Human Resource and Organization Development Journal https://so01.tci-thaijo.org/index.php/HRODJ <p><strong>The Human Resource and Organization Development Journal publishes scholarly empirical, theoretical, and professional articles in human resource and organization development. Manuscript suitable for publication in the HROD Journal cover such areas as human resource development, human resource management, organization development, leadership, management, innovation. Additionally, the HROD Journal aims for networking both domestic and global scholars and professionals in human resource and organization development.</strong></p> <p>Publishing twice a year, first issue in during January – June and second issue in during July – December.</p> The Graduate School of Human Resource Development, National Institute of Development Administration en-US Human Resource and Organization Development Journal 1906-7321 <p>1) The content of article in HROD journal is the author’s wholly responsibility to research, analyze, summarize, compile, and reference data. The editorial department will not be responsible in anyway.</p> <p>2) The submitted articles in HROD journal must be unpublished before and must not be currently under consideration for publication elsewhere. If it is detected for its repetition, the author must be responsible for infringement of copyright.</p> <p>3) Authors will be asked to transfer copyright of the article to the Publisher. The article is prohibited to reproduce all or part of the text, unless allowed.</p> The Role of Job-matching in Online Job Application Quality Indicators https://so01.tci-thaijo.org/index.php/HRODJ/article/view/264684 <p>This research studied online job application quality indicators to examine their role in enhancing efficiency in matching job-seekers with employers. Systematic, data, service, usability, and user satisfaction quality variables were used. Quantitative research was conducted based on 400 working-age samples with bachelor's degrees or higher educational levels hired at least once by job application (app). 200 of these obtained entry-level positions through app A and the remaining supervisory posts through app B. Data was collected by questionnaire and analyzed by descriptive statistics and multiple regression, as well as interviews with relevant job app company personnel.</p> <p>Results were that samples located and applied for jobs by online apps in a one to two month timeframe. Main filter features included career path, location, qualification, and salary. Data, service, and usability were quality indicators that affect job matching for app A samples of entry-level positions, whereas app B samples of supervisory positions employed systematic, information, and user satisfaction as quality metrics. Both groups equally valued information quality. Online apps worked effectively for easy-to-fill vacancies where candidates possessed professional qualifications set forth by employers, easy commutes, and market average proposed salaries. However, for positions requiring advanced skills, job seekers rarely matched employer requirements. Therefore, access to this group of workers through external labor market-based online job apps was only partial.