ปัจจัยพยากรณ์ผลการปฏิบัติงานบุคลากรในโรงเรียนเอกชนแห่งหนึ่ง จังหวัดเชียงใหม่

• Main Author: นันท์นภัส ชมชื่น
• Other Authors: ดร.ทัศนีย์ หอมกลิ่น
• Format: Independent Study
• Language: other
• Published: เชียงใหม่ : บัณฑิตวิทยาลัย มหาวิทยาลัยเชียงใหม่ 2020
• Online Access: http://cmuir.cmu.ac.th/jspui/handle/6653943832/69677
• Institution: Chiang Mai University

The purposes of this study were (1) to study the level of job satisfaction, work engagement, leader member exchange, and the performance of personnel of a private school (2) to study the predictive power of job satisfaction, work engagement, leader member exchange on the performance of personnel of a private school in Chiang Mai. A correlational research design was used. The population of this study was 136 people working in a private school in Chiang Mai. Who have been working for at least 6 months. The instruments used in this research consisted of six questionnaires as follows: demographic information, Job Satisfaction Scale, Work Engagement Scale, Leader Member Exchange Scale, Organizational Citizenship Behavior Scale and Performance of Personnel of a private school in Chiang Mai Province. Descriptive statics were used to describe demographic data and research variables. Hypotheses testing were carried out using Pearson product moment correlation coefficient, and Multiple regression analysis. The results of this research were as follows: 1. All of the population had high levels of job satisfaction, work engagement, leader member exchange, in role performance and extra role performance. 2. job satisfaction can to predict in role performance with statistical significant(β = -.19, p <. 01). 3. job satisfaction can to predict extra roles performance with statistical significant (β = -.38, p <. 01). 4. work engagement can to predict in role performance with statistical significant (β = .16, p <. 01). 5. Work engagement has the ability to predict extra role performance with statistical significant (β = .27, p <. 01). 6. leader member exchange has the ability to predict in role performance with statistical significant (β = .97, p <. 01). 7. leader member exchange has the ability to predict extra role performance with statistical significant (β = .87, p <. 01). 8. job satisfaction, work engagement and leader member exchange have the power to jointly predict the in role performance with statistical significant at the .01 level. 9. job satisfaction, work engagement and leader member exchange have the power to jointly predict the extra role performance with statistical significant at the .01 level. Additionally, the results of an in-depth investigation by Bootstrap method PROCESS (Model 4) showed that (1) work engagement partially mediated therelationship between job satisfaction and job performance including in role performance and extra role performance (β = .69, β = .45, p < .01) respectively and (2) work engagement partially mediated the relationship between leader member exchange and job performance including in role performance and extra role performance (β = .87, β = .64, p < .01)