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Journal of HR intelligence
Number of Followers: 0  

  This is an Open Access Journal Open Access journal
ISSN (Print) 2673-057X
Published by Thammasat University Homepage  [7 journals]
  • The Causal Relationship and Effect of Elderly Workers Management
           Capability : An Empirical Evidence of Hotels Business in Thailand

    • Authors: ปรีชา คำมาดี, ผู้ช่วยศาสตราจารย์ ดร.วิโรจน์ เจษฎาลักษณ์
      Pages: 6 - 27
      Abstract: The research aimed to 1) Investigate the effect of elderly workers management capability on knowledge sharing organization and service quality, 2) Investigate the effect of knowledge sharing organization and service quality on organizational performance, and 3) Investigate the effects of antecedent factors which are transformational leadership and diversity management on elderly workers management capability. The sample include 293 hotel managers in 4 and 5 star rated hotels in Thailand. The questionnaire which was used as the tools for data collection. Data were analyzed using confirmatory factor analysis (CFA). The results of research aimed that 1) Elderly workers management capability has a direct effect on knowledge sharing organization and service quality. 2) Knowledge sharing organization and service quality have a direct effect on organizational performance and 3) Transformational leadership and diversity management have a direct effect on elderly workers management capability. The results of this research will be useful as a guide for policy making and applying in the field of strategic elderly workers management in organization for competitive advantage, achievement and sustainable performance.
      PubDate: 2019-05-28
      Issue No: Vol. 14, No. 1 (2019)
  • Challenging Situations in Energize an Employee to Create Knowledge in The
           Large Organization

    • Authors: ดร.มณฑล สรไกรกิติกูล, ชยาพล สุนทรวิวัฒนา
      Pages: 28 - 44
      Abstract: This qualitative research aimed to study challenge situations in workplace, which enabling employee to adapt and develop themselves, and to identify the way that employees create knowledge in order to cope with that challenging situations. Informants are employees, who are in the entry and middle level in the large companies with more than 200 million Thai Baht in assets from various industries. Data was collected by focus group. Informants were 28 people and divided for 5-6 members per group. Data were analyzed by framework analysis and were interpreted from words, context, consistency and interaction in each group. The results showed that the challenge situation is changing the environment, which energies knowledge creation. The situation has two types: Structural situation and Personal situation. Both Situations related with face-to-face interaction as collective interaction and Individual interaction. Results could guide for a management practice in applying the changing and challenging situations to enable and energize employees to create a knowledge to use in organizations. However, situations should be resolvable. Unbearable situations may lead to employee resignation.
      PubDate: 2019-05-28
      Issue No: Vol. 14, No. 1 (2019)
  • The Influence on Transformational Leadership, Organizational Culture, Job
           Satisfaction and Organizational Commitment affecting Organization
           Citizenship Behavior of Employees in Small and Medium Enterprises
           (Manufacturing) in Lower Northeastern Region 2

    • Authors: มาลิณี ศรีไมตรี, รองศาสตราจารย์ ดร. ปิยกนิฏฐ์ โชติวนิช, ผู้ช่วยศาสตราจารย์ ดร.สุภาวดี ขุนทองจันทร์
      Pages: 45 - 67
      Abstract: The objective of this research was to study the influence of transformational leadership, organizational culture, job satisfaction and organizational commitment affecting organization citizenship behaviour. The research samples consisted of 610 employees. The anonymous questionnaires of ninety-two items have organized into five-point Likert scale. The data received were calculated and analyzed using descriptive statistics (frequency, percentage, mean and standard deviation). The path analysis was used to test the hypotheses. The structural equation modeling: SEM was used to analyze the causal relationship of the factors that influence on the organization citizenship behaviour. The developed causal relationship model conformed to the empirical data with Chi-square = 1521.563, Chi-square/df = 1.055, df = 1442, p = .071, GFI = .926, CFI = .997, TLI = .997, RMSEA = .010, NFI = .951. When considering the predictive coefficient, it was found that each latent factor shared a causal relationship with 63.0%. According to the causal relationship, it was found that the factors on the transformational leadership, organizational culture, job satisfaction and organizational commitment had causal relationship with organization citizenship behaviour of employees in small and medium enterprises at the statistically significant level of 0.05
      PubDate: 2019-05-28
      Issue No: Vol. 14, No. 1 (2019)
  • Needs in Human Resource Development Education at the Graduate Level in

