CHAPTER 3 RESEARCH METHODOLOGY
3.2 Measuring the Value of the Variables and Calculating Answer Scores
3.3.2 Measuring the Value of the Variables in the Study
Ministry Department Department No.
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communities, cross-functional teams, group activities during observatory field trips, and knowledge forums. 3) Knowledge utilization is using accumulated knowledge to tackle problems, develop new products, or deal with unfamiliar situations. The questionnaires developed by Srimahavaro (2012), Chaowattanakun (2014), and Harnphanich (2003) were used as a guideline for determining the question items to measure the value of the variables according to the following:
3.3.2.1.1. Knowledge creation
1) Organizations reward the work team or persons that create innovation.
2) Organizations establish a knowledge team to enable communities to have sources of learning.
3) Organizations have internal information technology networks.
4) Organizations use information technology to create new knowledge.
3.3.2.1.2. Knowledge sharing
1) Organizations arrange participation in knowledge sharing with internal and external knowledge networks.
2) Organizations have knowledge sharing activities.
3) Organizations promote persons holding expertise in transferring their knowledge and skills to their colleagues.
4) Organizations bring the newly obtained knowledge to increase skills and develop the operations, planning, decision-making, and problem solving in an efficient manner.
3.3.2.1.3. Knowledge utilization
1) Organizations have agencies or personnel with good knowledge.
2) Personnel are able to access knowledge stored for utilization in various activities.
3)Personnel bring the knowledge acquired to increase the efficiency of operations.
4) Personnel bring new knowledge to increase and develop work skills, work planning, decision-making and problem solving.
The rating scale questionnaire is divided into five levels as follows:
5 points is the highest level.
4 points is a high level.
3 points is a moderate level.
2 points is a low level.
1 point means the lowest level.
3.3.2.2 Human capital means the value obtained from linking knowledge, ability, experience, skills or employees to organizations. The component variables include: 1) knowledge being what is accumulated from learning, exploring, experience, practice, thinking, and doing; 2) capability is the groups of knowledge and characteristics that are related to and have an impact on jobs and job positions.
Knowledge, skills, and characteristics related to the performance of a certain job position can be measured and compared to a standard and developed through training and development. The questionnaires developed by Tanphiphat (2012) and Khampluem (2013) were used as a guideline for determining the question items to measure the value of the variables:
3.3.2.2.1 Knowledge
1) Personnel have knowledge that meets the job they are doing.
2) Personnel development is consistent with the explicit goals of management.
3) Organizations support learning.
4) Executives have policies that support personnel to have self-development in order to use their knowledge to increase the efficiency of their work performance.
3.3.2.2.2 Capability
1) Organizations have a performance indicator to assess work performance.
2) Organizations are able to build satisfaction among service receivers.
3) Organizations have information technology that is accessible to reports and disperses information to personnel in a timely manner.
4) Organizations prepare plans and budgets linked to divisions for achieving explicit goals.
The rating scale questionnaire is divided into five levels as follows:
5 points is the highest level.
4 points is a high level.
3 points is a moderate level.
2 points is a low level.
1 point means the lowest level.
3.3.2.3.Transformational leadership is a leadership style in which leaders encourage, inspire, and motivate employees to innovate and create change that will help grow and shape the future success of the company. Component variables are as follows.
One, inspiration motivation means that inspirational leaders attract and encourage others through their words and actions to motivate followers to have enthusiasm, commitment, confidence, and ideology to achieve the set goals. Two, intellectual stimulation is the extent to which transformational leaders challenge assumptions, take risks, and solicit followers’ ideas. The leaders use their knowledge, skills, and capabilities to encourage changes, and are aware of problems and seek a guideline to solve problems. The leaders must be smart and possess analytical thinking and encourage followers to consider problems clearly and decide to choose a proper way to solve the problems. Three, idealized influence is the behaviors of leaders that help build confidence among followers, i.e. having a clear vision, daring to think and make decisions, daring to take responsibility, and building trust and acceptance. Four, individualized consideration is the behaviors of leaders that interact with people by paying attention to and accepting differences. The questionnaires developed by Chanchua (2015), Ponpai (2014), and Kusol (2000) were used as a guideline to determine the question items for measuring the value of the variables:
3.3.2.3.1. Inspirational motivation
1) Leaders build confidence in working to achieve the set goals.
