HRD Journal

A Study of the Current Status, Expected Status, and Priority Needs for Developing Leadership of School Administrators According to the Opinions of Teachers from Different Generations under the Nonthaburi Primary Educational Service Area Office 2

2026-01-09T13:55:37+07:00

This research aimed to 1) study and compare the current status of school administrators' leadership according to the opinions of teachers from different generations, 2) study and compare the expected status of school administrators' leadership according to the opinions of teachers from different generations, and 3) investigate the priority needs for developing school administrators' leadership according to the opinions of teachers from different generations under the Nonthaburi Primary Educational Service Area Office. This was a quantitative research study. The sample consisted of 315 teachers from 63 schools. The sample was obtained through stratified random sampling based on school size and proportional by generation, resulting in 105 teachers each for Generation X, Y, and Z. The research instrument was a questionnaire on school administrators' leadership, covering 5 dimensions: Vision, Use of Digital Media and Technology, Human Relations, Systems Thinking, and Change Leadership. Statistical analysis included the Mean (M), Standard Deviation (SD), One-way Analysis of Variance (One-way ANOVA), and the Priority Needs Index (PNI_modified). The findings revealed that 1) The overall current status of school administrators' leadership was at a high level, and the opinions of the three teacher generations did not differ significantly. 2) The overall expected status of school administrators' leadership was rated at the highest level, and the opinions of teachers from different generations differed significantly across all dimensions. and 3) The priority needs for developing school administrators' leadership varied by generation: Generation X teachers showed the highest need in the Vision dimension, Generation Y teachers in System Thinking, and Generation Z teachers in Human Relations. The results reflect that the development of school administrators' leadership should recognize the differences among teacher generations and design development guidelines that align with the specific needs of each age cohort to sustainably enhance the efficiency of school administration.

A Creative Organizational Culture Affecting the Kaizen Behavior of Personnel at The Thai-Nichi Institute of Technology

2026-02-05T09:17:17+07:00

The objectives of this study were: (1) to examine the levels of creative organizational culture and Kaizen behavior of personnel at The Thai-Nichi Institute of Technology; (2) to investigate the influence of creative organizational culture on Kaizen behavior; and (3) to explore approaches to creative organizational culture that affect Kaizen behavior among personnel. A mixed-methods research design was employed in this study. Data were collected using questionnaires from 159 personnel and in-depth interviews with 7 executives and experts. The findings revealed that personnel placed the highest level of importance on creative organizational culture overall (= 4.37, S.D. = 0.49). The factors influencing Kaizen behavior included the self-actualizing dimension (= 4.50, S.D. = 0.50), followed by the achievement dimension (= 4.41, S.D. = 0.55), the affiliative dimension (= 4.31, S.D. = 0.63), and the humanistic-encouraging dimension (= 4.27, S.D. = 0.68). Regarding the overall level of Kaizen behavior, personnel exhibited the highest level (= 4.35, S.D. = 0.53), with the change-oriented behavior dimension ranked first (= 4.47, S.D. = 0.51), followed by the reduction dimension (= 4.35, S.D. = 0.60) and the elimination dimension (= 4.19, S.D. = 0.67) The analysis further indicated that the achievement, self-actualizing, and humanistic-encouraging dimensions of constructive organizational culture positively influenced Kaizen behavior. In contrast, the affiliative dimension demonstrated a negative influence. The relationship can be expressed in the following equation: y = 0.908 + 0.422x₂ + 0.277x₄ + 0.308x₁ − 0.235x₃ This suggests that an excessive emphasis on individual support may hinder Kaizen behavior. Therefore, adjustments may be needed by incorporating Kaizen behavior as a key performance indicator (KPI) in the personnel performance appraisal system.

Perspectives and Job Decision-Making of Flight Attendants after the Covid-19 Pandemic

2025-09-20T09:21:57+07:00

This study is a qualitative phenomenological research that explores the perspectives and career decision-making of flight attendants after the Covid-19 pandemic. Its objectives are to examine the perspectives and career decisions of flight attendants and to study the factors influencing flight attendants' decisions to return to their profession following the Covid-19 pandemic. The study used in-depth interviews with two groups: flight attendants who had returned to work, and former flight attendants who no longer work in the profession, to reflect the participants' life experiences. Data were analyzed by identifying key statements, interpreting meanings, and grouping themes. The findings revealed that the perspectives and career decisions regarding being a flight attendant were generally positive, consisting of: 1) the career’s image; 2) appropriate income and benefits; 3) the nature of the job; and 4) alignment with personal goals. Factors that supported flight attendants in returning to their original careers after the Covid-19 pandemic included: 1) management and policies of each airline company; 2) life experiences; 3) confidence in the profession; and 4) job structure and working conditions.

