ปัจจัยที่มีผลต่อความพึงพอใจในการปฏิบัติงานของพนักงานสายปฏิบัติการ สังกัดสำนักงานคณะศึกษาศาสตร์ มหาวิทยาลัยเชียงใหม่

• Main Author: กัญญาณัฐ อาวรณ์
• Other Authors: ผู้ช่วยศาสตราจารย์ ดร.นทัต อัศภาภรณ์
• Format: Independent Study
• Language: Thai
• Published: เชียงใหม่ : บัณฑิตวิทยาลัย มหาวิทยาลัยเชียงใหม่ 2020
• Online Access: http://cmuir.cmu.ac.th/jspui/handle/6653943832/69254
• Institution: Chiang Mai University

This independent study was to study the factors affecting job performance satisfaction and the guideline for promoting the performance of operational level officials affiliated with Faculty of Education, Chiang Mai University. The population for this study was that of 69operational level officials performing their duties during 2015 academic year. Among these, 36 oneswere responsible for general administration, 9 ones for finance, budget, and material supply, 6 ones for research, academic service, and foreign relations, 11 ones for educational service and student’s quality development, and 7 ones for policy, planning, and quality assurance. The tools used for the study included the questionnaire and interview forms along Herzberg’s Two-Factor Theory. Data were analyzed in terms of percentage, mean, and standard deviation. The findings reveal that factors affecting the official’s performance satisfaction included 5 motivating factors and 7 supporting ones the details of which are as follows: There were 5 motivating factors including performance success, acceptance, characteristics of the tasks, responsibility, and career progress. It was found that the officials rated the highest on responsibility with 4.12 mean which was at high level, followed by performance success with 3.93 mean which was at high level, characteristics of the task with 3.80 mean which was at high level, and acceptance with 3.46 mean which was at high level, and career progress with the least mean of 3.27 which wasatmoderate level. There were 7 supporting factors, namely, administrative policy, interpersonal relationship in the organization, job security, working environment, income and welfare, career status, and individual well-being. The findings reveal that the officials had rated the supporting factor on career status the most with 3.81mean which was at high level, followed by job security with 3.62 mean which was at high level, working environment with 3.51 mean which was at moderate level, income and welfare with 3.27 mean which was at moderate level, personal well-being with 3.26 mean which was at moderate level, and administrative policy which was rated the least with 3.20 mean which was at moderate level. The guideline for promoting the performance of the officials, it was found that there should be the promotion on developing body of knowledge and competency such as research conduction of the officials, setting up the manual for performing the tasks under their responsibility, allocating time for the personnel to take part in the opinion exchange sessions to assure mutual understanding among the personnel and promoting the research to survey the needs the personnel to come up with the guideline for building up morale and motivation for the personnel in performing their tasks.