Factors Affecting Performance of Operational Staff in 4 Star Hotels in Bangkok

Abstract

This research investigates the factors influencing the performance of operational staff in four-star hotels in Bangkok. The researcher defined the sample group for this study as employees working in operational positions at 4-star hotels in Bangkok (foreign chains). The sample size was determined using the sample size formula for an unknown population size by W.G. Cochran (1953), and a total of 400 samples were collected using convenience sampling. The statistical methods used for data analysis to address the objectives of the research included descriptive statistics, which comprised the mean and standard deviation; a t-test for variables with two groups; and One-way ANOVA for variables with three or more subgroups. In cases where significant statistical differences were found, multiple comparisons were made using the Least Significant Difference (LSD) method at the .05 significance level. The data were then used to test hypotheses through multiple regression analysis. The research findings revealed that.

First, a multiple regression analysis indicates that hygiene factors significantly impact the performance of operational staff in four-star hotels, accounting for 50% of the variance in job performance. Additionally, motivation factors are also significant, explaining 56.8% of the variance in performance.

Second, both hygiene and motivation factors influence operational staff performance across all aspects, including work quality, quantity, and timeliness. The most impactful hygiene factor is organizational policy and management, while the most significant motivation factor is recognition and respect.

Third, the researcher suggests that organizations should develop and refine their policies and management practices to align with employee needs. Creating a work environment conducive to employee potential development and fostering a culture of recognition is essential. A suitable reward and motivation system should be established to encourage employees to work more effectively. Open channels for employee feedback and suggestions will enhance transparency and fairness in management, leading to increased employee engagement and commitment.