ปัจจัยการธำรงรักษาที่มีผลต่อการคงอยู่ของคนเก่งใน บจก. วิทยุการบินแห่งประเทศไทย (RETENTION FACTORS INFLUENCING INTENTION OF TALENTS TO STAY IN AEROTHAI)

Abstract

The objectives of this mixed method research were 1) to compare the level of organizational commitment of talents who have different personal factors 2) to compare the executive’s and employee’s opinions towards intention to stay 3) to compare talents’ opinions towards retention factors; and 4) to study influence of retention factors on retaining talented people in AEROTHAI. The questionnaires and in-depth interview questions were used for data collection from the samplesthat consisted of executives and employees who were the top three ranking in performance appraisal for the last three years. There were 136 respondents who filled in questionnaires, and 14 in-depth interview respondents. Statistical techniques used for data analysis are Frequency, Mean, Percentage, Standard Deviation, One-way ANOVA, Least-Significant Different, t-test, and Multiple Regression. The quantitative research findings showed that the overall of intention to stay of talented people fell in high level (  = 3.98) and the affective commitment had the highest average ( = 4.09). Based on comparison of talents who had different personal factors, there was no significant different opinion towards intention to stay holistically.  Each aspect was found that men had higher levels of affective commitment than women. The talents with older ages, higher salaries and positions had higher levels of affective commitment. In addition, the executives’ opinions towards affective commitment were higher than the employees’ while the executives’ opinions towards the continuance commitment were less than the employees’. The comparison of Talent’s opinions towards retention factors was found that reward and remuneration factor had the highest average ( = 3.89), which was considered as high level. With respect to a statistically significant influence of retention factors, the result also revealed that the reward and remuneration had influence on holistic intention of talents to stay in AEROTHAI. Furthermore, the work environment factor had influence on the continuance commitment and organizational culture factor had influence on the normative commitment.   It was consistent with the qualitative research findings, which found retention factors influencing intention of talents to stay in five aspects: 1) work-life balance 2) challenging work, success and recognition 3) fair and reasonable remuneration 4) relationships between supervisors and employees 5) learning and development in line with their roles and responsibilities.