Modern Management Frontier Journal

FACTORS AFFECTING THE INTENTION TO QUIT AMONG GENERATION Y FULL-TIME OFFICE EMPLOYEES IN PRIVATE COMPANIES WITHIN EASTERN ECONOMIC CORRIDOR

Jeerawan Kunna — 2025-06-26

The objectives of this research were to study the levels of intention to quit, job satisfaction, organizational commitment, and the factors affecting the intention to quit among Generation Y full-time office employees in private companies within the Eastern Economic Corridor (EEC). The sample group consisted of 300 Generation Y full-time office employees working in private companies in the EEC. The sample size was determined using power analysis and a two-stage sampling method. In terms of data, it was collected through a questionnaire. The statistical methods were used included frequency, percentage, mean, standard deviation, and multiple regression analysis.

The results revealed that Generation Y employees in private companies within the EEC exhibited a moderate level of intention to quit and overall job satisfaction, as well as a high level of organizational commitment. Furthermore, the study found that organizational commitment, job satisfaction, income, and family burden significantly affected the intention to quit among these employees.

Entrepreneurship Success Case Study with Qualitative Research Using the Valley of Death Framework

Kasipat Pokpong — 2025-06-26

Entrepreneurship success is a crucial factor in driving economic growth, particularly in emerging economies like Thailand. However, many new businesses face significant challenges, especially during the early stages of development, often referred to as the "Valley of Death." This study employs a qualitative research approach to explore the key factors contributing to entrepreneurial success using the Valley of Death framework. Data were collected through in-depth interviews with entrepreneurs from various industries who have successfully navigated through business hardships. Findings reveal that the most critical factor in entrepreneurial success is Organizational Planning. Additionally, the study identifies seven other essential factors under the Strategic and Personal Growth Approach: Supplier Strategy, Technology, Risk-Taking, Financial Planning, Time in Industry, Self-Education, and Dynamic. The results suggest that entrepreneurs who effectively integrate these factors are more likely to overcome early-stage business obstacles and achieve sustainable growth. This research provides practical insights for aspiring entrepreneurs and policymakers to develop support mechanisms that enhance business resilience and long-term success.

Guidelines for Developing Digital Literacy For Department of Administrative Personnel at the Institute Dermatology

Ruchamon Paopongsakorn — 2025-06-26

The purposes of this study were to (1) the level of self-assessment on nine aspects of digital literacy skills; (2) the needs for developing essential skills of personnel; and (3) utilizing the findings to design and establish appropriate skill development guidelines.

This study was a mixed-methods approach. The study participants were divided into two groups: (1) for the qualitative study, key informants were selected using purposive sampling based on their roles as policymakers and supervisors of digital skill development indicators, including five executives and department heads using semi-structured questionnaires; and (2) for the quantitative study, the sample consisted of 30 civil servants and government employees working in administrative tasks at the Institute of Dermatology, selected using Krejcie and Morgan’s formula and convenience sampling. Quantitative data was collected via online questionnaires and analyzed using statistical methods such as percentage, mean, standard deviation, T-test, and one-way ANOVA.

The study revealed that (1) the overall self-assessment levels of digital literacy skills across the nine areas were high. In comparing the self-assessment levels, there were no significant differences in digital literacy skills across age, job positions, and job characteristics. However, significant differences were found based on educational level and work experience at the 0.05 significance level ; (2) Most participants expressed a high level of need for upskilling, reskilling, and skill transformation.; (3) The proposed framework is based on the 70:20:10 learning model and hybrid development strategies.

