ปัจจัยที่ส่งผลต่อการคงอยู่ในองค์กรของพนักงานศูนย์การค้า
Keywords:
employee retention, job satisfaction, work motivation, organizational commitment, learning organizationAbstract
The purpose of this quantitative research was to study the causal factors of employee retention in shopping center businesses. This research based on theory about Job satisfaction, Work motivation, Organizational commitment and Learning organization. Questionnaires were distributed to 630 samples as part of the quantitative research who are employees of shopping center that located in Bangkok and provinces. Data were collected by multistage stage sampling and were analyzed by structured equation modeling (SEM) technique. The result showed that the proposed model fitted with the empirical data ( = 218.479, df = 211, p = .347, SRMR = .025, RMSEA = .007, AGFI = .962). The result of SEM showed that 1) Organizational commitment had the highest total effect on employee retention ( = .428, p < .01) and followed by Job satisfaction ( = .295, p < .01), Work motivation ( = .281, p < .01) and Learning organization ( = .271, p < .01) 2) Job satisfaction had the highest direct effect on employee retention ( = .295, p < .01) and followed by organizational commitment ( = .288, p < .01), work motivation ( = .281, p < .01) and Learning organization ( = .271, p < .01) 3) Organizational commitment had the indirect effect on employee retention ( = .14, p < .01).
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Lazano, G.S. (2012). An Exploratory Study of Contracted Security Officers’ Retention. (Doctor of
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Good, C. V. (1973). Dictionary of Education. New York: McGraw-Hill Book.
Hair, J. F., Black, W. C., Babin, B. J. & Anderson, R. E. (2010). Multivariate Data Nanlysis. (7th ed.). New Jersey: Pearson Prentice Hall.
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Khaophong, W. (2013). Patchai thamnai khwamphưngphō̜chai nai ngān læ khwāmtangchai khong yū nai ngān khō̜ng phayābān wichāchīp rōngphayābān ʻēkkachon phāk tawanʻō̜k. Parinyā phayābān sāttra mahābandit. (Kānbō̜rihān kānphayābān).
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Kline, R. B. (2011). Principles and practice of structural equation modeling. New York: Guilford.
Kongyangyuen, R. (2017). Ongkān hǣng kān rīanrū banyākāt ongkān phrưttikam kān pen samāchik thī dī khō̜ng ongkān læ kān bǣngpan khwāmrū khō̜ng nūaingān nai fāi chāng bō̜risat kān bin Thai čhamkat (Mahāchon) [Learning Organization, Organizational Climate, Organizational Citizenship Behavior and Knowledge Sharing of Subunits within Technical department Thai Airways Public Company Limited]. (Ph.D.). Choparaya University, Bangkok.
Khotchachan, S. (2013) .Ongkān hǣng kān rīanrū læ khwām phūkphan tō̜ ongkān: patchai thī mī ʻitthiphon tō̜ khwāmkhatyǣng phāinai klum læ prasitthiphon kānthamngān pen klum khō̜ng phanakngān nai ʻutsāhakam yān yon tām nǣo thritsadī khwāmkhatyǣng. Parinyā dutsadībanthit. Sākhā wichākān chatkān thurakit mahāwitthayālai sī pathum. Wārasān wichākān sī pathum, Chon Buri.
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Krotsimai, A. (2013). Khwāmsamphan rawāng khunnaphāp chīwit nai kānthamngān kap khwām phūkphan to ongkō̜n khō̜ng phanakngān bō̜risat bō̜rikān rapmao rngngān hng nng nai khēt Krung Thēp Mahā Nakhō̜n l parimonthon [The relationship between quality of work life (QWL) and employee engagement in one of outsourcing service company in the greater Bangkok area]. (Master’s degree). Kasetsart University, Bangkok.
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Tools for Analysis, Practice, and Competitive Advantage. West Sussex: Willey-Blackwell.
Marquardt, M. J. (1994). Building the learning organization: A system approach to quantum improvement and global success. New York: McGraw-Hill.
Mathis, R. L. & Jackson, J. H. (2010). Human resource management. (13th ed.). Ohio: South
western.
