Hybrid Work ในองค์กรรัฐวิสาหกิจของไทยแห่งหนึ่ง: มุมมองจากบุคลากร ผู้บริหาร  และผู้มีส่วนได้ส่วนเสีย

Teera    Sindecharak; Ekasit  Nunbhakdi; Kanjana  Boonyoung; Chananya  Prasartthai; Karittha  Onkeaw

Authors

Prof. Dr.Teera Sindecharak Faculty of Sociology and Anthropology, Thammasat University
Asst.Prof. Dr.Ekasit Nunbhakdi Institute for Continuing Education and Human Resources, Thammasat University
Asst.Prof. Dr.Kanjana Boonyoung Department of Management Science, Sukhothai Thammathirat Open University
Dr.Chananya Prasartthai Faculty of Sociology and Anthropology, Thammasat University
Karittha Onkeaw Institute for Continuing Education and Human Resources, Thammasat University

Keywords:

Employee Attitudes, Hybrid Work, Organizational Sustainability, Stakeholders, State Enterprise

Abstract

This study aimed to examine employees’ perceptions of Hybrid Work, compare the perceptions of employees who supported and did not support Hybrid Work, and investigate the perspectives of executives and external stakeholders regarding organizational performance in a state-owned enterprise in Thailand. A mixed-methods research design was employed. Quantitative data were collected from 1,073 employees, selected through multi-stage sampling from a population of 1,493 employees. Qualitative data were collected from five executives through in-depth interviews, while questionnaire data were obtained from 168 external stakeholders. The research instruments consisted of questionnaires and interview guides that were reviewed for content validity and the appropriateness of the questions prior to data collection. Quantitative data were analyzed using descriptive statistics, whereas qualitative data were analyzed using content analysis. The findings revealed that 92.7% of employees supported the continuation of Hybrid Work, particularly operational staff and employees in the Digital, Research, and Development division. Employees reported highly positive perceptions of Hybrid Work across all dimensions. The highest mean score was found for the working environment (9.39), followed by job satisfaction and work–life balance (both 9.36), whereas work commitment had the lowest mean score (8.48). Employees who supported Hybrid Work reported higher mean scores than those who did not support it across all dimensions examined. Most executives and external stakeholders agreed that Hybrid Work did not adversely affect organizational performance and should be continued. Overall, the findings suggest that Hybrid Work enhances organizational performance, improves employees’ quality of life, and contributes to long-term organizational sustainability.

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