Work-Life Balance and Quality of Work Life of Operational-Level Employees in an Independent Administrative Organization: A Case Study of the Trade Competition Commission of Thailand

Suchada Phankieo — 2025-06-26

This study aims to examine the levels of work-life balance (WLB) and quality of work life (QWL) among operational-level employees in an independent state agency: a case study of the Office of Trade Competition Commission (TCCT). It also investigates the effect of WLB on QWL and compares WLB and QWL between core and support staff. The sample consisted of 94 operational-level employees, and data were collected using a questionnaire. Descriptive statistics (mean and standard deviation) and inferential statistics, including Pearson’s correlation coefficient, multiple linear regression, and independent samples t-test, were employed for data analysis. The findings revealed that employees had a high level of both WLB and QWL, with intellectual WLB (X̄ = 3.77) and opportunity for potential development under QWL (X̄ = 3.75) being the highest. Overall WLB was strongly and positively correlated with QWL (r = .847), particularly in the intellectual, financial, and family dimensions (p < .05). Multiple regression analysis indicated that four WLB dimensions—work, family, financial, and intellectual—had a significant positive effect on QWL (p < .05), with intellectual WLB being the most influential (β = .288). However, the time dimension of WLB did not show a statistically significant influence (p = .200). No statistically significant differences were found in WLB and QWL between core and support staff. These results highlight the importance of enhancing WLB, particularly in intellectual aspects, as a strategy for sustainably improving QWL in independent public organizations.

Factor Affecting the Acceptance of Organizational Agility transformation in State-Owned Public Utility Enterprises

sitthiwit phaphosang — 2025-06-26

This research aims to: (1) investigate the level of factors within the Theory of Planned Behavior (TPB) framework, (2) examine the level of behavioral intention, (3) examine the level of acceptance of agile organizational change, and (4) study the influence of agile organizational culture on the acceptance of change through behavioral intention, by applying the Theory of Planned Behavior (TPB) framework in conjunction with agile organizational culture factors. The sample group consisted of 260 operational to managerial level employees from three state enterprises. Data were collected using questionnaires and analyzed with descriptive statistics and Partial Least Squares Structural Equation Modeling (PLS-SEM). The research results revealed that the sample group had a high level of agreement regarding the factors based on the Theory of Planned Behavior (TPB), specifically in the areas of attitude toward behavior and perceived behavioral control. In contrast, subjective norms were rated at a moderate level. The participants also reported a high level of Behavioral Intention and Acceptance of Change to Agile Organization. The results of the structural equation modeling analysis revealed that attitude toward behavior, perceived behavioral control, and Agility Organization Culture had a significant positive influence on behavioral intention. Conversely, subjective norms had a negative influence. Furthermore, behavioral intention served as a significant mediating variable for the acceptance of organizational change, explaining 54.2% of the variance in the dependent variable. The findings highlight that promoting an organizational culture that emphasizes flexibility, teamwork, continuous learning, and the integration of technology into work, along with developing positive attitudes and employee confidence, are crucial factors for enhancing an organization's ability to adapt to agility sustainably.

Building Pattani Municipality as a Learning city by Women Network

Ranee Esichaikul — 2025-06-26

The purposes of this research were (1) to build Pattani as a learning city; and (2) to create Pattani city learning ecology of live-long learning for all women. This participatory action research was conducted by participation of four related stakeholder groups as a total of 36 key informants in Pattani Municipality. Structured in-depth interviews and small group meetings were research instruments for qualitative data collection and analysis. The results showed that (1) building Pattani as a learning city consisted of major blocks including (1.1) inclusive learning in education system, (1.2) revitalized learning in families and communities, (1.3) effective learning for and in the workplace, and (1.4) extended use of modern techologies. Pattani City developed skills for labor within the system and outside system. The cooperation mechanism for building Pattani as a learning city showed that Pattani City has set up Pattani Learning City Task force and organized MOA between Pattani City and related public, private, educational agencies, together with organized Pattani Lady Learning Event. (2) Pattani city learning ecology consisted of learning administrator, learning activities, learning spaces, and technology. These followed relationship system between learners and learning environment around learners so that they will learn and achieve learning goals through learning process, learning sources, stakeholder participation and supportive technology in order for lifelong learning opportunities.