</p> Thanyapat Likittanasombat Natenapha Wailerdsak Copyright (c) 2024 Human Resource and Organization Development Journal https://creativecommons.org/licenses/by-nc-nd/4.0 2024-05-24 2024-05-24 16 1 1 29 The Influence of Work Passion on Career Bridge Employment Intentions among Public University Lecturers: Examining the Moderating Role of Generational Differences https://so01.tci-thaijo.org/index.php/HRODJ/article/view/268000 <p>Past research indicates that work passion is an important factor in predicting individuals' career bridge employment intentions but there is still a lack of research that examines the psychological mechanism and boundary conditions underlying this relationship. This research aims to examine the mediating role of individuals’ attitudes towards bridge employment and the moderating role of generational differences. It is also hypothesized that those in Generation X (born between 1965 and 1979) are more strongly affected by the influence of work passion, in comparison to those in Generation Y (born between 1980 and 1997). Survey data were collected from 286 lecturers from four public universities in Songkhla Province. The proposed moderated mediation model was tested using Hayes’ PROCESS Macro. All the hypotheses were supported even after controlling for the influence of gender, education levels, the number of children, organizational tenure, income, health status, financial readiness, marital status and academic positions.</p> siwat Suwannasin Wisanupong Potipiroon Copyright (c) 2024 Human Resource and Organization Development Journal https://creativecommons.org/licenses/by-nc-nd/4.0 2024-05-24 2024-05-24 16 1 30 55 The Influence of Career Management on Organizational Commitment among Hotel Employees in Songkhla Province: Examining the Mediating Role of Career Satisfaction https://so01.tci-thaijo.org/index.php/HRODJ/article/view/269515 <p>This research aims to examine the influence of two types of career management activities, namely (1) organizational career management (OCM) and (2) individual career management (ICM) on hotel employees’ organizational commitment (OC), which comprises three underlying facets including affective commitment, normative commitment and continuance commitment. This research also aims to examine the mediating role of career satisfaction (CS). Survey data were collected from a sample of 600 hotel employees in 20 hotels in Songkhla Province. The data were analyzed using structural equation modeling (SEM). The results showed that OCM had a direct positive influence on affective commitment, normative commitment and continuance commitment, while ICM had a direct positive influence only on affective commitment. In addition, both OCM and ICM indirectly influenced the three facets of OC. Thus, while previous research indicates that career management activities may equip employees with marketable skills, in turn leading them to manage themselves out of the organization, the current findings suggest otherwise.</p> Hataikwan Junthong Wisanupong Potipiroon Copyright (c) 2024 Human Resource and Organization Development Journal https://creativecommons.org/licenses/by-nc-nd/4.0 2024-05-24 2024-05-24 16 1 56 81 Motivation and commitment of gig workers on knowledge-sharing platforms in China: The moderating roles of having a full-time jobsharing platforms in China: moderating roles of having a full-time job https://so01.tci-thaijo.org/index.php/HRODJ/article/view/270159 <p>This research investigated the intrinsic motivation and extrinsic motivation associated with gig workers' commitment to knowledge-sharing platforms. The study also explored whether gig workers with or without a full-time job play a moderating role. To collect data, an online self-administered survey was used, and the respondents are gig workers from China's six largest knowledge-sharing platforms. The study ultimately received 816 valid responses. The partial least squares structural equation modeling regression was applied for data analysis. The results found that both intrinsic and extrinsic motivation are positively associated with gig workers' commitment to knowledge-sharing platforms. Moreover, it found an interesting result that gig workers who do not have a full-time job have a negative moderating effect on intrinsic motivation and commitment. It was also found that gig workers who do not have a full-time job have a stronger positive moderating effect between extrinsic motivation and commitment.