แรงจูงใจในการทำงานของพนักงานบริษัทบริหารสินทรัพย์ กรุงเทพพาณิชย์ จำกัด

• Main Author: ณัฐชานันท์ พิสุทธิโยธิน
• Other Authors: อรพิณ สันติธีรากุล
• Format: Independent Study
• Language: Thai
• Published: เชียงใหม่ : บัณฑิตวิทยาลัย มหาวิทยาลัยเชียงใหม่ 2018
• Subjects: พนักงานบริษัท; แรงจูงใจในการทำงาน
• Online Access: http://cmuir.cmu.ac.th/jspui/handle/6653943832/45860
• Institution: Chiang Mai University

The objectives of this independent study were to study motivation of employees at Sinsab Krungthep Panit Co. Ltd. and the relation between motivation and personal factors. The population was 285 employees. Questionnaire was used to collect data and the data was then analyzed using frequency, percentage, mean, t-test, and F-test. The results of the study showed that most employees were female, married, with Bachelor’s degree. Their monthly income was 45,001 or more. Their work period was 10 years or more. Their overall motivation and their attitude towards motivation factors were both at the high level with responsibility ranked at the highest sub-factor. The other sub-factors were success, nature of work, respect, and progress, respectively. The employees’ attitude towards supporting factors was at the high level, with relationship with their supervisor and co-workers ranked as the highest sub-factor. The other sub-factors were position, work environment, organization’s administrative policy, stability, governance, and income/benefits, respectively. For the analysis of the relation between motivation and personal factors, it was found that employees with different age showed different attitudes in overall motivation, in terms of success, and in supporting factors in terms of organization’s administrative policy, governance, relationship with their supervisor and co-workers, work environment, income/benefits, and stability. Employees with different education showed different attitudes in supporting factors in terms of stability. Employees with different income showed different attitudes in supporting factors in terms of governance, and relationship with their supervisor and co-workers. Employees with different work period showed different attitudes in overall motivation factors in terms of respect and progress, and in supporting factors in terms of relationship with their supervisor and co-workers. However, employees with different gender and different marital status showed no different attitudes in overall motivation factors and supporting factors.