The Effectiveness of Activity-Based Learning for Enhancing 3D Modeling Practice Skills via Video Sharing on Microsoft Teams among Undergraduate Students

2025-10-27T09:37:21+07:00

This research evaluated the effectiveness of activity-based learning designed to enhance 3D modeling practice skills via video sharing integrated with the Microsoft Teams platform for undergraduate students. The sample consisted of 31 students from the Animation, Game, and Digital Media program enrolled in the course “3D Character Development for Animation and Games during the first semester of the 2024 academic year. The sample was selected using simple random sampling. Research instruments included a learning activity plan, video sharing materials, end-of-lesson exercises, practical skill assessment rubrics, and student satisfaction questionnaires. Data were analyzed using basic statistics: mean, standard deviation, and t-test. The results indicated that the implemented activities were highly effective (E1/E2 = 87.26/87.20), achieving a learning gain of 80.71%. Students demonstrated good levels of practical skills in all aspects, particularly in designing and creating 3D models. Moreover, student satisfaction with the activities was rated at a high level (M = 4.29, SD = 0.72). These findings suggest that integrating video sharing with Microsoft Teams is an effective approach to promoting practical learning in the digital era.

Inspirational Documentary Videos for Modern Entrepreneurs

2025-02-05T08:38:36+07:00

The objectives of this research were to 1) study the demand for inspirational documentary videos for new-age entrepreneurs, 2) produce such videos, 3) evaluate their quality, and 4) assess audience satisfaction. The study consisted of four phases: identifying audience needs, producing three documentary videos (pet business, beverage, and online product), expert evaluation, and dissemination with a satisfaction survey. The sample included 255 viewers and three experts selected through purposive sampling. Findings indicated that audiences were most interested in documentary-style storytelling about entrepreneurs, especially through YouTube and Facebook. The produced videos were rated at a high-quality level ( = 4.10), and viewer satisfaction was also high ( = 3.96). The content enhanced understanding, knowledge, and inspiration for entrepreneurship. This study suggests that using documentary videos as educational media effectively fosters motivation and entrepreneurial attitudes among new-generation audiences.

A Comparative Study of Workplace Happiness between Academic and Support Staff: A Case Study of the Faculty of Agro-Industry, Prince of Songkla University

2026-02-17T10:43:09+07:00

The objectives of this research were 1) to investigate the level of work happiness among personnel at the Faculty of Agro-Industry, Prince of Songkla University, and 2) to compare the differences in work happiness between academic and administrative staff. The sample consisted of 80 personnel. The research instrument was a questionnaire based on the "Happy 8" concept. The Content Validity was verified using the Index of Item-Objective Congruence (IOC), and the Reliability test yielded a Cronbach’s Alpha coefficient of .922.The research findings revealed that the overall work happiness of the personnel was at a high level (= 3.97, S.D. = .569) When considering each dimension, the highest score was found in "Happy Family" (= 4.27, S.D. = .595), followed by "Happy Heart" (= 4.23, S.D. = .451). The dimension with the lowest score was "Happy Relax" (= 3.62, S.D. = .320).Regarding the comparison between academic and administrative staff, the results showed no statistically significant differences (p > .05) in the dimensions of Happy Body, Happy Relax, Happy Heart, Happy Soul, and Happy Society. However, academic staff exhibited significantly higher levels of work happiness in "Happy Family," "Happy Brain," and "Happy Money" compared to administrative staff at the .05 significance level (p < .001).