</p> Liqian Yang Copyright (c) 2024 Human Resource and Organization Development Journal https://creativecommons.org/licenses/by-nc-nd/4.0 2024-05-24 2024-05-24 16 1 82 105 Effectiveness of Meaningfulness in Work Development Program for Generation Z Employees: A Pilot Study https://so01.tci-thaijo.org/index.php/HRODJ/article/view/268181 <p>Although work meaningfulness enhancement programs have been developed, a meaningfulness in work training program for Generation Z (Gen Z), who make considerable use of high-tech equipment and require a suitable learning approach, has not been found. This study aimed to validate the training program's effectiveness in developing meaningfulness in work for Gen Z employees. The study employed a one-group pretest-posttest design and the participants were 16 Gen Z employees in two companies in the media agency industry in Bangkok, Thailand. The research instruments included the meaningfulness in work program, the meaningfulness questionnaire, and the semi-structured interview questions. The findings from repeated measures ANOVA demonstrated that the meaningfulness in work level of the post-test and follow-up periods was significantly higher than that of the pretest period at the .05 level. The interview results supported the effectiveness of the program, as well as the utilization of the techniques trained in the program in their work. Further usage of the program is encouraged to enhance meaningfulness in work, together with other potential benefits for Gen Z employees.</p> Dew Intapunya Korkiat Mahaveerachartkul Copyright (c) 2024 Human Resource and Organization Development Journal https://creativecommons.org/licenses/by-nc-nd/4.0 2024-05-24 2024-05-24 16 1 106 129 ็Healthy Workplace of Health Personnel: A Case Study of a University Hospital https://so01.tci-thaijo.org/index.php/HRODJ/article/view/268599 <p>The research “Healthy Workplace of Health Personnel: A Case Study of a University Hospital” has the objective to explore the context, perspectives, and impacts of a healthy workplace among health personnel working in hospitals. Using qualitative research methods, in-depth interviews and observations were the main research tools. Data was then gathered, and the content was analyzed to find meaning to explain viewpoints and effects.</p> <p>The findings indicate that activities aimed by the organization at creating the physical work environment, and psychosocial, and enterprise community involvement affected health personnel who felt motivated and engaged. This built good relationships with the organization. Relatives of the health personnel received good care from the organization giving the staff a feeling of connection to the organization and contributing to healthy workplace.</p> Nuttaphon Longsawas Thammarat Marohabutr Copyright (c) 2024 Human Resource and Organization Development Journal https://creativecommons.org/licenses/by-nc-nd/4.0 2024-05-24 2024-05-24 16 1 130 153 Quantum Physics, Chemistry, and Biology Reveal M&A Insights: Metaphor Analysis for People and Cultural Change Management https://so01.tci-thaijo.org/index.php/HRODJ/article/view/269494 <p>The purpose of this study is to provide new perspectives on organizational change management and development from the triangulation of scientific views, specifically on the phenomena of mergers and acquisitions (M&amp;As). The deep relationship between subculture and corporate culture has been explored to support change management in the people dimension of an organization. Multidisciplinary methodology has been used in the research design with metaphor analysis