The Role of Human Resource Management Practices in Promoting Good Governance in the Thai Civil Service

Abstract

The main purpose of this study was to 1) examine the influence of human resource management practices on good governance in the Thai civil service 2) examine human resource management practices that relate to good governance in the Thai civil service, 3) understand the casual relationship that HRM practices have towards good governance of government agencies and 4) understand the mediation role of ethics management and ethical culture that pass the relationship from HRM practices to good governance in the Thai civil service. The instrument for data collection was a 59-item structured questionnaire modeled on a 5-point rating scale. Cronbach Alpha was used to determine the internal consistency of the questionnaire items. The reliability index of the instrument was 0.98. The Confirmatory Factor Analysis, path analysis with AMOS, and PROCESS Macro for testing the serial multiple mediators were used in this research. The model of relationship between casual factors and good governance in Thai civil service could be able to explain 74% of variance of good governance. The highest direct effect variables were ethical culture, followed by training and development and law and discipline and the direct effects sizes were 0.55, 0.29 and 0.16 respectively. Recruitment and selection and compensation and rewards revealed no association with good governance. Ethics management and ethical culture were found to significantly and partially mediate the relationship between the training and development to good governance and they also partially mediate the relationship of laws and discipline towards good governance in the Thai civil service.