    • Authors: ผู้ช่วยศาสตราจารย์ ดร.ดาวิษา ศรีธัญรัตน์
      Pages: 68 - 87
      Abstract: The educational programs in Human Resource Development (HRD) in Thailand have operated for more than 20 years, with a partnership between scholars and practitioners (McLean & Akaraborworn, 2014). As the quality of educational programs requires the content to be up-to-date and suitable for current situations (Kuchinke, 2007; Sritanyarat & Russ-Eft, 2016), this paper provides an understanding of the needs in HRD Education at the graduate level in Thailand.  A review of literature and interviews with HRD education stakeholders were performed to develop the questionnaire. Further, a survey was performed with various stakeholders. It was found that the most needed areas in HRD education were communication, talent management, consultation, and organizational culture. Exploratory factor analysis categorized the subject areas into ten groups, including human resource development in different contexts, such as individual level organizational level, and international context, human resource management, research methods, business management, theory-based courses, and ethics. The results of this study aligned with the literature, as well as Thailand’s HR professional standards. This paper reveals the expected outcomes of HRD programs and offers implications for designing, improving, and evaluating curriculum of the HRD programs according to the needs of various stakeholders.
      PubDate: 2019-05-28
      Issue No: Vol. 14, No. 1 (2019)
  • Human Capital VS. Human Resources Management : The Applicable Approach for
           Thai Organizations

    • Authors: อาจารย์ ดร.ชินวัตร เชื้อสระคู, วิชัย เปรมมณีสกุล, ธรา สิงห์คะสะ
      Pages: 88 - 104
      Abstract: This article studies the application among Human Capital Management and Human Resources approach in Thai organizations based on the concepts of applied economics, materialism and capitalism. There are two objectives of the study. Firstly; to exhibit the knowledge collecting from Human Resources and Human Capital theorists and practitioners. Secondly, to investigate and assess whether the application of best practices vs. best fit is preferable and lead to the desire outcome of Thai’s organizations (both of public and private units). It is divided into two main parts. The first part will describe and discuss the both concept and their dissimilarity. The second part discusses the application of this approach in terms of appropriateness when adopting in Thai organizations’ context.  This is done by employing 2 key analytical approaches: 1) Philosophical-based analyses, i.e., ontology, epistemology, logic, ethics, axiology and methodology; 2) Concentrating and adopting Burrell and Morgan (1979) ideologies. The data collection is principally based on the secondary data by reviewing the relevant literature including concepts, principles, theories as well as analysis and interpretation of method-comparison study. This paper compares and distinguish, which approach is the most desirable between human capital and human resources management. Because these two people management approaches are not inherently ‘good’ or ‘bad.’ They are just different and interchangeable. But in the end, achievement of likable firm performance is primarily focused. The writer’s perspective cannot generalize that any of these two concepts is compatible with all types of organization. Thai’s private firm, a dynamic and transformational mode may suitably fit with the application of human capital approach, while the transactional style of government unit that is implied as organization as machines (Morgan, 1986) hold a limitation and challenging from the heavy and bureaucratic system. The latter organization still deploy the human resources concept but should enhance this approach strategically. As a conformist, to just follow through without strict consideration may lead to the opposite outcomes. As both of these people management approaches are mutually corroboration and interdependence; therefore, the optional preferred application over the firms could be ‘mixed approach’ that sustains the professionalism of human resources, while ensuring the strategic human capital management. Conform to the study of Chueasraku (2018) that found the collaboration among two approaches have led and significant effects on the people management effectiveness with the power of prediction as 54.9%.
      PubDate: 2019-05-28
      Issue No: Vol. 14, No. 1 (2019)

  •        แรงงานไทยผิดกฎหมายในสาธารณรัฐเกาหลี:

    • Authors: รองศาสตราจารย์ ดร.กิริยา กุลกลการ
      Pages: 105 - 121
      Abstract: Illegal Thai workers in the Republic of Korea (South Korea) have risen sharply, with 67,534 employees, or 75 percent of Thai workers, remaining in 2017, the highest proportion compared to other foreign workers in South Korea. Illegal labor has the potential to undermine labor and the nation. This article explores the causes of problems and solutions by interviewing key persons, reviewing related studies and gathering information from websites of the Ministry of Labor of both countries. The study indicated that the opportunity to travel to work legally is low while the minimum wage in South Korea is much higher than in Thailand. Thus, many Thai workers illegally work in South Korea. To fix the problem, the Ministry of Labor should develop measures to assess illegal situation of Thai workers in South Korea. Illegal Thai workers should be encouraged to return to Thailand with some incentives. The length of time to receive the certificate of conduct should be reduced. The brokers, job agencies and touring companies that bring in illegal workers should be suppressed. The Thai government should consult with South Korea to allow for Thai massage therapists to work in the country. Proper occupations should be prepared for returned migrant workers.
      PubDate: 2019-05-28
      Issue No: Vol. 14, No. 1 (2019)
School of Mathematical and Computer Sciences
Heriot-Watt University
Edinburgh, EH14 4AS, UK
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