & Samai, T. (2020). An analysis of leadership styles influencing the employee retention in the organization. Journal of Administrative and Management Innovation, 8(3), 94-105. (In Thai)
Chen, L. (2005). Exploring the relationship among transformational and transactional behavior, job satisfaction, organizational commitment, and turnover on the IT department of research and development in Shanghai, China. Florida: Nova Southeastern University.
DIPT. (2022). The Department of International Trade Promotion. Retrieved April 29, 2023, from https://oldweb.ditp.go.th/contents_attach/774670/774670.pdf. (In Thai)
Eccles, S. (2003). The relationship between job satisfaction and organizational commitment as perceived by irrigation workers in a Quasi irrigation company in Jamaica. Florida: Nova Southeastern University.
Ellenbecker, C.H. (2003). A theoretical model of job retention for home health care nurses. Journal of Advanced Nursing, 47(3), 303-310.
Foreign Workers Administration Office. (2019). Statistic of employment foreigner in Thailand on December 2019. Bangkok: Department of Employment. (In Thai)
Foreign Workers Administration Office. (2020). Statistic of employment foreigner in Thailand on December 2020. Bangkok: Department of Employment. (In Thai)
Foreign Workers Administration Office. (2021). Statistic of employment foreigner in Thailand on August 2021. Bangkok: Department of Employment. (In Thai)
Gadermann, A.M., Bitar, T. & Gagné, M. (2021). Evaluating a multidimensional, hierarchical model of job demands and resources among Canadian healthcare workers during COVIC-19. International Journal of Stress Management, 28(3), 280-293.
Hair, et al. (2006). Multivariate data analysis. 6th ed. Upper Saddle River, N.J.: Pearson.
Hair, et al. (2010). Multivariate data analysis: A global perspective. 7th ed. Upper Saddle River, N.J.: Pearson.
Hao, Y., Zheng, X. & Zhang, C. (2021). The role of emotional intelligence in customer engagement behavior: Evidence from China's hospitality industry. International Journal of Hospitality Management, 94, 102864.
Huang, C. (2004). The transformational and transactional leadership styles of physical education directors and its association to physical education teachers’ and coaches’ leadership satisfaction in Taiwanese colleges. Texas: University of the Incarnate Word.
Kaewkerd, W., Sadangharn, P. & Ingard, A. (2017). Approach of happiness and employee engagement in happy workplace organization model. KKBS Journal of Business Administration and Accountancy, 1(2), 13-29. (In Thai)
Kitprachoom, W. & Boonyoo, T. (2020). Structural influences of the organization commitment, trust, and job involvement toward employee’s retentions in the Texport Thai Co., Ltd. Christian University Journal, 26(3), 11-23. (In Thai)
Luthans, F. (2005). Organizational behavior. 11th ed. New York: McGraw-Hill.
Mancini, B.A. (2008). The relationship of transformational and transactional leadership to job satisfaction and organizational commitment within for-profit organizations on Long Island, New York. New York: Dowling College.
Mekprasart, T. (2016). The Influence of the relationships between transformational leadership and organizational culture, Job satisfaction, Organizational commitment, and employee performance on employees of Japanese Manufacturers Automobile Part in Thailand. Bangkok: Ramkhamhaeng University. (In Thai)
Meyer, J.P. & Allen, N.J. (1997). Commitment in the workplace: theory, research, and application. California: Thousand Oaks.
Milinthapunya, W. (2018). Factors related to retention of employees at a university hospital. Journal of Thonburi University, 12(28), 244-255. (In Thai)
NESDC (2022). Office of the National Economic and Social Development Council. Retrieved April 29.2023, from https://www.nesdc.go.th/ewt_dl_link.php?nid=9844. (In Thai)
Pimthong, S. (2014). Antecedents of employee retention of the university academic staffs in Thailand. Journal of Business Administration, 37(142), 16-32. (In Thai)
Purasuwan, S. (1998). Factors influencing retention of professional nurses in community hospitals. Chiang Mai: Nursing Administration, Chiang Mai University. (In Thai)
Rakjun et al. (2020). Transformational leadership, employee engagement and intention to stay of employees: Literature review. Journal of Social Science and Buddhistic Anthropology, 5(12), 15-29. (In Thai)
Robbins, S.P. & Judge, T. (2010). Essentials of organization behavior. 10th ed. Upper Sandle River, N.J.: Pearson.
Rungsee, P. & Yongvanit, S. (2020). Problems of commercial fishing in Ranong province. NRRU Community Research Journal, 14(4), 119-128. (In Thai)
Rungwareeoaisarn, P. (2019). A structural equation model of influencing employee retention in accounting audit’s firms as approved by the Securities and Exchange Commission (SEC), Thailand. Journal of Management Science Nakhon Pathom Rajabhat University, 6(1), 168-182. (In Thai)
Seesathitnarakoon, B. (2008). Leadership and strategic management in nursing organization for the 21st century. Bangkok: Chulalongkorn University Printing. (In Thai)
Smith, P.C., Kendall, L.M. & Hulin, C.L. (1969). The measurement of satisfaction in work and retirement. Chicago: Rand McNally.
Tanawatana, M. (1996). Modern business management. 3rd ed. Bangkok: Teetapong Printing. (In Thai)
Tantiboonthaweerat, S. (2013). Effects of job embeddedness, job satisfaction and organizational commitment on intention to leave. Veridian E-Journal Silpakorn University, 6(3), 699-717. (In Thai)
Taokumlue, S. (2006). Selected predictors of nurse’s intention to remain with organization, private hospital, Bangkok Metropolis. Bangkok: Faculty of Nursing, Chulalongkorn University. (In Thai)
Taunton, R.L., Krampitz, S.D. & Wood, C.Q. (1989). Manager impact on retention of hospital staff part 1. Journal of Nursing Administration, 19(3), 14-19. (In Thai)
Upatana, R., Nami, M. & Shoosanuk, A. (2016). Supervisor’s transformation leadership influence on job satisfaction, organizational commitment, and employee’s job performance of Tisco Bank Public Company Limited. Panyapiwat Journal, 8(Special Issue), 39-51. (In Thai)
Weerasai, C. & Laohavichien, T. (2017). The influences of leadership on job satisfaction and organizational commitment of medical doctors and dentists in ASEAN economic community context. NIDA Development Journal, 57(3), 188-211. (In Thai)
Wonganuthroj, P. (2010). Personnel Management Psychology. Bangkok: Bethailand. (In Thai)