McCathy, B. (2016). Appreciative Inquiry: An Alternative to behavior management. Dementia,
1–5.
Mowday, R. T., Porter, L. W. & Steers, R. M. (1982). Employee-Organization Linkages: The Psychology of Commitment, Absenteeism and Turnover. New York: Academic Press.
Nair, S. S. (2009, July 1). Employee Retention. [Online]. Retrieved from https://www.articlesbase.com/human-resources-articles/employee-retention-995426.html.
National Statistical Office. (2017). Rāingān pračham pī 2559 [Annual Report of 2016]. Bangkok: Text and Journal Publication.
Pansamrit, B. (2013). Kānphatthanā mō dē lō̜ samakān khrōngsāng phahu radap khō̜ng khwāmphngphō̜čhai nai kānthamngān khō̜ng bukkhalākō̜n samnakngān khana kammakān pō̜ngkan l prāpprām yāsēptit [The development of a multilevel structural equation model of job satisfaction of the personnel in the office of the narcotics control board]. (Ph.D.). Kasetsart University, Bangkok.
Parukmat, S. (2013). Kānsưksā watthanatham ongkō̜n læ ongkō̜n hǣng kān rīanrū song phon tō̜ khunnaphāp chīwit thī dī khō̜ng phanakngān nai ongkō̜n kō̜ranī sưksā thanākhān A nakngān yai (bāng khēn). [Influence of Organizational Culture and Learning Organization on Good Quality of Life of Employees: A Case Study of the Bank A, Headquarters (Bangkhen)]. (Master’s degree). Bangkok University, Bangkok.
Pedler, M., Burgoyne, J. & Boydell, T. (1991). The learning company: A strategy for sustainable development. London: McGraw-Hill.
Peter, C. (2002). Harvard Business Essentials: Hiring and Keeping the Best People. Harvard
Business School Publishing Corporation Published.
Ratthasatsanasat, D. (2012). Khwāmsamphan chng khrōngsāng khō̜ng patčhai thī song phonkrathop tō̜ prasitthiphon kānthamngān l kān khong yū nai ngān khō̜ng phanakngān thanākhān phānit khanāt yai [The Structural Relationships of Factors Affecting Work Effectiveness and Intention to Stay of Personnel at Large Commercial Banks]. (Ph.D.). Ramkhamhaeng University, Bangkok.
Rongphinit, U. (2012). Kānphatthanā kon mō dn chng sāhēt khō̜ng kān khong yū nai ngān āchīp
khrū phān kān ytman phūkphan kap ngān [Development of a causal model of teacher
retention with work engagement as mediator]. (Master’s degree). Chulalongkorn
University, Bangkok.
Samart, W. (2014). Buppha patčhai læ khwām tǣktāng khō̜ng khwām chư̄athư̄ waiwāngčhai naithī mō̜ læ khwām phūkphan tō̜ ongkān rawāng phanakngān naithī madang dœ̄m læ thīm samư̄an čhing : kō̜ranī sưksā utsāhakam sāi kān bin [Antecedents and Differences between Trust in Team and Organization Engagement between Employees Working in Traditional Team and Virtual Team: A Case Study of Companies in Aviation Industry]. (Master’s degree). National Institute of Development Administration, Bangkok.
Samran, L. (2011). Patčhai thī song phon tō̜ kān khong yū nai ngān khō̜ng nakwichākān mahāwitthayālai theknōlōyī rāt mongkhon suwannaphūm [Factors Influencing the Job Retention of academician at Rajamangala University of Technology Suvarnabhumi]. (Ph.D.). Burapha University, Chonburi.
Samuel, M. O. & Chipunza, C. (2009). Employee Retention and Turnover: Using Motivational
Variables as a Panacea. African Journal of Business Management, 3(8), 410-415.
Senge, P. M. (1990). The fifth discipline: The art and practice of the learning organization.
New York: Doubleday Currency.
Schumacker, R. E., & Lomax, R. G. (2010). A beginner's guide to structural equation modeling (3rd ed.). New York: Routledge/Taylor & Francis Group.
