โมเดลสมการโครงสร้างของความเหนื่อยหน่ายในงานและรางวัลภายในที่มีอิทธิพลต่อ ผลการปฏิบัติงาน: หลักฐานเชิงประจักษ์ของอุตสาหกรรมบริการในกรุงเทพมหานคร
คำสำคัญ:
ความเหนื่อยหน่ายในงาน, รางวัลภายใน, ผลการปฏิบัติงานบทคัดย่อ
การวิจัยครั้งนี้มีวัตถุประสงค์เพื่อพัฒนาโมเดลสมการโครงสร้างของความเหนื่อยหน่ายในงานและรางวัลภายในที่มีอิทธิพลต่อผลการปฏิบัติงาน: หลักฐานเชิงประจักษ์ของอุตสาหกรรมบริการในกรุงเทพมหานคร โดยใช้วิธีวิจัยวิทยาเชิงปริมาณเพื่อทดสอบความสัมพันธ์เชิงสาเหตุและผลลัพธ์ จากการเก็บข้อมูลกับพนักงานบริการในธุรกิจโรงแรมขนาดใหญ่ เขตกรุงเทพมหานคร จำนวน 360 คน โดยใช้การวิเคราะห์องค์ประกอบเชิงยืนยัน 2 อันดับ และการวิเคราะห์โมเดลสมการโครงสร้าง ผลการวิจัย พบว่า โมเดลการวัดความเหนื่อยหน่ายในงาน ประกอบด้วย ข้อเรียกร้องจากงาน ทรัพยากรในการทำงาน โมเดลการวัดรางวัลภายใน ประกอบด้วย ความรู้สึกถึงการมีคุณค่า และความรู้สึกถึงการยอมรับ และโมเดลการวัดผลการปฏิบัติงาน ประกอบด้วยผลการปฏิบัติงานตามหน้าที่ และพฤติกรรมนอกเหนือจากงาน ซึ่งโมเดลความเหนื่อยหน่ายในงานและรางวัลภายในที่มีอิทธิพลต่อผลการปฏิบัติงานที่พัฒนาขึ้นมีความสอดคล้องกลมกลืนกับข้อมูลเชิงประจักษ์ (Chi-square/df = 1.185, p = 0.135, GFI = 0.996, CFI = 0.999, TLI = 0.997, NFI = 0.995, RMSEA = 0.023) โดยความเหนื่อยหน่ายในงานมีอิทธิพลทางตรงเชิงลบต่อรางวัลภายในและผลการปฏิบัติงาน และมีอิทธิพลทางอ้อมเชิงลบต่อผลการปฏิบัติงานโดยมีรางวัลภายในทำหน้าที่เป็นตัวแปรกลางด้วย ทั้งนี้ รางวัลภายในมีอิทธิพลทางตรงเชิงบวกต่อผลการปฏิบัติงาน โดยความผันแปรของผลการปฏิบัติงานเกิดจากอิทธิพลของความเหนื่อยหน่ายในงานและรางวัลภายในร้อยละ 82
เอกสารอ้างอิง
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Dhurup, M., Surujlal, J., & Kabongo, D. M. (2016). Finding Synergic Relationships in Teamwork, Organizational Commitment and Job Satisfaction: A Case Study of a Construction Organization in a Developing Country. Procedia Economics and Finance, 35, 485-492.
Doef, V. M., & Macs, S. (1999). The job demand-control model and psychological well-being. A review of 20 years of empirical research. Work and Stress, 13, 87-114.
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Hallowell, R., Schlesinger, L. A., & Zornitsky, J. (1996). Internal Service Quality, Customer and Job Satisfaction: Linkages and Implications for Management. Human Resource Planning, 19, 20-31.
Ivancevich, J. M., Konopaske, R., & Matteson, M. T. (2011). organizational behavior and management. 9th ed. NewYork: McGraw-Hill
Johari, J., & Yahya, K. K., (2016). Job characteristics, work involvement, and job performance of public servants. European Journal of Training and Development, 40(7) 554-575.
