The causal factors of organizational performance : A case study of Kasikorn bank in Bangkok and Metropolitan region

Abstract

           The objectives of this research were 1) to study the agreement level job rotation, work motivation, work engagement and organizational performance of Kasikorn Bank employees in Bangkok and Metropolitan Region; 2) to test the effect of job rotation on organizational performance, work motivation and employee engagement; and 3) to test the effect of work motivation and employee engagement on organizational performance. The 450 sampling were Kasikorn Bank employees who had had job rotation experience.

           The research instrument was the questionnaire and the data were analyzed using descriptive analysis and Structural Equation Model (SEM).  The results of the research were found that the agreement of job rotation, work motivation, employee engagement and organizational performance of Kasikorn Bank employees in Bangkok and Metropolitan Region are high level. For hypothesis testing the five hypotheses were supported: 1) Job rotations had a positively effect on organizational performance at 0.001 level of significance; 2) Job rotation had a positively effect on work motivation at 0.001 level of significance; 3) Job rotation had a positive effect on employee engagement at 0.001 level of significance; 4) Work motivation had a positive effect on organizational performance at 0.001 level of significance; and 5) Employee engagement had a positive effect on organizational performance at 0.001 level of significance. The result of the Structural Equation Model indicated that the model fit well to the empirical data by the indicators of CMIN/DF = 1.776, GFI = 0.956, CFI = 0.977, NFI = 0.984, TLI = 0.991, RMR = 0.015 and RMSEA = 0.034. The implications of this study will be the direction for the human resource manager in financial institutions to create work motivation and employee engagement in order to retain the employees and increase the organizational performance.