Developing Motivation to Create Organizational Engagement of Chiang Mai Juvenile Vocational Training Center

Abstract

This research aims to 1) study the level of work motivation and engagement, and 2) study the effect of work motivation on engagement and 3) Study the development guidelines for motivation that affects the organizational commitment of personnel in the Chiang Mai Children and Youth Training Center. Quantitative research using a questionnaire. The sample group was 92 personnel working at the Chiang Mai Children and Youth Training Center. The statistics used were mean, standard deviation and Pearson's product moment correlation coefficient. The results of the study found that the motivation to work in terms of motivating factors at a high level, ranked from the highest average, was success in work, followed by responsibility in work, development, respect from others, and opportunities for career advancement. In terms of supporting factors, at a high level, ranked from the highest average level, they are relationships with coworkers, job security, followed by salary and benefits, organization policies, and work environment. As for organizational commitment, it is at a high level, ranked from the highest average level as follows: bargaining commitment, followed by normative commitment and emotional commitment. Work motivation factors significantly affected organizational commitment at a statistical level of 0.05.