RMUTT GLOBAL BUSINESS ACCOUNTING AND FINANCE REVIEW

ENGLISH LANGUAGE PROFICIENCY AND THE EXISTING CHALLENGES FOR PROSPECTIVE ACCOUNTING PROFESSIONALS IN THAILAND

Nattapan Tantikul, Wanvitu Soranarak, Chutinuch Indraprasit — Mon, 30 Jun 2025 00:00:00 +0700

Purpose – This paper aims to raise awareness of difficulties and inconsistencies in the requirements and the process of the English language testing systems used by some universities in Thailand, and to point out the importance of English language proficiency for the accounting professionals in the present-day world.

Body of Knowledge – Since the Higher Education Commission (HEC) of Thailand announced a crucial policy to improve English proficiency standards for higher education students in 2016, all universities in Thailand have already set rules and prescribed their students to fulfill the requirements for English proficiency examination. However, it is rather obvious that the testing requirements of the English language testing systems at the present time are not good and effective as it should be. Thus, when the requirements and the process have been made easier or compromised, the graduates may be underprepared for the workforce and might encounter more challenges at work, especially for accounting professionals.

Implications – Policymakers in both Thai government agencies and universities in Thailand may rely on the information provided in this study to formulate more effective solutions and work on additional long-term plans for improving Thai students’ English proficiency. Understanding the flaws of the current English language testing systems will also promote realization and discussion among current and prospective accounting students.

Originality/Value – This paper contributes to literature and practice by demonstrating the major problems of the current English language testing systems. To the best of our knowledge, this article is the first to lay out several common requirements for English proficiency examination and their noticeably wide-ranging test scores used in some universities in Thailand. This fact might indicate that English proficiency standards for higher education students in Thailand may not be improved and good as expected.

IMPLICATION OF RISK-AS-FEELING IN SELECTION AND RECRUITMENT DECISION-MAKING FOR RECRUITERS AND HIRING MANAGERS

Rawiah F. Naoum — Mon, 30 Jun 2025 00:00:00 +0700

Purpose – This article investigates the role of the Risk-as-Feeling (RaF) theory in shaping decision-making during recruitment and selection processes. It highlights the emotional and psychological factors influencing recruiters and hiring managers and their implications for fairness and inclusivity in hiring practices.

Body of knowledge – The article draws on the Risk-as-Feeling theory, which suggests that emotional responses significantly shape risk perception and decision-making. It identifies key subjective factors—such as cognitive biases, emotional influences, cultural norms, past experiences, and the role of technology—that impact hiring decisions. By synthesizing findings from behavioral economics, psychology, and HR studies, the article explains how these factors can lead to biased recruitment outcomes, including discrimination based on gender, race, and other attributes. It also explores the dual role of AI in amplifying or mitigating biases in recruitment processes.

Implications – Understanding the influence of emotions and biases in hiring decisions can help recruiters make more informed, equitable, and effective choices. Practical benefits include adopting structured hiring practices, transparency in decision-making, and ethical integration of AI tools to reduce bias. These strategies support diversity and inclusion, improving organizational outcomes and candidates' experiences.

Originality/Value – This article is among the first to apply the Risk-as-Feeling theory to recruitment and selection, bridging insights from behavioral economics and human resource management. It provides a novel perspective on the emotional underpinnings of hiring decisions and offers actionable strategies to address bias, contributing to academic discourse and practical improvements in HR practices.

PRINCIPLES, THEORIES, AND PRACTICES: STRUCTURAL EQUATION MODELING

Kittisak Wongmahesak — Mon, 30 Jun 2025 00:00:00 +0700

“Principles, Theories, and Practices: Structural Equation Modeling” serves as a valuable resource for both researchers and students engaged with SEM methodologies. The text effectively reconciles theoretical understanding with practical application, a feat significantly bolstered by the author's extensive expertise in statistics and quantitative research. The clarity of the author’s explanations, coupled with numerous practical examples and meticulously detailed, step-by-step instructions on employing AMOS software, renders complex statistical concepts accessible. The book’s comprehensive guidance on model construction, assessment, modification, and reporting empowers researchers to navigate the complexities inherent in SEM with confidence. While minor refinements could enhance future editions, the volume stands as a pivotal resource for both novice and advanced users, facilitating a deeper understanding of complex statistical techniques.

THE INFLUENCE OF TECHNOLOGY AND ORGANIZATIONAL SUPPORT FOR REMOTE WORK ON FIRM PERFORMANCE IN THE NEXT NORMAL ERA: THE MEDIATING ROLE OF STRATEGIC AGILITY

Napaporn Ponlajun, Orawee Sriboonlue — Sun, 29 Jun 2025 00:00:00 +0700

Purpose – The purpose of this research was to examine how technology and organizational support for remote work affect firm performance, with strategic agility as a mediating variable.