and in-depth semi-structured interviews, and metaphor analysis has been applied to the literature review in order to compare three scientific views (physics, chemistry, and biology) for a deeper understanding of M&amp;A phenomena. The data collection for the interviews was conducted with 21 employees who experienced M&amp;A integration in a multinational company in electronics manufacturing in Thailand. The results from the metaphor analysis and the interviews indicate key findings regarding people-entropy management, employee development needs, and learning mechanisms for coping with M&amp;As. This study reveals beneficial insights for business M&amp;As by looking deeply into nature, leading to new perspectives for organizational change management.</p> Nopparat Phaopat Oranuch Pruetipibultham Copyright (c) 2024 Human Resource and Organization Development Journal https://creativecommons.org/licenses/by-nc-nd/4.0 2024-05-24 2024-05-24 16 1 154 182 Editorial Note https://so01.tci-thaijo.org/index.php/HRODJ/article/view/273935 <p>ารสารการพัฒนาทรัพยากรมนุษย์และองค์การฉบับนี้ประกอบด้วยบทความวิจัย ทั้งหมด 7 บทความ ซึ่งแต่ละบทความนั้นมีความหลากหลายในเนื้อหาสาระ บริบทที่ศึกษา และใช้ระเบียบวิธีวิจัยทั้งเชิงปริมาณและเชิงคุณภาพ&nbsp;&nbsp;</p> <p>&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; บทความวิจัยในกลุ่มแรกเป็นงานวิจัยเชิงปริมาณ ได้แก่ บทความวิจัยของ<em> คุณธัญญพัทธ์ &nbsp;ลิขิตธนสมบัติ และรศ.ดร.เนตรนภา ไวทย์เลิศศักดิ์ </em>ที่ศึกษาพฤติกรรมการหางานและตัวชี้วัดคุณภาพของแอปพลิเคชันหางานออนไลน์ในการจับคู่ผู้หางานกับนายจ้างของกลุ่มวัยทำงาน ในขณะที่บทความวิจัยของ <em>คุณสิวัฒน์ สุวรรณศิลป์ และรศ.ดร.วิษณุพงษ์ โพธิพิรุฬห์</em> ศึกษาอิทธิพลของความมุ่งมั่นทุ่มเทในการทำงานต่อความตั้งใจในการทำงานหลังเกษียณ ผ่านตัวแปรทัศนคติในการทำงานหลังเกษียณ ของคณาจารย์ในสถาบันอุดมศึกษาของรัฐ โดยเปรียบเทียบระหว่างคณาจารย์ในเจเนอเรชั่น X และ Y และบทความของ <em>คุณหทัยขวัญ จันทอง และรศ.ดร.วิษณุพงษ์ โพธิพิรุฬ</em>ห์ ที่ศึกษาอิทธิพลของการบริหารสายอาชีพที่มีต่อความผูกพันต่อองค์กรของพนักงานโรงแรมในพื้นที่จังหวัดสงขลา โดยมีความพึงพอใจในสายอาชีพเป็นตัวแปรคั่นกลาง นอกจากนี้ยังมีบทความวิจัยภาษาอังกฤษอีก 2 บทความ ได้แก่ บทความของคุณ <em>Liqian Yang</em> ที่ศึกษาอิทธิพลของปัจจัยแรงจูงใจที่มีต่อความผูกพันต่อองค์กรของพนักงาน Gig worker ในธุรกิจแพลตฟอร์มแบ่งปันองค์ความรู้ในประเทศจีน และบทความสุดท้ายในกลุ่มนี้เป็นการศึกษาวิจัยกึ่งทดลอง ของ <em>คุณดิว อินทปัญญา และอ.ดร.ก่อเกียรติ์ มหาวีรชาติกุล</em> ที่ศึกษาประสิทธิผลของโปรแกรมฝึกอบรมเพื่อการพัฒนาความหมายในการทำงานของพนักงานเจนเนอเรชั่น Z</p> <p>&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; บทความวิจัยในกลุ่มที่สองเป็นงานวิจัยเชิงคุณภาพ ได้แก่ บทความวิจัยของ <em>คุณณัฐพ</em><em>ล หลงสวาสดิ์ และผศ.ดร.ธรรมรัตน์ มะโรหบุตร</em> ที่ศึกษามุมมองและผลกระทบด้านสุขภาวะในที่ทำงานของบุคลากรด้านสุขภาพ กรณีศึกษาในโรงพยาบาลมหาวิทยาลัยแห่งหนึ่ง และปิดท้ายด้วยบทความของ <em>คุณนพรัตน์ เผ่าพัฒน์ </em><em>และ</em><em>รศ.ดร.อรนุช พฤฒิพิบูลธรรม </em>ที่ศึกษาการบริหารจัดการการเปลี่ยนแปลงในองค์การที่มีการควบรวมกิจการ ผ่านมุมมองทางวิทยาศาสตร์จากสามสาขาวิชา ได้แก่ ฟิสิกส์ เคมี และชีววิทยา</p> <p>&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; วารสารการพัฒนาทรัพยากรมนุษย์และองค์การนั้นเป็นวารสารที่จัดอยู่ในดัชนีการอ้างอิงวารสารไทยในระดับที่ 1 (TCI 1) บทความที่คัดสรรมานำเสนอจึงเป็นบทความที่มีคุณภาพและผ่านการพิจารณาจากผู้ทรงคุณวุฒิหลายขั้นตอนเพื่อให้ดำรงไว้ซึ่งบทความที่มีคุณภาพได้มาตรฐานทางวิชาการอย่างต่อเนื่อง ทั้งนี้ ทางบรรณาธิการขอเชิญชวนนักวิจัย นักวิชาการทุกท่าน ส่งบทความวิจัย/บทความวิชาการของท่านมาตีพิมพ์เผยแพร่ผลงาน ร่วมการพัฒนาส่งเสริมงานวิจัย/งานวิชาการที่มีคุณภาพให้เผยแพร่ได้กว้างขวางเพื่อประโยชน์แก่สังคมยิ่งขึ้นต่อไป&nbsp;</p> Kritkorn Nawakitphaitoon Copyright (c) 2024 Human Resource and Organization Development Journal https://creativecommons.org/licenses/by-nc-nd/4.0 2024-05-24 2024-05-24 16 1