Sophondirekrat, R. (2013). Patčhai thī mī phon tō̜ kān raksā phanakngān raksā khwāmplō̜tphai hai thāngā nō̜ yū kap ongkō̜n nai raya yāo [Factors affecting retention of security staff to work with the organization in the long run]. (Master’s degree). Kasetsart University, Bangkok.
Thorne, K. & Pellant, A. (2007). The Essential Guide to Managing Talent. Bangkok: So Asia Press.
Vroom, V. H. (1982). Work and motivation. New York: Wiley.
Watcharayu, P. (1994). Rǣng čhūngčhai nai kānthamngān [Work Motivation]. Bangkok: Odeon Store.
Wetchawong, P. (2012). Kān khong yū khō̜ng phayābān wichāchīp thī patibat ngān nai hō̜ phūpūai wikrit rōngphayābān rō̜i et [Retention of professional nurses in critical care unit, Roi-Et hospital]. (Master’s degree). Burapha University, Chonburi.
Wongauttararot, P. (2011). Chittawitthayā utsāhakam [Industrial psychology]. Bangkok: Learning Center Bangkok.
Zin, S. M., Ahmad, N., Ngah, N.E.B., Ismail. R.B., Ibrahim, N.B., Abdullah, I.H.T.B. & Tajuddin, N.H.B.A. (2012). Motivation Model for Employee Retention: Applicability to HRM Practices in Malaysian SME Sector. Universiti Teknologi MARA.
Bangsaeng, S. (2013). Khwāmsamphan rawāng rǣng čhūngčhai nai kānthamngān kap khwām phūkphan tō̜ ongkō̜n khō̜ng phanakngān bō̜risat bœ̄lī yukkœ̄ čhamkat (Mahāchon) [Relation between Motivation in work and Organization Engagement of the Employees in the BerliJucker Public Company Limited]. (Master’s degree). Silpakorn University, Nakhonpathom.
Chaiming, R. (2014). Kānphatthanā konlayut phư̄a sœ̄msāng rǣng čhūngčhai nai kān khong yū
nai ngān khō̜ng āčhān wutthi kānsưksā radap parinyā ēk witthayālai phayābān sangkat
Sathāban Phrabō̜rommarātchanok krasūang sā thō̜n suk [The development of strategies
to enhance motivation for job retention of faculty members with doctorate degree in
nursing colleges]. (Ph.D.). Chulalongkorn University, Bangkok.
Davis, T. L. (2013). A Qualitative Study of the Effects of Employee Retention on the
Organization. (Doctor of Business Administration). Walden University, U.S.A.
Dean, L. L. (2014). Contributors to Engagement and Retention Among Midcareer Human
Resources Employees. (Master of Science Organization Development). Pepperdine
University, U.S.A.
Lazano, G.S. (2012). An Exploratory Study of Contracted Security Officers’ Retention. (Doctor of
Education in Organization Change). Pepperdine University, U.S.A.
Good, C. V. (1973). Dictionary of Education. New York: McGraw-Hill Book.
Hair, J. F., Black, W. C., Babin, B. J. & Anderson, R. E. (2010). Multivariate Data Nanlysis. (7th ed.). New Jersey: Pearson Prentice Hall.
Jackson, S. E., Schuler, R. S. & Werner, S. (2009). Managing Human Resource. (10th ed.). Canada: South-western Cengage Learning.
Khaophong, W. (2013). Patchai thamnai khwamphưngphō̜chai nai ngān læ khwāmtangchai khong yū nai ngān khō̜ng phayābān wichāchīp rōngphayābān ʻēkkachon phāk tawanʻō̜k. Parinyā phayābān sāttra mahābandit. (Kānbō̜rihān kānphayābān).
Khana Phayābānsāt mahāwitthayālai būraphā , Chon Burī .
Khajornnan, N. (2008). Phrưttikam ongkān [Organizational Behaviors]. Bangkok: SE-Education.
Kline, R. B. (2011). Principles and practice of structural equation modeling. New York: Guilford.