Methodology – This quantitative research employed survey method using validated questionnaires for data collection. The respondents were 400 employees in private companies located in the Bangkok Metropolitan Region. Descriptive statistics used for data analysis included frequency, percentage, mean, and standard deviation. Due to hypothesis testing, inferential statistics were used, specifically Pearson’s Product Moment Correlation Coefficient and Partial Least Squares-Structural Equation Modeling (PLS-SEM).

Results – The structural model results revealed several key findings. Technology support demonstrated a direct negative effect on firm performance (p < .05), while organizational support showed a direct positive effect on firm performance (p < .001). Both technology support and organizational support positively influenced strategic agility (p < .001), which in turn positively affected firm performance (p < .001). The mediation analysis confirmed that strategic agility serves as a significant mediator between technology support and firm performance (p < .01) and between organizational support and firm performance (p < .001). Notably, while technology support had a negative direct effect on firm performance, its total effect (including indirect effects through strategic agility) was not statistically significant, suggesting that strategic agility fully mediates this relationship.

Implications – The findings highlight that organizations should develop both technological and organizational support systems to enhance strategic agility and improve performance in remote work settings. Investing in technology infrastructure while fostering flexible work cultures and developing employees' digital capabilities will maximize effectiveness and strengthen competitive advantage.

Originality/Value – This research advances dynamic capabilities theory by revealing strategic agility's mediating role between support systems and firm performance. It offers a new perspective on the technology productivity paradox while contributing to remote work literature in contemporary business environments.

THE INFLUENCE OF TOXIC WORKPLACE BEHAVIOR ON TURNOVER INTENTION AMONG GENERATION Z EMPLOYEES: THE MEDIATING ROLE OF PERCEIVED PSYCHOLOGICAL SAFETY

Pawanrat Sawatsrisaichai, Orawee Sriboonlue — Sun, 29 Jun 2025 00:00:00 +0700

Purpose – The purpose of this research was to study the influence of toxic workplace behavior, focusing on toxic leadership and workplace incivility, on the turnover intention of Generation Z employees through perceived psychological safety in the workplace.

Methodology – The research methodology was quantitative with survey method using questionnaires for data collection. The respondents were 400 participants who are Generation Z full-time employees living in the Bangkok Metropolitan Region. Descriptive statistics used for data analysis included frequency, percentage, mean, and standard deviation. Due to hypothesis testing, inferential statistics were used, specifically Pearson's Product Moment Correlation Coefficient and Partial Least Squares-Structural Equation Modeling (PLS-SEM).

Results – The research results indicated that toxic leadership and workplace incivility had a positive and significant effect on turnover intention at a significance level of 0.05. In addition, perceived psychological safety had a significant negative effect on turnover intention at a significance level of 0.001, confirming its role in mitigating employee turnover. The results also revealed that both toxic leadership and workplace incivility significantly reduced perceived psychological safety at a significance level of 0.001. Moreover, the mediation analysis demonstrated that these toxic workplace behaviors indirectly increased turnover intention by reducing perceived psychological safety, also at a significance level of 0.001.

Implications – The findings suggest organizations should prioritize psychological safety to reduce turnover among Generation Z employees by implementing supportive leadership behaviors, comprehensive training programs, and clear policies addressing toxic behaviors. Organizations must recognize that younger generations have lower tolerance for violations of personal rights and freedoms, requiring adaptations to management practices.

Originality/Value – This research revealed how toxic leadership and workplace incivility affect Generation Z employees' turnover intentions through perceived psychological safety. By examining generational differences in workplace expectations, the research provided guidance for organizations to develop leadership practices and workplace cultures that align with younger workers' needs, supporting long-term organizational sustainability.

HOW AGE MODERATES THE RELATIONSHIP BETWEEN ENTREPRENEURIAL INTENTION, SELF-EFFICACY AND PROACTIVITY

Vu Thi Thuy — Sun, 29 Jun 2025 00:00:00 +0700

Purpose - Entrepreneurial intention is an important topic in entrepreneurship research because none of any entrepreneurial process will not start without it. A variety of individual factors that influence a person’s intention to engage in a start-up business have been investigated. Of which age, self-efficacy and proactive personality are among the most important predictors. However, the direct impacts of age in formatting entrepreneurial intention remains inconclusive. Moreover, although individuals’ social, financial and human capital change as they age, extant literature has explored the impacts of the interaction between age and other cognitive characteristics on entrepreneurial intention to a limited extent. Therefore, the study aims to investigate how age moderates the effect of individuals’ perceived entrepreneurial self-efficacy and proactivity on their entrepreneurial intention to fulfill the above gaps.

