Abstract

              The objectives of this research were: 1) to study factors affecting the work motivation of Chum Saeng Municipality employees in Nakhon Sawan Province, 2) to compare the factors affecting the work motivation of the Chum Saeng Municipality employees in Nakhon Sawan Province by classifying on the personal factors, and 3) to study the problems, obstacles and ways for the factors affecting the work motivation of the Chum Saeng Municipality employees in Nakhon Sawan Province.

          This research applied the Mixed Methods Research consisting of the qualitative and quantitative research. The sample was 166 Chum Saeng Municipality employees in Nakhon Sawan Province. The tools of the research were questionnaire and in-Depth interview from the 9 key informants. The analysis of data used Statistical Package for Social Science. The statistics for analysis data used Frequencies, Percentage, Mean, Standard Deviation, t-test and F-test with One-way ANOVA and Least Significant Difference: LSD.

Results of the Research

              1. Overall, the level of the factors affecting the work motivation of the Chum Saeng Municipality employees in Nakhon Sawan Province was at the middle level (=3.40). When considering each aspect, it was found that the responsibility was at the highest level (= 3.63). Then, the policies and administration was      (= 3.62), the job description was (=3.55), the mastery was (= 3.49), the job achievement was (= 3.43), the salary and employee benefits was (= 3.31), the acceptance was (= 3.25), the environment in working was (= 3.24), the career advancement was (= 3.22). However, the relationship with the colleagues was at the lowest level (= 3.21).

2. The comparison of the factors affecting the work motivation of the Chum Saeng Municipality employees in Nakhon Sawan Province by classifying on the personal factors found that the staff having the different gender, age, degree of education, position and income had no the different opinion to the factors affecting the work motivation of the Chum Saeng Municipality employees in Nakhon Sawan Province. Therefore, the hypothesis was denied. 

          3. The commander was rarely the new leader, did not adjust the administration suitable to the situation, and rarely listened to the suggestions and the opinion of the staff. Moreover, the commander and the colleagues did not pay attention to solve the problem. Some staff rarely had the opportunity in meeting, training and observing, and the authority in the consideration and command according to the law. The staff was insufficient to the work.

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