The Development of Video for Learning on Smart Campus System to Improve the Work Efficiency for Staff at Sichuan University of Arts and Science

2025-10-01T11:27:52+07:00

The objectives of this study were to: 1) develop of video for learning on smart campus system to improve the work efficiency for staff at Sichuan University of Arts and Science 2) study the result of the video for learning 3) compare the result of the video for learning and 4) study the satisfaction of staff who used video for learning. The sample consisted of 96 staff members from three colleges at of Sichuan University of Arts and Sciences: 32 from the College of Liberal Arts, 32 from College of Traditional Culture, and 32 from College of Logistics. All participants were frequent users of the Smart Campus system for office work and were selected through purposive sampling. The research instruments consisted of 1) video for learning on smart campus system 2) content and media quality questionnaire 3) questionnaire for result of the video for learning and 4) questionnaire of staff’s satisfaction. The research results revealed that: 1) the evaluation of content the video for learning on smart campus system were totally appropriate at the good level (=4.17, SD =0.52) and the evaluation of media were totally appropriate at the excellent level (=4.57, SD =0.40) 2) the result of the staff who engaged with the video exceeded the benchmark of 70 percent 3) the average scores of staff in each college had no statistically significant difference at the .01 and 4) the staff’ satisfaction with video for learning was at the highest (=4.73, SD =0.51).

Local Wisdom Management through the Development of Cultural Learning Space

2025-07-30T13:41:08+07:00

This study investigates the effective management and transmission of Thai Yuan local wisdom to future generation through the development of expressly designed cultural learning space. The Thai Yuan community of Sao Hai, Thailand, known for its rich weaving traditions and intricate textile patterns, faces the challenge of preserving its unique cultural identity amidst rapid societal change. This research explores the multifaceted nature of Thai Yuan local wisdom, encompassing traditional medicine, agricultural techniques, and social customs. It examines knowledge management strategies, such as documenting traditional practices and creating platforms for intergenerational knowledge exchange. The significance of preserving Thai Yuan intellectual identity is stressed as intricately linked to their local wisdom, language, and historical experience, cultural learning spaces are also analyzed as dynamic hubs for preserving, transmitting, and celebrating local wisdom. They range from traditional community centers to modern digital platforms to promote, accessibility, inclusivity, and community ownership. Effective strategies are explored for transmitting Thai Yuan local wisdom to younger generations, integrating traditional storytelling and mentorship with modern technology and digital platforms to formulate engaging, relevant learning experiences. Holistically combining traditional and modern methods, boosts community engagement in diverse cultural learning spaces, allowing the Thai Yuan community to safeguard and transmit rich cultural heritage for future generation.

Authentic Leadership Roles for Employee Engagement in the Digital Age Organization

2025-03-07T13:36:00+07:00

This article aims to examine the concepts and theories of authentic leadership within the context of digital age organizations, to synthesize the roles of authentic leadership in fostering employee engagement, and to present appropriate development guidelines. Authentic leadership emphasizes expressing oneself in alignment with one's values, beliefs, and principles, adhering to integrity, transparency, and self-awareness. Authentic leaders listen to diverse perspectives, consider information comprehensively (balanced processing), and build strong relationships with personnel. The synthesis reveals that authentic leadership plays a vital role in building organizational commitment in the digital age through key mechanisms: establishing trust, enhancing motivation, promoting participation, encouraging work-life balance, cultivating a positive organizational culture, building trust in virtual settings, and fostering creativity and innovation. This article presents guidelines for developing authentic leadership in digital age organizations by emphasizing the development of self-awareness, creating a culture of open communication, promoting work-life balance, valuing employees, and encouraging continuous learning and self-development. These efforts aim to foster employee engagement, leading to efficiency and sustainable success for organizations in the digital age.

Quantum Leadership in the VUCA Era

2026-01-09T13:33:08+07:00

This article presents an academic analysis of Quantum Leadership, a new paradigm of leadership appropriate for managing organizations in the VUCA era (Volatility, Uncertainty, Complexity, Ambiguity), grounded in theoretical foundations from quantum physics and the concepts of leading scholars including Danah Zohar, Porter-O'Grady & Malloch, and Zaleznick. The article analyzes the transition from Newtonian Leadership, which emphasizes linear control, to Quantum Leadership, which emphasizes dynamics, relationships, and consciousness, through 5 core components: Consciousness, Interconnectedness, Creativity, Systems Thinking, and Moral-Spiritual Awareness. The article provides an in-depth analysis of the application of Quantum Leadership principles in addressing each dimension of VUCA world challenges, along with examples of implementation in educational organizations and strategic recommendations for contemporary leaders to develop organizations for sustainable growth amid uncertainty.