Human Resource and Organization Development Journal

Developing a Local Human Resource Management System for Elderly Care: A Case Study of Sikhiu District, Nakhon Ratchasima Province

Gorn Huvanandana — 2026-07-03

This research aims to investigate the current personnel management system and develop a model for local human resource management in elderly care, utilizing a case study of Sikhiu District, Nakhon Ratchasima Province. Employing a qualitative research design, data were collected through in-depth interviews and focus groups with key informants, including local administrators, public health officials, Care Managers (CM), Caregivers (CG), and community volunteers. The findings reveal that current operations, functioning under the devolution of healthcare responsibilities to local government, face significant challenges. These include compensation rates that do not reflect workload, a lack of career paths, a shortage of new generation caregivers, and fragmented health data systems across agencies. Additionally, disjointed budgetary allocations result in inconsistent medical supply distribution. To ensure system sustainability, the research proposes several policy recommendations: establishing appropriate compensation structures and welfare benefits, creating clear career advancement pathways to attract workforce, developing modern competency-based training programs, and integrating databases to facilitate collaboration between public health and local administrative bodies. Implementing these measures will effectively enhance the quality of life for the elderly in the community.

The Study of Human Capital Potential in the Public Sector through the Talent Value Chain and Human Capital Analytics Techniques

Wuttigrai Ngamsirijit — 2026-07-03

The concept of studying human capital potential has continuously evolved across economic, social, and managerial perspectives, emphasizing planning for assessing, analyzing, and making decisions related to human capital. Indicators, tools, and various metrics have been applied to identify the value of personnel and high-potential employees. This study presents human capital analytics models derived from an examination of human capital management in the public sector in two main areas: (1) identifying human capital management approaches aligned with public organizations’ smart governance capabilities, and (2) evaluating high-potential talent management practices, the value delivered by high-potential employees, and the value gained by public organizations—referred to as talent value chain management—as well as analyzing the linkages among talent management practices, value delivered, and organizational value received. The findings contribute to the development of human capital analytics models that integrate perspectives on human capital management and high-potential talent management, aligned with the digital competencies and strategic talent requirements of public sector organizations. These models aim to support human capital planning and provide executives with tools for more effective human capital planning and development.

The Influence of Task Significance on Prosocial Behavior and Job Burnout among Rescue Volunteers in Southern Thailand: The Mediating Role of Prosocial Motivation

Kridnawin Tongsongsom — 2026-07-17

Previous research has highlighted task significance, defined as the perception that one’s work is meaningful and positively impacts others, as an important factor influencing volunteer behavior. However, outcomes among rescue volunteers remain inconsistent, some display high energy and commitment, while others experience exhaustion and burnout. This study, based on Self-Determination Theory, examines how task significance shapes volunteer motivation and subsequently affects prosocial behavior and burnout. The study focused on two forms of prosocial motivation, namely pleasure-based and pressure-based prosocial motivation. Data were collected from 476 rescue volunteers across 69 charitable organizations in 14 provinces of Southern Thailand. Structural equation modeling (SEM) was applied to test the mediating role of motivation. The results reveal that task significance functions as both a positive and negative driving force. Pleasure-based prosocial motivation enhances prosocial behavior and reduces work fatigue, while pressure-based prosocial motivation, although it also promotes prosocial behavior, is positively associated with job burnout. These findings underscore the dual nature of task significance, highlighting its role as a “double-edged sword” that can simultaneously empower and strain rescue volunteers. The study offers theoretical and practical implications for volunteer organizations to cultivate intrinsic motivation while minimizing external pressures that contribute to burnout.

A Confirmatory Factor Analysis of Hybrid Organizational Culture for Secondary Schools Under the Secondary Educational Service Area Office Loei Nongbualamphu

Itthiphon Keawman — 2026-08-03

This research aimed at studying the components and indicators of hybrid organizational culture and verifying the consistency of a hybrid organizational culture model with empirical data from Secondary Schools Under the Secondary Educational Service Area Office Loei Nongbualamphu. A mixed-methods approach was employed, consisting of two stages. Firstly, a qualitative study was conducted to construct the components and indicators of hybrid organizational culture by analyzing 20 relevant documents and research, synthesizing content using inductive reasoning, and validating the appropriateness of these components and indicators with three experts. Secondly, a quantitative study was applied to verify the consistency of a hybrid organizational culture model with the empirical data. The sample comprised 330 administrators and teachers, obtained via stratified sampling. Data was collected using a 5-point Likert scale questionnaire with a content validity between 0.60 and 1.00 and a reliability of 0.97. Descriptive statistics and inferential statistics were analyzed using SPSS, while basic statistics and confirmatory factor analysis were performed using M-plus.

The research findings revealed: 1)The hybrid organizational culture for Secondary Schools Under the Secondary Educational Service Area Office Loei Nongbualamphu consisting of 5 components and 16 indicators. 2) The developed measurement model of hybrid organizational culture for Secondary Schools Under the Secondary Educational Service Area Office Loei Nongbualamphu demonstrated consistency with the empirical data, with χ² = 101.140, df = 85, P-Value = 0.1117, RMSEA = 0.024, SRMR = 0.026, CFI = 0.996, and TLI = 0.991.

Antecedents and Consequences of Thriving at Work Among Public Sector Employees: A Causal Relationship Analysis

Pitcharee Liewkiat — 2026-08-06

The purposes of this study were (1) to study influences of three antecedent factors: organization-based self-esteem, psychological safety, and diversity, equity, and inclusion management on thriving at work of public sector employees; (2) to study influences of thriving at work on three aspects of public sector employees' work outcomes: adaptive performance, workplace well-being, and organizational commitment; and (3) to analyze a causal relationship of thriving at work. The research sample consists of 437 public sector employees who have been working in Thailand and have been employed in their current organization for at least one year. The research instruments consisted of 8 questionnaires. The research findings indicate that (1) organizational based self-esteem, psychological safety, and diversity, equity, and inclusion management positively influence thriving at work; (2) thriving at work positively influences adaptive performance, workplace well-being, and organizational commitment; and (3) thriving at work acts as a mediator between these antecedents and work-related outcomes of thriving at work.

The Effect of Assertive Leadership Development Program on Assertive Leadership Behaviors: A Case Study of Managers in a Pharmaceutical and Medical Device Company

Nattathip Rattanasangthip — 2026-07-20

This study evaluated the effectiveness of the Assertive Leadership Development Program (ALDP) and its Communication Skills for Assertive Leadership (CSAL) workshop, aimed at boosting assertive leadership among managers in a pharmaceutical and medical device company in Thailand. A single-group quasi-experimental design was used. Managers attended the CSAL workshop, a one-day event with seven sessions under the ALDP umbrella. The evaluation applied the Rathus Assertiveness Schedule (RAS) at three points: before the workshop, immediately after the workshop, and at 2-4 weeks follow-up. Sixteen managers completed the training and subsequent RAS assessments. Post-training, scores rose significantly from an average of 18.56 (SD = 21.24) to 28.81 (SD = 24.45), with sustained improvement at 30.75 (SD = 19.49) during follow-up. The ALDP, focusing on communication skills, effectively promotes assertive leadership behaviors. It shows promise in improving managerial assertiveness, crucial for achieving goals and fostering positive workplace relationships. Implementing the ALDP could enhance team performance and cultivate lasting relationships, driving organizational success in Thailand’s pharmaceutical and medical device sectors.