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Pablo, Z., & Ting, M. (2017). Task and contextual performance as reactions of hotel staff to labor outsourcing: The role of procedural justice. Journal of Hospitality and Tourism Management, 33, 51-61.
Podsakoff, N. P., LePine, J. A., & LePine, M. A. (2007). Differential challenge stressor– hindrance stressor relationships with job attitudes, turnover intentions, turnover, and withdrawal behavior. The Journal of Applied Psychology, 92, 438–454.
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Singh, V. L. & Singh, M. (2018). A Burnout Model of Job Crafting: Multiple Mediator Effects on Job Performance. IIMB Management Review (In press).
Sylvia, H. (2014). Reward systems promote high-performance work teams achieving library mission. The Bottom Line, 27(2), 66-69.
Tippratum, C. (2016). Intrinsic reward of retirees: study for grounded theory. In Proceeding The 41st National and 5th International Graduate Research Conference. 45-56.
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Tippratum, C. (2017A). Management and Organizational Bahavior. Bangkok: Chandrakasem Rajabhat University. [In Thai]
Tippratum, C. (2017B). The Development of the Intrinsic Reward model for Reinforcing the Loyalty Behavior to Organization and the Job Performance of the Staff in Software Industry in Thailand. (Doctor’ thesis). Silpakorn University. [In Thai]
Tippratum, C. (2018A). Corporate Intrinsic Reward: Antecedent and Consequence. Corporate Intrinsic Reward: Antecedent and Consequence., 15(1), 240-254. [In Thai]
Tippratum, C. (2018B). A structural equation modelling of leader behavior and intrinsic reward affecting to turnover intention of staff in higher education institution in Thailand. In National Conference Proceeding “SWU Research” 11th Srinakharinwirot University. (pp. 1-22). Bangkok: Srinakharinwirot University. [In Thai]
Tippratum, C., Kongklay, J., & Jadesadalug, V. (2018). The Development of the Intrinsic Reward model for Reinforcing the Loyalty Behavior to Organization and the Job Performance of the Staff in Software Industry in Thailand. Journal of Accountancy and Management, 10(4). [In Thai]
Vanichbuncha, K. (2007). Statistical Analysis: Statistics for Administration and Research. 10th Ed. Bangkok: Chulalongkorn University. [In Thai]
Vichein, N., & Jadesadalug, V. (2018). Causal Factors affecting the Organizational Citizenship Behavior of Nurse wards in Bhumibol Adulyadej Hospital Modern Management Journal, 16(1), 101-116. [In Thai]
Viswesvaran, C., & Ones, D. S. (2000). Perspectives on Models of Job Performance. International Journal Selection and Assessment, 8(4), 216-226.
Wanthanang, K. (2017). Employee Empowerment: Visionary Leaders’ Administration Tactics. Modern Management Journal, 15(1), 36-44. [In Thai]
Williams, R. S. (2002). Managing Employee Performance: Design and Implementation in Organizations. London: Thompson Learning.
Yap, J. E., Bove, L. L., & Beverland, M. B. (2009). Exploring the Effects of Different Reward Programs on In-Role and Extra-Role Performance of Retail Sales Associates. Qualitative Market Research: An International Journal, 12(3), 279-294.
Yogendra, B. (2015). Employee Engagement as a Predictor of Seafarer Retention: A Study among Indian Officers. The Asian Journal of Shipping and Logistics, 31(2), 295-318.
Bakker, A. B., Demerouti, E., & Verbeke, W. (2004). Using the Job Demands-Resources model to predict burnout and performance. The Journal of Human Resource Management, 43, 83-104.
Callea, A., Urbini, F., & Chirumbolo, ntonio. (2016). The mediating role of organizational identification in the relationship between qualitative job insecurity, OCB and job performance. Journal of Management Development 35(6), 735-746.
