ปัจจัยจูงใจในการทำงานของครูและบุคลากรทางการศึกษาโรงเรียนเรยีนาเชลีวิทยาลัย จังหวัดเชียงใหม่

Abstract

The objective of this independent study was to study job motivating factors of teachers and education staff of Regina Coeli School in Chiang Mai. The samples were 144 teachers and education staff. The data was analyzed using descriptive statistics, namely frequency, percentage and mean. The results of the study showed that most of the teachers and education staff were female, 41-50 years old, single, with Bachelor’s degree. Their monthly income was 15,000 - 25,000 baht. They had been working for 10 years and longer. Most lived in the north of Thailand and were teachers From the analysis of motivating factors for their work, which consisted of motivating factors and supporting factors, it was found that the teachers and education staff ranked the overall motivating factors at the high level. The factor which was ranked the highest was nature of wok, and the first 3 sub-factors were their work made them proud, their work was suitable for their ability, and their work allowed for their creativity. For supporting factors, the factor which was ranked the highest was their relationship towards their supervisor and co-workers, and the first 3 sub-factors were their co-workers gave them advice when they had problem at work, their co-workers were friendly, and their supervisor was willing to give advice about work and private matters. From the study of their satisfaction at work, it was found that the teachers and education staff were satisfied with the overall factors at the high level. The factor which was ranked the highest was nature of wok, and the first 3 sub-factors were their work made them proud, their work was suitable for their knowledge and ability, and their work allowed for their creativity. For supporting factors, the factor which was ranked the highest was their relationship towards their supervisor and co-workers, and the first 3 sub-factors were their co-workers were friendly their co-workers gave them advice when they had problem at work, and their supervisor was well-mannered and well-spoken. From Importance-Performance Analysis, it was found that most sub-factors (12 sub-factors) of motivating factors were in Quadrant C: Low priority; 10 sub-factors were in Quadrant B: Keep up good work; and 1 sub-factor was in Quadrant D: Possible over kill. No sub-factor was in Quadrant A: Concentrate here. For the sub-factors of supporting factors, 1 sub-factor, namely their relationship towards their supervisor and co-workers, was in Quadrant A: Concentrate here. Most sub-factors (15 sub-factors) were in Quadrant C: Low priority; 7 sub-factors were in Quadrant B: Keep up good work; and 1 sub-factor was in Quadrant D: Possible over kill.