CAUSAL FACTORS INFLUENCING THE ACCEPTANCE OF HUMAN RESOURCE MANAGEMENT APPROACH IN GIG ECONOMY FROM THE VIEWPOINT OF HUMAN RESOURCE PRACTITIONERS IN CHONBURI PROVINCE

Abstract

This research aims to 1) investigate the level of attitude, perception and acceptance of human resource management approach in Gig Economy 2) examine goodness of fit between the developed causal relationship model for attitude, perception and acceptance of human resource management approach in Gig Economy, and 3) study the influence of attitude and perception on the acceptance of human resource management approach in Gig Economy and the empirical data based on a quantitative research. The samples included 281 human resource practitioners in Chonburi province. The statistics used in the study were frequency, percentage, mean, standard deviation, confirmatory factor analysis and the causal relationship model. The findings revealed that 1) the respondents had attitude, perception and acceptance of human resource management approach in Gig Economy at a high level. 2) Goodness of fit was found from the developed causal relationship model for attitude, perception and acceptance of human resource management approach in Gig Economy, And 3) the cause variables with the highest effects on acceptance of human resource management approach in Gig Economy included perception and attitude toward human resource management approach in Gig Economy, respectively. The causal factors in the model could describe the variation of acceptance of human resource management approach in Gig Economy at 60.2%.