Abstract: This paper aimed to study the factors that relate to
working behavior of employees at Pakkred Municipality, Nonthaburi
Province. A questionnaire was utilized as the tool in collecting
information. Descriptive statistics included frequency, percentage,
mean and standard deviation. Independent- sample t- test, analysis of
variance and Pearson Correlation were also used. The findings of this
research revealed that the majority of the respondents were female,
between 25- 35 years old, married, with a Bachelor degree. The
average monthly salary of respondents was between 8,001- 12,000
Baht, and having about 4-7 years of working experience. Regarding
the overall working motivation factors, the findings showed that
interrelationship, respect, and acceptance were ranked as highly
important factors, whereas motivation, remunerations & welfare,
career growth, and working conditions were ranked as moderately
important factors. Also, overall working behavior was ranked as high.
The hypotheses testing revealed that different genders had a
different working behavior and had a different way of working as a
team, which was significant at the 0.05 confidence level, Moreover,
there was a difference among employees with different monthly
salary in working behavior, problem- solving and decision making,
which all were significant at the 0.05 confidence level. Employees
with different years of working experience were found to have work
working behavior both individual and as a team at the statistical
significance level of 0.01 and 0.05. The result of testing the
relationship between motivation in overall working revealed that
interrelationship, respect and acceptance from others, career growth,
and working conditions related to working behavior at a moderate
level, while motivation in performing duties and remunerations and
welfares related to working behavior towards the same direction at a
low level, with a statistical significance of 0.01.
Abstract: The purpose of this research was to study the
motivation factors to influence the decision to choose Thai Fabric. A
multiple-stage sample was utilized to collect 400 samples from
working women who had diverse occupations all over Thailand. This
research was a quantitative analysis and questionnaire was used a tool
to collect data. Descriptive statistics used in this research included
percentage, average, and standard deviation and inferential statistics
included hypothesis testing of one way ANOVA.
The research findings revealed that demographic factors and social
factors had an influence to the positive idea of wearing Thai fabric (F
= 5.377, P value < 0.05). The respondents who had the age over 41
years old had a better positive idea of wearing Thai fabric than other
groups. Moreover, the findings revealed that age had influenced the
positive idea of wearing Thai fabric (F = 3.918, P value < 0.05). The
respondents who had the age over 41 years old also had stronger
believe that wearing Thai fabric to work and social gatherings are
socially acceptable than other groups.
Abstract: The purpose of this paper was to study motivation
factors affecting job performance effectiveness. This paper drew
upon data collected from an Internal Audit Staffs of Internal Audit
Line of Head Office of Krung Thai Public Company Limited.
Statistics used included frequency, percentage, mean and standard
deviation, t-test, and one-way ANOVA test. The finding revealed that
the majority of the respondents were female of 46 years of age and
over, married and live together, hold a bachelor degree, with an
average monthly income over 70,001 Baht. The majority of
respondents had over 15 years of work experience. They generally
had high working motivation as well as high job performance
effectiveness.
The hypotheses testing disclosed that employees with different
working status had different level of job performance effectiveness at
a 0.01 level of significance. Working motivation factors had an effect
on job performance in the same direction with high level. Individual
working motivation included working completion, reorganization,
working progression, working characteristic, opportunity,
responsibility, management policy, supervision, relationship with
their superior, relationship with co-worker, working position,
working stability, safety, privacy, working conditions, and payment.
All of these factors related to job performance effectiveness in the
same direction with medium level.
Abstract: This study describes the relationship between motivation factors and academic performance among distance education students enrolled in a postgraduate nursing course. Students (n=96) participated in a survey that assesses student's motivational orientations from a cognitive perspective using a selfadministered questionnaire based on Pintrich-s Motivation Strategies for Learning Questionnaire (MLSQ). Results showed students- motivational factors are highest on task value (6.44, 0.71); followed by intrinsic goal orientation (6.20, 0.76), control beliefs (6.02, 0.89); extrinsic goal orientation (5.85, 1.13); self-efficacy for learning and performance (5.62, 0.84), and finally, test anxiety (4.21, 1.37). Weak positive correlations were found between academic performance and intrinsic goal orientation (r=0.13), extrinsic goal orientation (r=0.04), task value (r=0.09), control beliefs (r=0.02), and self-efficacy (r=0.05), while there was weak negative correlation with test anxiety (r=-0.04). Conclusions from the study indicate the need to focus on improving tasks and targeting intrinsic goal orientations of students to courses since these were positively correlated with academic performance and downplay the use of tests since these were negatively correlated with academic performance.
Abstract: The purpose of this research is to study motivation
factors and also to study factors relation to job performance to
compare motivation factors under the personal factor classification
such as gender, age, income, educational level, marital status, and
working duration; and to study the relationship between Motivation
Factors and Job Performance with job satisfactions. The sample
groups utilized in this research were 400 Suan Sunandha Rajabhat
University employees. This research is a quantitative research using
questionnaires as research instrument. The statistics applied for data
analysis including percentage, mean, and standard deviation. In
addition, the difference analysis was conducted by t value computing,
one-way analysis of variance and Pearson’s correlation coefficient
computing. The findings of the study results were as follows the
findings showed that the aspects of job promotion and salary were at
the moderate levels. Additionally, the findings also showed that the
motivations that affected the revenue branch chiefs’ job performance
were job security, job accomplishment, policy and management, job
promotion, and interpersonal relation.
Abstract: Achievement motivation is believed to promote
giftedness attracting people to invest in many programs to adopt
gifted students providing them with challenging activities.
Intellectual giftedness is founded on the fluid intelligence and
extends to more specific abilities through the growth and inputs from
the achievement motivation. Acknowledging the roles played by the
motivation in the development of giftedness leads to an effective
nurturing of gifted individuals. However, no study has investigated
the direct and indirect effects of the achievement motivation and
fluid intelligence on intellectual giftedness. Thus, this study
investigated the contribution of motivation factors to giftedness
development by conducting tests of fluid intelligence using Cattell
Culture Fair Test (CCFT) and analytical abilities using culture
reduced test items covering problem solving, pattern recognition,
audio-logic, audio-matrices, and artificial language, and self report
questionnaire for the motivational factors. A number of 180 highscoring
students were selected using CCFT from a leading university
in Malaysia. Structural equation modeling was employed using Amos
V.16 to determine the direct and indirect effects of achievement
motivation factors (self confidence, success, perseverance,
competition, autonomy, responsibility, ambition, and locus of
control) on the intellectual giftedness. The findings showed that the
hypothesized model fitted the data, supporting the model postulates
and showed significant and strong direct and indirect effects of the
motivation and fluid intelligence on the intellectual giftedness.
Abstract: Rural tourism has many economical, environmental, and socio-cultural benefits. However, the development of rural tourism compared to urban tourism is also faced with several challenges added to the disadvantages of rural tourism. The aim of this study is to design a model of the factors affecting the motivations of rural tourists, in an attempt to improve the understanding of rural tourism motivation for the development of that form of tourism. The proposed model is based on a sound theoretical framework. It was designed following a literature review of tourism motivation theoretical frameworks and of rural tourism motivation factors. The tourism motivation theoretical framework that fitted to the best all rural tourism motivation factors was then chosen as the basis for the proposed model. This study hence found that the push and pull tourism motivation framework and the inner and outer directed values theory are the most adequate theoretical frameworks for the modeling of rural tourism motivation.