MOTIVATING FACTORS AND GUIDELINES FOR DEVELOPING INDIVIDUALS TO LEAVE COMFORT ZONE: A CASE STUDY OF UNIVERSITY SUPPORT STAFF

Abstract

The objectives of this research were to 1) Study the motivating factors for leaving the comfort zone of the support staff of a university and 2) Study the development approach of the support staff of a university to leave the comfort zone. This research used the quantitative research methodology, using a multi-stage random sampling method by stratified random sampling, and convenient data collection from 297 samples from a population of 1,150 people using a questionnaire that passed the content validity test with a value of 1 for all items and the reliability of the questionnaire was 0.894. The data were analyzed using descriptive statistics, including frequency, percentage, mean, standard deviation, and multiple regression analysis. The results of the research found that 1) The motivating factors classified by aspect that had the highest statistical significance on leaving the comfort zone of the support staff of a university were the motivating factor for leaving the comfort zone of being respected and the motivating factor for leaving the comfort zone of being responsible for working, with all aspects having high scores. 2) The development approach of the support staff of a university to leave the comfort zone found that the item with the highest mean value was the aspect of training for the development of the personnel. The item with the lowest mean value was personal development in terms of development, with all aspects having scores at a high level. The motivating factors classified by aspect that affect personal development to leave the comfort zone: A case study of support staff at a university with statistical significance were the variables in terms of being respected and in terms of responsibility for work.