Kongyangyuen, R. (2017). Ongkān hǣng kān rīanrū banyākāt ongkān phrưttikam kān pen samāchik thī dī khō̜ng ongkān læ kān bǣngpan khwāmrū khō̜ng nūaingān nai fāi chāng bō̜risat kān bin Thai čhamkat (Mahāchon) [Learning Organization, Organizational Climate, Organizational Citizenship Behavior and Knowledge Sharing of Subunits within Technical department Thai Airways Public Company Limited]. (Ph.D.). Choparaya University, Bangkok.
Khotchachan, S. (2013) .Ongkān hǣng kān rīanrū læ khwām phūkphan tō̜ ongkān: patchai thī mī ʻitthiphon tō̜ khwāmkhatyǣng phāinai klum læ prasitthiphon kānthamngān pen klum khō̜ng phanakngān nai ʻutsāhakam yān yon tām nǣo thritsadī khwāmkhatyǣng. Parinyā dutsadībanthit. Sākhā wichākān chatkān thurakit mahāwitthayālai sī pathum. Wārasān wichākān sī pathum, Chon Buri.
Kozic, S. P. (2012). Managers’ Perceptions on How Management Practices Affect Employee Retention in Resort Hotels. (Doctor of Education, Innovation and Leadership). Wilminton University, U.S.A.
Krotsimai, A. (2013). Khwāmsamphan rawāng khunnaphāp chīwit nai kānthamngān kap khwām phūkphan to ongkō̜n khō̜ng phanakngān bō̜risat bō̜rikān rapmao rngngān hng nng nai khēt Krung Thēp Mahā Nakhō̜n l parimonthon [The relationship between quality of work life (QWL) and employee engagement in one of outsourcing service company in the greater Bangkok area]. (Master’s degree). Kasetsart University, Bangkok.
Macey, W. H., Schneider, B., Barbera, K. M. & Young, S. A. (2009). Employee engagement:
Tools for Analysis, Practice, and Competitive Advantage. West Sussex: Willey-Blackwell.
Marquardt, M. J. (1994). Building the learning organization: A system approach to quantum improvement and global success. New York: McGraw-Hill.
Mathis, R. L. & Jackson, J. H. (2010). Human resource management. (13th ed.). Ohio: South
western.
McCathy, B. (2016). Appreciative Inquiry: An Alternative to behavior management. Dementia,
1–5.
Mowday, R. T., Porter, L. W. & Steers, R. M. (1982). Employee-Organization Linkages: The Psychology of Commitment, Absenteeism and Turnover. New York: Academic Press.
Nair, S. S. (2009, July 1). Employee Retention. [Online]. Retrieved from https://www.articlesbase.com/human-resources-articles/employee-retention-995426.html.
National Statistical Office. (2017). Rāingān pračham pī 2559 [Annual Report of 2016]. Bangkok: Text and Journal Publication.
Pansamrit, B. (2013). Kānphatthanā mō dē lō̜ samakān khrōngsāng phahu radap khō̜ng khwāmphngphō̜čhai nai kānthamngān khō̜ng bukkhalākō̜n samnakngān khana kammakān pō̜ngkan l prāpprām yāsēptit [The development of a multilevel structural equation model of job satisfaction of the personnel in the office of the narcotics control board]. (Ph.D.). Kasetsart University, Bangkok.
Parukmat, S. (2013). Kānsưksā watthanatham ongkō̜n læ ongkō̜n hǣng kān rīanrū song phon tō̜ khunnaphāp chīwit thī dī khō̜ng phanakngān nai ongkō̜n kō̜ranī sưksā thanākhān A nakngān yai (bāng khēn). [Influence of Organizational Culture and Learning Organization on Good Quality of Life of Employees: A Case Study of the Bank A, Headquarters (Bangkhen)]. (Master’s degree). Bangkok University, Bangkok.
Pedler, M., Burgoyne, J. & Boydell, T. (1991). The learning company: A strategy for sustainable development. London: McGraw-Hill.
Peter, C. (2002). Harvard Business Essentials: Hiring and Keeping the Best People. Harvard
Business School Publishing Corporation Published.
