Developing the Quality of Personnel Work Life in the Office of the National Water Resources

Abstract

The objectives of this research article were 1) to study the level of the quality of personnel work life in the Office of the National Water Resources; 2) to compare the level of the quality of personnel work life in the Office of the National Water Resources classified by personal factors; and 3) to present guidelines for developing the quality of personnel work life in the Office of the National Water Resources. This was a mixed-methods research, divided into 2 steps: Step 1: for quantitative research, the population used in the research was personnel of the Office of the National Water Resources (Central), totaling 276 people, by selecting the population group purposively. The research instrument was a questionnaire, which was a 5-level rating scale, with an alpha coefficient of 0.81. The statistics used in data analysis were percentage, mean, standard deviation, t-test, one-way analysis of variance. Step 2: in terms of qualitative research, a group of 13 key informants were purposively selected. The instrument was a semi-structured interview. Data was analyzed by content analysis. The research results found that 1) the quality of personnel work life in the Office of the National Water Resources was at a high level; 2) personnel with different levels of education and monthly income had different work quality of life at a statistical significance of .05. Meanwhile, personnel with different genders, ages, types of personnel, and work experiences had no different work quality of life at a statistical significance of .05; 3) the guidelines for developing the quality of personnel work life in the Office of the National Water Resources found that there should be a compensation consideration system that was consistent with performance, knowledge, abilities, and job responsibility. Every year, there should be a meeting to adjust the welfare structure according to the opinions of personnel in the organization as a guideline for creating satisfaction for personnel in the organization.