Chelladurai, P. (2006). Human Resource Management in Sport and Recreation. Champagne: Human Kinetics Publishers.
Chen, C., & Kao, Y. (2012). Investigating the antecedents and consequences of burnout and isolation among flight attendants. The Journal of Tourism Management. 33, 868-874.
Cheng, J., & Yi, O. (2018). Hotel employee job crafting, burnout, and satisfaction: The moderating role of perceived organizational support. International Journal of Hospitality Management, 72, 78-85.
Chuenprayoth, N. (2011). Burnout in work Engagement and the ability to overcome obstacles to the performance of export agricultural workers. (Master’ thesis). Thammasat University. [In Thai]
Crano, W. D., Brewer, M. B., & Lac, A. (2015). Principles and Methods of social research. 3rd ed. New York: Routledge.
Demerouti, E., Bakker, A. B., Nachreiner, F., & Schaufeli, W. B. (2001). The job demands-resources model of burnout. The Journal of Applied Psychology, 86, 499-512.
Dhurup, M., Surujlal, J., & Kabongo, D. M. (2016). Finding Synergic Relationships in Teamwork, Organizational Commitment and Job Satisfaction: A Case Study of a Construction Organization in a Developing Country. Procedia Economics and Finance, 35, 485-492.
Doef, V. M., & Macs, S. (1999). The job demand-control model and psychological well-being. A review of 20 years of empirical research. Work and Stress, 13, 87-114.
Groen, A.C., Wouters, J. F., & Wilderom, P. M. (2016). Employee participation, performance metrics, and job performance: A survey study based on self-determination theory. Management Accounting Research, 1-16.
Hair, J. F., Black, W. C., Babin, B. J., & Anderson, R. E. (2010). Multivariate data analysis: A global perspective. NJ: Pearson.
Hallowell, R., Schlesinger, L. A., & Zornitsky, J. (1996). Internal Service Quality, Customer and Job Satisfaction: Linkages and Implications for Management. Human Resource Planning, 19, 20-31.
Ivancevich, J. M., Konopaske, R., & Matteson, M. T. (2011). organizational behavior and management. 9th ed. NewYork: McGraw-Hill
Johari, J., & Yahya, K. K., (2016). Job characteristics, work involvement, and job performance of public servants. European Journal of Training and Development, 40(7) 554-575.
Kaiyawan, Y. (2013). Multivariate statistical analysis for research. Bangkok: Chulalongkorn University Printing House. [In Thai]
Kline, R. B. (2011). Principles and practice of structural equation modeling. 3rd ed. New York: The Guilford Press.
Maslach, C., & Jackson, S.E. (1981). The measurement of experienced burnout. The Journal of Occupational Behavior, 2, 99-113.
Ministry of Digital Economy and Society. (2018). Hotel business statistics.(Annual report) Retrieved from http://www.nso.go.th. [In Thai]
Muhammad, A.H., & Hamdy, H. I. (2005). Burnout, Supervisory Support, and work outcomes: a study from an Arabic cultural perspective. The Journal of Commerce and Management, 15, 230-242.
Nazir, S. (2016). Influence of organizational rewards on organizational commitment and turnover intentions. Employee Relation, 38(4), 596-619.
Pablo, Z., & Ting, M. (2017). Task and contextual performance as reactions of hotel staff to labor outsourcing: The role of procedural justice. Journal of Hospitality and Tourism Management, 33, 51-61.
Podsakoff, N. P., LePine, J. A., & LePine, M. A. (2007). Differential challenge stressor– hindrance stressor relationships with job attitudes, turnover intentions, turnover, and withdrawal behavior. The Journal of Applied Psychology, 92, 438–454.
Qu, H., & Wang, C. (2015). Study on the relationships between nurses' job burnout and subjective well-being. Chinese Nursing Research, 2(2), 61-66.