Ratthasatsanasat, D. (2012). Khwāmsamphan chng khrōngsāng khō̜ng patčhai thī song phonkrathop tō̜ prasitthiphon kānthamngān l kān khong yū nai ngān khō̜ng phanakngān thanākhān phānit khanāt yai [The Structural Relationships of Factors Affecting Work Effectiveness and Intention to Stay of Personnel at Large Commercial Banks]. (Ph.D.). Ramkhamhaeng University, Bangkok.
Rongphinit, U. (2012). Kānphatthanā kon mō dn chng sāhēt khō̜ng kān khong yū nai ngān āchīp
khrū phān kān ytman phūkphan kap ngān [Development of a causal model of teacher
retention with work engagement as mediator]. (Master’s degree). Chulalongkorn
University, Bangkok.
Samart, W. (2014). Buppha patčhai læ khwām tǣktāng khō̜ng khwām chư̄athư̄ waiwāngčhai naithī mō̜ læ khwām phūkphan tō̜ ongkān rawāng phanakngān naithī madang dœ̄m læ thīm samư̄an čhing : kō̜ranī sưksā utsāhakam sāi kān bin [Antecedents and Differences between Trust in Team and Organization Engagement between Employees Working in Traditional Team and Virtual Team: A Case Study of Companies in Aviation Industry]. (Master’s degree). National Institute of Development Administration, Bangkok.
Samran, L. (2011). Patčhai thī song phon tō̜ kān khong yū nai ngān khō̜ng nakwichākān mahāwitthayālai theknōlōyī rāt mongkhon suwannaphūm [Factors Influencing the Job Retention of academician at Rajamangala University of Technology Suvarnabhumi]. (Ph.D.). Burapha University, Chonburi.
Samuel, M. O. & Chipunza, C. (2009). Employee Retention and Turnover: Using Motivational
Variables as a Panacea. African Journal of Business Management, 3(8), 410-415.
Senge, P. M. (1990). The fifth discipline: The art and practice of the learning organization.
New York: Doubleday Currency.
Schumacker, R. E., & Lomax, R. G. (2010). A beginner's guide to structural equation modeling (3rd ed.). New York: Routledge/Taylor & Francis Group.
Sophondirekrat, R. (2013). Patčhai thī mī phon tō̜ kān raksā phanakngān raksā khwāmplō̜tphai hai thāngā nō̜ yū kap ongkō̜n nai raya yāo [Factors affecting retention of security staff to work with the organization in the long run]. (Master’s degree). Kasetsart University, Bangkok.
Thorne, K. & Pellant, A. (2007). The Essential Guide to Managing Talent. Bangkok: So Asia Press.
Vroom, V. H. (1982). Work and motivation. New York: Wiley.
Watcharayu, P. (1994). Rǣng čhūngčhai nai kānthamngān [Work Motivation]. Bangkok: Odeon Store.
Wetchawong, P. (2012). Kān khong yū khō̜ng phayābān wichāchīp thī patibat ngān nai hō̜ phūpūai wikrit rōngphayābān rō̜i et [Retention of professional nurses in critical care unit, Roi-Et hospital]. (Master’s degree). Burapha University, Chonburi.
Wongauttararot, P. (2011). Chittawitthayā utsāhakam [Industrial psychology]. Bangkok: Learning Center Bangkok.
Zin, S. M., Ahmad, N., Ngah, N.E.B., Ismail. R.B., Ibrahim, N.B., Abdullah, I.H.T.B. & Tajuddin, N.H.B.A. (2012). Motivation Model for Employee Retention: Applicability to HRM Practices in Malaysian SME Sector. Universiti Teknologi MARA.
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2019-07-31
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แจ่มฟุ้ง น., ประเสริฐสิน อ., & สกุลพงศ์ น. (2019). ปัจจัยที่ส่งผลต่อการคงอยู่ในองค์กรของพนักงานศูนย์การค้า. The Periodical of Behavioral Science, 25(2), 1–22. Retrieved from https://so06.tci-thaijo.org/index.php/BSRI/article/view/169426
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