INDUSTRIAL ESTATE
1. Motivator factors causes satisfaction and supports people to work more
They lead to development of positive attitudes and true persuasion including:
1.1 Achievement which is the feeling of the worker once he achieved the target or desire to attain success. Challenging tasks are necessary.
1.2 Advancement which means development of new skills, capabilities and openness of learning of each person.
1.3 Esteem which means an outcome of success and respect being in many forms such as oral or written complimentary words as required for continuous motivation.
1.4 Responsibility which means the feeling of commitment upon responsibility over his decision related to his job.
1.5 The work itself which means satisfaction of the worker on his desired work. The desirable work is challenging, diversified and work advancement.
2. Hygiene Factors prevent dissatisfaction in jobs. They are external factors arisen from working conditions and less important than motivator factors, namely:
2.1 Salary or compensation which means remuneration gained from work which may be in the form of wages, salary or others receivable from works.
2.2 Possibility of growth which means possibility of being appointed, internally repositioned, promoted or of development of his professional skills.
2.3 Interpersonal relation with subordinates which means capabilities to co-work and to have good mutual understanding and good relation with the subordinates.
2.4 Status which means others’ perception on his status or others’
acknowledgement of his position in the organization.
2.5 Interpersonal relation with superiors which means a good term of connection between a person and his superiors, capability to co-work and good mutual understanding.
2.6 Interpersonal relation with peers which means a good term of connection between a person and his peers, capability to co-work and good mutual understanding.
2.7 Supervision technical which means capability of the superiors to manage and administration with fairness.
2.8 Policy and administration which means capability to arrange the sequence of works that reflects entire sets of policy of the organization and capability to comply with such policy.
2.9 Working conditions which mean appropriate condition for work, suitable quantity of assignments and convenience in work including executives, superiors and peers.
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2.10 Person life which means certain personal circumstances that cause happiness during work and good attitude and feeling towards his works.
2.11 Job security which means feeling that his place and position in work is secured.
Organizational Commitment
Steers (1977:46) observes that organization commitment is strong relationship and behavior of sharing common values among members of the organization and also willingness and sacrifice for the organization which reflect the following:
1. Trust in accepting organizational goals and values which means acceptance of guided practice for achievement, compliance with organizational values and being proud of his work and his employment.
2. Willingness to put full effort in working for the organization which means dedication of full physical, mental and intellectual efforts in work to achieve the organizational goals and expecting quality of the work within designated time frame which causes overall benefit to organization, desire to maintain status of membership in the organization, being employed so as to work as an employee with full focus and willingness for the organizational goals.
Mowday (1979: 224-247) observed that organization commitment is the dedication to improve the organization which is beyond ordinary loyalty due to push caused by strong relationship. The very good relationship towards organization causes actions beneficial to the organization and always compliant with organizational goals.
Relevant research Domestic Research
Sangdeon Ruksajai (2011) has studied about the factors relevant to organizational commitment of employees in Michelin Siam Co., Ltd in Laem Chabang Industrial Estate and found that most of workers are female aging between 20-30 years old with work experience ranging from 1 – 4 years and graduated with Bachelor’s degree and satisfy factors related to overall job characteristics at the high level and satisfy overall organizational commitment at medium level. According to test, it has been found that factors relevant to organizational commitment are factors of individual and three types of job characteristics as follows:
1. Autonomy comprising that worker may set out his target, self-working method, creative initiation in his duty and using his own discretion to solve any problem.
2. Participation comprising team working style, not individual working style, cooperation with other team and good relationship with peers.
3. Expected work advancement includes that the organization encourages promotion of the rank of the workers and keep them expecting work advancement and promotion with significant organizational commitment.
International Research
Elina Anttila (2014) has studied factors affecting organizational commitment
of employees in Finnish Multination Industrial Company and found that Organizational commitment is complicated. Even though the organization prioritizes
it, there are also external factors, not only from one person. Based on only working social and job characteristics. However, based on this research, people can be categorized into three groups as follows:
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Type 1: people with factors directly related to organizational commitment and jobs charac teristic.
Type 2: factors of environment for working.
Type 3: factors related to job characteristics.
Louise M. Iden (2014) conducted a study on satisfaction and organizational commitment in multicultural work environments in Norway and it was found that
employees were satisfied and had organizational commitment with statistical significance and it will vary according to the different corporate cultures
and environments. Organizations being aware of employee work patterns, job satisfaction, and organizational commitment of as determined by cultural differences
with the focus being on the integration of employees through corporate communications and the integration of curriculum into a variety of jobs will provide
an opportunity for the company to retain its employees.
Methodology
The sample group used in this study was 400 employees in Michelin Siam Co., Ltd in Laem Chabang Industrial Estate people. The sample size was calculated by using the Yamane (1973) formula as follows:
n =
Where n = the sample group size
N = population e = sampling error
The reliability for this research was defined to be at 95% and an acceptable tolerance value to be 0.05 for the formula.
n =
= 334
Researchers used 400 employees as the sample group used in this research, which was divided into the following:
No. of staff No. of sample
Supervisors
Production 99 20
Support 192 38
Operator
Production 1398 277
Support 327 65
Total 2016 400
174 Research instruments
The research tool was 1 set of questionnaire with the questions divided into 3 parts as follows:
Part 1: The demographic characteristics of the respondents consisted of the employee personal factors: gender, age, education level, years of working experience, and work position.
Part 2: Job characteristics that impact organizational commitment: autonomy, diversity, challenging, participation, and expected work advancement that impact organizational commitment that impact organizational commitment of employees in Michelin Siam Co., Ltd in Laem Chabang Industrial Estate
Part 3: Organizational commitment: the trust in accepting organizational goals and values, willingness to put full effort in working for the organization, and desire to maintain the organization’s membership.
The researcher conducted reliability test in this research study using Cronbach's Alpha Coefficient. The analysis was also conducted as shown in the following table.
Organizational commitment Cronbach's Alpha Trust in accepting organizational goals and
values. 0.80
Willingness to put full effort in working for
the organization 0.75
Desire to maintain the organization’s mem-
bership 0.83
In this study, 400 copies of questionnaires were developed as the research instrument to test the reliability with a Cronbach’s Alpha of 0.89, an acceptable value.
This implied that the instrument had the validity. Besides, the reliability values of variables: trust in accepting organizational goals and values, willingness to put full effort in working for the organization , and desire to maintain the organization’s membership were 0.8 0.75 and 0.83, respectively. It can be accepted that the questionnaire used to collect data had good reliability. Thus, the analytic results of this study were shown as follows.
Part 1: Demographic data of the respondent. The researcher studied 400 representative samples which were 363 males and 37 females. The most of representative samples were in the range of 25-30 years old for 256 people which
were 66.3%. The highest education of the most representative samples was lower than undergraduate for 337 people which were 84.3% and was undergrad for 52 people.
The number of years of working experiences of the most representative samples was in the range of 2-5 years for 150 people which were 37.5%. The work position of the most representative sample was at production level for 272 people which were 68%.
Part 2 The job description factor that affects organizational commitment,