The effects of organizational culture on perceived empowerment, workplace stress, discrimination and engagement of Thai employees in foreign subsidiaries in Thailand
1
Issued Date
2021
Copyright Date
2021
Resource Type
Language
eng
File Type
application/pdf
No. of Pages/File Size
ix, 79 leaves : ill.
Access Rights
open access
Rights
ผลงานนี้เป็นลิขสิทธิ์ของมหาวิทยาลัยมหิดล ขอสงวนไว้สำหรับเพื่อการศึกษาเท่านั้น ต้องอ้างอิงแหล่งที่มา ห้ามดัดแปลงเนื้อหา และห้ามนำไปใช้เพื่อการค้า
Rights Holder(s)
Mahidol University
Bibliographic Citation
Thematic Paper (M.B.A. (Business Administration))--Mahidol University, 2021
Suggested Citation
Titiworlada Korjittawanit The effects of organizational culture on perceived empowerment, workplace stress, discrimination and engagement of Thai employees in foreign subsidiaries in Thailand. Thematic Paper (M.B.A. (Business Administration))--Mahidol University, 2021. Retrieved from: https://repository.li.mahidol.ac.th/handle/123456789/114974
Title
The effects of organizational culture on perceived empowerment, workplace stress, discrimination and engagement of Thai employees in foreign subsidiaries in Thailand
Author(s)
Advisor(s)
Abstract
The objective of this research is to examine the effect of organizational culture, including autocratic leadership (LD), team participative decision-making (TP), and perceived organizational support (POS) for cultural diversity, on perceived empowerment, workplace stress, and discrimination. The levels of power distance and collectivism at the individual level were found to moderate the effects of organizational culture and employee perception. Furthermore, this study examined the effects of perceived empowerment (EM), workplace stress (WS), and discrimination (DC) on the level of employee engagement. This quantitative research was conducted with 379 Thai employees working for foreign subsidiaries in Thailand. The results showed that LD negatively influenced EM, and power distance alone strengthened this negative relationship. Conversely, TP was found to reduce perceived WS, while POS for cultural diversity minimized DC. Regarding engagement, only EM positively influenced the levels of both job engagement (JE) and organizational engagement (OE); meanwhile, WS and DC negatively affected organizational engagement but did not significantly affect job engagement.
Degree Name
Master of Business Administration
Degree Level
Master's degree
Degree Department
International College
Degree Discipline
Business Administration
Degree Grantor(s)
Mahidol University