ความสัมพันธ์โครงสร้างเชิงเส้นความสอดคล้องระหว่างคนกับงานความสอดคล้องระหว่างคนกับองค์การ ความไว้วางใจนวัตกรรมและพฤติกรรมการทำงานเชิงนวัตกรรมของพนักงานเทศบาลในสามจังหวัดชายแดนภาคใต้

Abstract

The objectives of this study were 1) to measure the level of person-job fit, person-organization fit, innovation trust and innovative work behavior. 2) to compare the difference between the level of person-job fit, person-organization fit, innovation trust and innovative work behavior and individual factors. 3) to analyze linear structural relationship between person-job fit, person-organization fit, innovation trust and innovative work behavior. The sample group consisted of 390 municipality officers in the three southern border provinces recruited through stratified sampling. The instrument was a questionnaire, and the statistics used were mean, standard deviation, maximum value, minimum value, skewness, kurtosis, correlation coefficient, t-test, f-test, and structural equation model analysis. The study found that 1) officers' opinions on the innovative work behavior, innovation trust, person-organization fit, and person-job fit were at the high level. 2) supervisors have innovation trust and innovative work behavior higher than the level of practice at a statistically significant level of .05. 3) position and marital status were significantly different in their opinions on person-job fit at the level of .05. 4) Age of officers corlelated with person-organization fit and person-job fit whereas experience only corlelated with person-job fit significantly at the level of .05, but the level of relationship were low. 5) Innovative work behavior had direct effects on innovation trust, person-job fit with the effect sizes of 40 and 20, respectively at the statistical significance level of .001and had indirect effects on person-organization fit, person-job fit path through innovation trust with the effect sizes of .10 and 24, respectively at the statistical significance level of .001. Innovation trust and person-job fit together could explain innovative work behavior at 33.7 percent while person-organization fit, person- job fit could explain innovation trust at 51.4 percent.