Singh, V. L. & Singh, M. (2018). A Burnout Model of Job Crafting: Multiple Mediator Effects on Job Performance. IIMB Management Review (In press).
Sylvia, H. (2014). Reward systems promote high-performance work teams achieving library mission. The Bottom Line, 27(2), 66-69.
Tippratum, C. (2016). Intrinsic reward of retirees: study for grounded theory. In Proceeding The 41st National and 5th International Graduate Research Conference. 45-56.
Tippratum, C. (2017). Developing Intrinsic Reward System in Digital Era of Chandrakasem Rajabhat University: Discursive Practice to Social Reproduction. In Proceeding The 2nd International Conference of “Multidisciplinary Approaches on UN Sustainable Development Goals, 101.
Tippratum, C. (2017A). Management and Organizational Bahavior. Bangkok: Chandrakasem Rajabhat University. [In Thai]
Tippratum, C. (2017B). The Development of the Intrinsic Reward model for Reinforcing the Loyalty Behavior to Organization and the Job Performance of the Staff in Software Industry in Thailand. (Doctor’ thesis). Silpakorn University. [In Thai]
Tippratum, C. (2018A). Corporate Intrinsic Reward: Antecedent and Consequence. Corporate Intrinsic Reward: Antecedent and Consequence., 15(1), 240-254. [In Thai]
Tippratum, C. (2018B). A structural equation modelling of leader behavior and intrinsic reward affecting to turnover intention of staff in higher education institution in Thailand. In National Conference Proceeding “SWU Research” 11th Srinakharinwirot University. (pp. 1-22). Bangkok: Srinakharinwirot University. [In Thai]
Tippratum, C., Kongklay, J., & Jadesadalug, V. (2018). The Development of the Intrinsic Reward model for Reinforcing the Loyalty Behavior to Organization and the Job Performance of the Staff in Software Industry in Thailand. Journal of Accountancy and Management, 10(4). [In Thai]
Vanichbuncha, K. (2007). Statistical Analysis: Statistics for Administration and Research. 10th Ed. Bangkok: Chulalongkorn University. [In Thai]
Vichein, N., & Jadesadalug, V. (2018). Causal Factors affecting the Organizational Citizenship Behavior of Nurse wards in Bhumibol Adulyadej Hospital Modern Management Journal, 16(1), 101-116. [In Thai]
Viswesvaran, C., & Ones, D. S. (2000). Perspectives on Models of Job Performance. International Journal Selection and Assessment, 8(4), 216-226.
Wanthanang, K. (2017). Employee Empowerment: Visionary Leaders’ Administration Tactics. Modern Management Journal, 15(1), 36-44. [In Thai]
Williams, R. S. (2002). Managing Employee Performance: Design and Implementation in Organizations. London: Thompson Learning.
Yap, J. E., Bove, L. L., & Beverland, M. B. (2009). Exploring the Effects of Different Reward Programs on In-Role and Extra-Role Performance of Retail Sales Associates. Qualitative Market Research: An International Journal, 12(3), 279-294.
Yogendra, B. (2015). Employee Engagement as a Predictor of Seafarer Retention: A Study among Indian Officers. The Asian Journal of Shipping and Logistics, 31(2), 295-318.
ดาวน์โหลด
เผยแพร่แล้ว
2019-07-25
รูปแบบการอ้างอิง
ทิพย์ประทุม ช. (2019). โมเดลสมการโครงสร้างของความเหนื่อยหน่ายในงานและรางวัลภายในที่มีอิทธิพลต่อ ผลการปฏิบัติงาน: หลักฐานเชิงประจักษ์ของอุตสาหกรรมบริการในกรุงเทพมหานคร. วารสารการจัดการสมัยใหม่, 17(1), 105–107. สืบค้น จาก https://so04.tci-thaijo.org/index.php/stou-sms-pr/article/view/156885
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