2 ) Leaders motivate subordinates to accomplish their assigned tasks.
3) Leaders encourage subordinates to be enthusiastic and see the value of work.
4) Leaders raise consciousness of subordinates to realize that they are a part of their organizations.
3.3.2.2.2 Intellectul stimulation
1) Leaders allow subordinates chances to propose new ideas for working.
2) Leaders inform their subordinates to be aware of work problems.
3) Leaders encourage their subordinates to solve work problems.
4) Leaders enhance their subordinates to look at problems from different angles.
3.3.2.3.3 Idealized influence
1) Leaders have a clear vision for management.
2) Leaders dare to think and make decision differently.
3) Leaders have explicit goals for working.
4) Leaders are able to control their emotions in every situation.
3.3.2.3.4 Individualized consideration
1) Leaders take individual differences and abilities into consideration.
2) Leaders dare to think and make decisions differently.
3) Leaders create an atmosphere where employees can share their opinions and propose a guideline.
4) Leaders pay attention to individuals.
The rating scale questionnaire is divided into five levels as
follows:
5 points is the highest level.
4 points is a high level.
3 points is a moderate level.
2 points is a low level.
1 point means the lowest level.
3.3.2.4 Innovation capability means relevant knowledge and characteristics that have an effect on jobs and job positions. Knowledge, skills, and characteristics are related to the performance of a certain job position, which can be measured according to standards and improved through practice, training, and development. Component variables include: 1) research and development means studying, exploring, and inventing in a systematic and reliable manner that aims to develop products, technologies, invention, media, equipment, techniques, working models, and management to achieve efficiency and effectiveness; and 2) collaboration means two agencies or more that have interaction and work together to achieve the same goals or different goals. They work together to determine an operational guideline and method and share benefits in order to magnify the outcomes of an increasing effect on sources of resources, to obtain a better method, disperse risks, and reduce or join investments. Models of collaboration are mutual agreement and participation. The questionnaires developed by Niyom (2015) and Wibunsakchai (2012) were used as a guideline to determine the question items for measuring the value of the variables as follows:
3.3.2.4.1 External collaboration
1) Organizations give importance to working in collaboration on innovation, and products and services with external organizations.
2) Agencies create collaborative work systems that are transparent and auditable.
3) Agencies have personnel preparedness to accommodate collaborative work.
4) Agencies receive supportive budgets to implement collaborative work on innovation, products, and services with external organizations.
3.3.2.4.2. Research and development
1) Research studies build upon knowledge and new innovations.
2)Sufficient budgets for research and development are available.
3) Research and development are accepted.
4) Organizations carry out research studies continuously.
The rating scale questionnaire is divided into five levels as follows:
5 points is the highest level.
4 points is a high level.
3 points is a moderate level.
2 points is a low level.
1 point means the lowest level.
3.3.2.5.Innovation performance means the results of innovation performance related to research and development, study, and collaboration from within and outside organizations in order to increase service efficiency, and new product development in response to requirements of people and organizations. The results are considered according to innovation quantity and quality. The component variables are that innovation quality is the innovation results from research and development and collaboration, and innovation quantity applied is appropriate to a standard and accepted while it can satisfy service receivers. The questionnaire developed by Namburi (2013) was used as a guideline to determine the question items for measuring the value of the variables as follows:
3.3.2.5.1 Effectiveness
1) Be capable of seeking resources in producing products and services
2) Sufficient budgets are available.
3) Quality control meets standards and is reliable..
4) Be capable of producing high quality
products and services
3.3.2.5.2 Adaptation
1) You participate in proposing requirements for the innovation of products and services.
2) You participate in solving problems related to the making and application of the innovation of products and services.
3)You jointly determine work plans in the making and application of the innovation.
4) You accept new knowledge or practices beneficial to the organization.
The rating scale questionnaire is divided into five levels as follows:
5 points is the highest level.
4 points is a high level.
3 points is a moderate level.
2 points is a low level.
1 point means the lowest level.