Motivation at work of MUIC faculty and staff members.
Issued Date
2007
Resource Type
Language
eng
Rights
Mahidol University
Suggested Citation
Phanida Aphirammeta, Thidarat Charuwat, Tippawan Yoskrai, Prapaporn Jongsomjit (2007). Motivation at work of MUIC faculty and staff members.. Retrieved from: https://repository.li.mahidol.ac.th/handle/20.500.14594/35014
Title
Motivation at work of MUIC faculty and staff members.
Abstract
Objective: Studying on the motivation at work, and looking for any possibilities and
approaches in developing and establishing motivation with MUIC faculty and staff members
while working at Mahidol University International College. Methods: The research is
primarily based on questionnaire. 219 sets questionnaire were distributed to both MUIC
faculty and staff members. 175 were returned which was equal to 79.91%. Next, all returned
information were carefully analyzed by applying statistical methods. Then, the statistical data
was processed. Finally, frequency, percentage, median and standard deviation were
calculated. They were also tested by using the T-test and the testing of standard deviation;
One-way ANOVA Results: According to the research, MUIC faculty mainly weighed the
value on interpersonal relationship at most, relation with supervisor, and then respect from
colleagues. This finding is also correlated with the one from staff members. Great value on
interpersonal relationship played an important role towards them. Staff members also set
relation with supervisor as the second important. The third was duties. In addition, from this
research personal information of faculty such as, age, highest level of education, division, and
different compensation influence extensively towards motivation. Furthermore, the variation
is statistically significant. For staff members, personal information such as gender, age,
marital status, level of education, years of service, position rank and compensation also play
an important role towards motivation. Similar to faculty, the variation is statistically
significant.
The researchers come up at the following suggestions;
1. MUIC should have an explicit career path as one of the supports in order to building
faculty and staff’s motivation.
2. MUIC should revise and/or update the compensation and provide more fringe benefits in
order to catch up the changing world.
3. MUIC should be more open and encourage all to take part in establishing the master plan of
the college. Listening more to the members’ ideas is also mentioned from the samples.
Conclusion: In conclusion, all of the findings from this research should be implemented as a
tool in administering the college. It will definitely create a good understanding between the
college and the members of the college. In addition, the researchers absolutely believe that all
suggestions will encourage and enhance motivation in working. As a result, all members will
have a sense of belonging, pride in working at MUIC, and work effectively and productively.
Then, MUIC will benefit from these positive attitudes.
Description
Research Seminar on Research for MUIC Development, Mahidol University International College, Thailand. January 19, 2007