The Guidelines for Digital Leadership Development of Administrators of Rajabhat University in the Lower Northern Region

Abstract

The purposes of this research article were to study the status and propose the guidelines for digital leadership development of Rajabhat University administrators in lower northern region. This was a mixed methods research. Step 1: Quantitative research, the sample group used in the research were 43 administrators and 254 teachers, totaling 297 people by opening the finished table of Craigie and Morgan. The instrument used in this research was a checklist questionnaire. The quality of the tools had a validity of 0.80-1.00 and a reliability of 0.96. The statistics used were mean and standard deviation. Step 2: Qualitative research, 9 key informants were interviewed. The tool was a semi-structured interview form. Data was analyzed by content analysis. The results of the research were as follows: 1) digital leadership status of Rajabhat University administrators in lower northern region, overall, was at a high level. When considering each aspect, it was found that the aspect with the highest level was digital competency development, followed by digital vision and the aspect with the lowest level was digital culture creation; and 2) digital leadership development guidelines of Rajabhat University administrators in lower northern region consisted of 5 aspects as follows: 1) in terms of digital literacy, administrators must develop knowledge and skills in applying technology to plan organizational development and management; 2) in the aspect of digital vision, administrators must be able to formulate an organizational vision to keep pace with digital changes; 3) in terms of digital communication, administrators must have the skills to use technology to communicate in a variety of ways for the benefit of academic development; 4) in the aspect of creating digital culture, administrators must create a working culture and  atmosphere in the organization for widespread use of digital technology; 5) in terms of digital competency development, administrators should encourage personnel to be developed according to potential using digital technology as a base.