อิทธิพลของแนวปฏิบัติด้านการจัดการทรัพยากรมนุษย์ต่อพฤติกรรมสร้างนวัตกรรมในการทำงานของพนักงานในอุตสาหกรรมโทรคมนาคมของประเทศไทย

Abstract

Innovation is a key factor driving the performance of modern organizations. The objectives of this research were 1) to analyze the influence of human resource management practices on innovative work behaviors of employees in the telecommunication industry of Thailand 2) to analyze the influence of human resource management practices on innovative work behaviors of employees in the telecommunication industry of Thailand Influence of climate variables for innovation organizations and 3) to compare levels of human resource management practices and innovative work behaviors. Organizational climate for innovation and psychological empowerment among employees of public and private organizations. This research study is a mixed research study. Embedded research types between quantitative and qualitative research. For the quantitative research of this study, questionnaires were used as a data collection tool. The sample group used in this research was 709 employees from 6 telecommunication organizations in Thailand's telecommunication industry. Data were analyzed using descriptive statistics and structural equation modeling with Mplus program. Data were analyzed by using independent t-test samples technique to find differences between public and private organization of employees. The analysis of the structural equation model revealed that human resource management practices directly influenced innovative work behaviors.Human resource management practices have a positive indirect influence on innovative work behavior through organizational climate for innovation. Human resource management practices have a positive indirect influence on innovative work behaviors through psychological empowerment. Finally, human resource management practices have a positive indirect influence on sequentail mediator behavior through organizational climate for innovation and psychological empowerment. As for the results of the t-test found that the human resource management practice variables in terms of job autonomy of private organizations employees were higher than the average of public organizations employees at a statistically significant level of 0.05.The psychological empowerment of job meaning and job impact of private organization employees was statistically higher than the average of 0.05 level of public organization employees. It appeared that private sector employees were independent, job meaning and job impact higher impact on the organization than the employees of public organizations. For qualitative research, the results showed that human resource management practices, organizational climate for innovation, psychological empowerment, all affect employee innovative work behavior. It was also found that human resource management practices, organizational climate for innovation, psychological empowerment are still a difference between public and private organization. In addition, the findings are consistent with the quantitative research which found that the levels of human resource management practices, organizational climate for Innovation, psychological empowerment and innovation work behavior of private organization are higher than private organizations. Overall, it can be concluded that the public telecommunications organization in Thailand must recognize and emphasize importance of modifying the processes of human resource management, which can lead to positive attitudes and motivation in the promotion of innovative behaviors in order to the same level as in the private sector.