Methodology – The study used the Global Entrepreneurship Monitor’s (GEM’s) Adult Population Survey 2019 that covers 50 countries from 4 regions (Middle East & Africa, Asia & Pacific, Latin America & Caribbean, Europe & North America) to construct its dataset and SPSS 28 software to proceed statistical analysis.

Results– The study found that age and entrepreneurial self-efficacy are a significant predictor of individual propensity to engage in entrepreneurial activities. Moreover, the older people are, the better individual experience, skill and knowledge predict their intention to launch a new venture.

Implications – The findings imply the potentials of promoting entrepreneurship among third age groups because this group may have not only accumulated knowledge, experience and skills but also desire to continue their social and professional status and optimize their free time. The study also suggests the necessity of considering non-linear influence of age on entrepreneurial proactivity when promoting entrepreneurship in society.

Originality/Value - The study enhances literature on positive relationship between entrepreneurial self-efficacy and entrepreneurial intention, while enriching literature on the role of demographic characteristics in entrepreneurial development process. The study also expands empirical evidence about the effects of proactive personality on entrepreneurial intention, which may vary over the course of life.

THE FACTORS IMPACTING THE QUALITY OF WORK LIFE OF CONTRACTED EMPLOYEES IN THE PROVINCIAL ELECTRICITY AUTHORITY'S ELECTRIC POWER SYSTEM

Suriyon Lertsupaphola, Pisamai Jarujittipant, Keitchai Veerayannon — Mon, 30 Jun 2025 00:00:00 +0700

Purpose – This study examines factors influencing the quality of work life (QWL) of outsourced employees in Thailand’s electricity sector, focusing on labor management practices.

Methodology – A quantitative survey design was employed, utilizing structured questionnaires to collect data from 484 outsourced employees of the Provincial Electricity Authority (PEA). Descriptive and inferential statistical analyses, including t-tests, ANOVA, and multiple regression analysis, were used to examine the relationships between labor management factors and QWL.

Results – The study found that workplace safety, skill development, and labor relations significantly influence QWL, with workplace safety management being the most critical factor. Organizational size was also found to impact on QWL, as employees in larger firms reported better working conditions. However, compensation and welfare management were identified as areas needing improvement, with moderate satisfaction levels reported.

Implications – Based on the research findings, the implications suggest that outsourcing organizations should prioritize skill development management as the most critical factor influencing quality of work life, followed by workplace safety and labor relations management. While organizational size significantly impacts employee well-being, addressing compensation inadequacies remains essential for sustainable workforce retention and satisfaction.

Originality/Value – This study contributes to the literature on labor management by providing empirical insights into outsourced employee experiences in the energy sector. It underscores the importance of structured labor policies to balance cost efficiency with workforce well-being, promoting sustainable employment practices.

INTEGRATED MANAGEMENT GUIDELINES FOR REDUCING AIR POLLUTION FROM VEHICLES IN BANGKOK

Waraphorn Phanchandee, Nutpatsorn Tanaborworpanid , Pisamai Jarujittipant — Mon, 30 Jun 2025 00:00:00 +0700

Purpose – Vehicular air pollution in Bangkok poses a significant threat to public health and environmental quality. This study aims to analyze the acceptance of air pollution control measures among Bangkok residents by considering key demographic factors and public awareness. It also seeks to recommend a comprehensive management strategy to effectively address the issue.

Methodology – A mixed-methods approach was employed, integrating both quantitative and qualitative research methods. The quantitative phase involved a survey of 402 individuals who use either private vehicles or public transportation in Bangkok. The qualitative phase consisted of in-depth interviews with 17 experts specializing in air pollution management. Data analysis included descriptive statistics, one-way ANOVA, and multiple regression analysis.

Results – The findings indicate that educational attainment, occupation, and income significantly influence acceptance of air pollution control measures, while gender and age do not. Additionally, a strong correlation was found between public awareness of air pollution and acceptance levels, with punitive measures such as fines receiving the highest level of support.

Implications – The study proposes an integrated management framework comprising eight strategic components: 1) promoting electric vehicles and clean energy, 2) using AI and Big Data for air quality monitoring, 3) enforcing strict emission regulations, 4) developing clean-energy public transportation, 5) providing economic incentives for sustainable energy adoption,
6) enhancing public environmental awareness, 7) establishing a centralized environmental management agency, and 8) reinforcing legal enforcement. These strategies offer practical guidance for both governmental and private stakeholders.

Originality/Value – This research contributes to the understanding of public acceptance of air pollution control policies in a major Southeast Asian metropolis. By linking demographic and awareness factors with policy acceptance, it offers actionable insights, and a comprehensive strategic framework tailored to Bangkok’s urban and environmental context.